Work related stress

Emmzi

She should exoect to be dismissed if the very next conversation with the employer does not include the words "return to work plan" from her side.

She should therefore talk to her GP about returning to work.

ohreally

SHEILA54 wrote: »

She also is trying to find out what she should expect, having followed the GP'S advice, as she can't afford to stay off work indefinitely.

Gp's are not always best qualified in occupational health matters, hence the speciality.

If there is an occupational health provision there will likely be (but not always) a route to self refer.

Can she call on trade union for advice/ support?

princessdon

Your GP has access to refer to an OT if they beleive it necessary as a GP Referral

The NHS has access to a lot more of them than employers.

SHEILA54

It seems that my trying to be factual in a situation that is, quite frankly, difficult has offended some of you. Thank you for your advice and help, it is just that she asked me to try to get something that she could refer to as she believed what the GP told her to do and her work have just completely ignored her requests. I have no knowledge of these things, I am afraid. I don't think that she belongs to a trade union.

Emmzi

It is hard to help without knowing what she wants the outcome to be.

Indefinite pay while on sick leave will not happen, It s also unlikely the work position will change unless she raises a grievance about what she wants to change.

As a helpful mum I might be inclined to get her to post herself, as taking ownership of her problems is the first step to fixing them? Would she do that?

CruisingSaver

Hi Sheila

I'm guessing that your daughter has asked for a referral to Occupational Health rather than Occupational Therapy (my DH is an OT so I know the difference but it might not be apparent to a lot of people hence the confusion).

Your daughter's company should have somewhere in their absence management policy references to referral to Occupational Health if this is a service that they access. Your daughter needs to get hold of the policy and ensure that her employer is following their own procedures.

She really does need to speak to HR to find out what happens next. It isn't an option to stick your head in the sand no matter how much she might feel like doing that!

Another route may be to self-refer to Staff Counselling if this is available to her.

ktothema

OP - when did the letter requesting a meeting with HR come, and has your daughter actually refused to meet them? I didn't get that impression from your original post. If its recent, I strongly suggest that your daughter asks for ways to engage with the HR manager neutrally. If she's off sick for work related stress, then there should be an option to meet off site/somewhere neutral. They may even offer to have a telephone conversation. If she is signed off, there is a responsibility for them to try and they are entitled to gain an update in the situation.

vax2002

It is a condition common to public sector workers who receive 6 months sick pay on full pay.
Cures include, the sick pay period running out.
Or taking a job where you dont get paid at all if you are off sick, say like the private sector.

marybelle01

SHEILA54 wrote: »

Sorry if I sound aggressive, I have several screaming kids here and should not take it out on other people. She just asked me to find out as she is worried and doesn't know which way to turn at the moment.
She also is trying to find out what she should expect, having followed the GP'S advice, as she can't afford to stay off work indefinitely. She works for a large company with many outlets.

Sorry but Emmzi is right. If she doesn't make some move here then dismissal is going to be on the cards. Staying off work indefinitely is not an alternative to sorting this out. She is not expected to afford to stay off work - she is either too ill to work and therefore has no other choice, or (as it sounds like you are saying) she is signed off to avoid the problem rather than to deal with it. You aren't saying what the problem is, so nobody can help with that, but the bottom kind is that she hasn't put in a grievance, she hasn't discussed her return to work or anything else with HR ,.and there isn't going to be a magic solution that occurs because she sits at home being sick.

I don't think that either of you realise that she is damaging her own situation here. Her problem, whatever it is doesn't officially exist. All that exists is her sickness record. If this were to come to a legal issue her employers are going to have a field day with "she claimed she was stressed for six months and did nothing, then went off sick and wouldn't talk to us ". Sorry, that might not be palatable, but she's doing herself no favours. To say nothing of two months and counting sickness absence on her record, which isn't going to improve her references. Or her chances of keeping here job.

Doing nothing is not an option. Nobody is going to do it for her. She must "put up or shut up. " Decide to submit a formal grievance and engage with HR, or forget it and either return to work or quit.

sammyjammy

I had a similar situation last year and similarly had two months absent from work, due to bullying and work related stress. I returned to work as soon as I felt able to cope despite my employer ignoring the issues I had raised. I requested mediation with my employer (as per our policies) but he refused. I liaised with my Union rep and worked on a grievance. I knew that if I did not return to work my condition would only get worse, I started anti depressants and returned to work soon after, it was hard and several further incidents took place including removing all my staff from me as well as my previous duties, eventually I dropped the grievance for my own sanity, despite this being the 21st century its still seen as a bad thing and top management get all the support they need to hammer you into the ground (bitter? ).

Due to working for a large government dept I managed to arrange a transfer soon afterwards.

I used the Occupational health service available through my GP as well as seeing one I was obliged to through work.

By not communicating as required with her employer your daughter is setting herself up for dismissal.