Depression and Review Forms

Takeaway_Addict

bluangel1239 wrote: »

Hello

We've recently been taken over by a new manager and now one of the objectives on our half year review forms is to manage sickness levels in line with our colleagues.

I have 3 other colleagues, one of which has alot of sick time, but the other two very rarely have time off.

I suffer from depression and have done for nearly a decade now, and as a result I do have time off during periods of high stress (mostly work related) due to sickness, but only a day or two.

As a result, and after explaining to my manager that my depression does make me ill more often, I've still been marked down on my review form for this. I've been told that as I don't come in when I'm sick, this doesn't show dedication to my job.

I understand that even though we are a small team and even one person being off can effect everything, something like this which is out of my control, shouldn't be held against me.

Going forward, is there anything I can show my manager or help them understand this? Am I covered by the equality act in a situation like this? Or am I being unreasonable?

Thanks

9 days is alot.

You are probably covered against the equality act but should the employer suffer for 'something out of their control'

They are cracking down on absenteeism as is their right.

agrinnall

I'd agree with other posters that 9 days is quite a lot. As you've said the sick days are often due to stress at work perhaps the way forward would be to reduce the frequency of the stressful experiences. Can you discuss with your manager what it is that is causing you the stress to either avoid that situation, or possibly move to another position that wouldn't cause that stress? Does your employer have an Occupational Health department that you could speak to?

FBaby

The problem is how do they know that the sickness is directly related to your depression. We all days when we get up and feel like crying at the prospect of going to work and would rather turn back in bed and go back to sleep. For all they know, you could say that it is depression when really you are just recovering from hangovers (not saying that is the case!).

Self-certification relies on trust. Most of the time, the company has no reason to doubt your inability to come to work, but when it becomes ad-hoc, then suspicion inevitably erupt. I agree with the comment about trying to manage the stress your experience at work.

dawyldthing

Could you use your annual leave better to give you a break from work every few months if you find there's certain times that seems worse. I know this year is the first in 4 that I used most of my annual leave up earlier in the year and I could kick myself for it at times, but it usually made it easier having more breaks later on in the year which could help you

livingit

Mental health is still misunderstood. Having nine days off while dealing with a new diagnosis and medication would actually be an achievement for some people depending on the illness.

You could discuss your triggers with your employer and with medical reports put strategies into practice to reduce the work related stress. It does not matter if others think this is unfair. Some employers do disregard disability related sickness when looking at performance.

Read the links others have provided. How did your previous employer manage this? Has your GP previously provided evidence?