WFH and mental health

movingforward2010

I work part time for a gov dept. I have done for many years, prior to to pandemic i had days off sick due to my mental health anxiety, depression, insomnia, complex PTSD, agoraphobia and depersonalisation. I get PIP care lower rate.

During the pandemic I wfh and I didn’t have one day off sick and my productivity improved, it helped me manage my mental health. I then went back and started hybrid working as this was what was put in place. 

A year ago a personal situation caused my mental health to significantly deteriorate, I had an increase in my medication and was off work for 3 months.  Following this my manager allowed me to wfh. And I haven’t had a day off sick since this. And my manager had even said they are very happy with my work and output and I exceed the required targets 

I have been told now I need to come back to the office 3 days a week and my manager has arranged an OHS for me.

WFH has allowed to stay in work. When I wake up after little sleep I feel like I have flu, my whole body aches, and I feel dreadful, I can then force myself out of bed and start work an hour later.

Since being told I am going to have to go back my mental health is getting worse again. I feel I am going to end up off work sick and can’t cope atm. My office is a 50 mile round trip.

I enjoy working and want to be employed, I don’t want to lose my job. 😣

LinLui

Where you have chosen to live in relation to your workplace is not a valid reason to work from home. Do not say that - it will muddy the waters. If you are saying that your mental health is the reason that you can't work in the office,  then living next door wouldn't change that. Talking about the distance to work being a problem is something quite different, and a matter of choice - other people live the same distance away or further,  and they don't get to use that as a reason for not attending the workplace. 

You need to focus on the reasons why your health will benefit from working from home,  and how that meets the business needs of the employer. But be aware - productivity or output are not the only indicators of workplace. For example, it is much harder to manage and build teams and working relationships if people work exclusively from home. So it would be useful if you can identify the employers reasons for wanting people in the office,  and address your arguments to how you will satisfy those without being in the office. 

One thing you need to watch for - you previously worked hybrid successfully post-pandemic. It was a personal issue that triggered your deterioration. It is reasonable for them to point out that they supported you through this,  so why are you now not able to return? Are you saying that your condition is still not "recovered" to a point where you are fit to resume normal duties? Because if you are,  you may be arguing that you lack the ability to return to normal working - and that may not be in your best interest. 

MattMattMattUK

Are you currently being treated for your conditions, is that treatment helping you? You mention PIP, are your conditions all diagnosed so that they can be supported with medical diagnoses should that be needed as part of the process? 

Spoonie_Turtle

LinLui said:

One thing you need to watch for - you previously worked hybrid successfully post-pandemic. It was a personal issue that triggered your deterioration. It is reasonable for them to point out that they supported you through this,  so why are you now not able to return? Are you saying that your condition is still not "recovered" to a point where you are fit to resume normal duties? Because if you are,  you may be arguing that you lack the ability to return to normal working - and that may not be in your best interest. 

It is normal for health conditions to fluctuate.  If someone can do the job WFH but not hybrid due to their disability, then WFH is often* a reasonable adjustment to enable them to stay in that job. 

*In some specific situations it's genuinely not reasonable from the employer's perspective, but so far it evidently has been in the OP's case - so the question is what's changed to make them now want the OP in the office?  Is it actually no longer reasonable, or are they just wanting this as a preference?


To the OP, I wish I could help but the only thing I can offer is https://www.acas.org.uk/ as somewhere you might potentially be able to get advice, particularly their helpline.

LinLui

@Spoonie_Turtle - yes I am aware that health conditions fluctuate. I am severely disabled and work from home. But the OP is not saying that their condition is fluctuating - they are saying that they wantbton remain working from home in the future,  and that raises the potential for the employer to question their position. That is why I said to watch out for the potential argument that they may be unfit for their job,  and to address the business needs of the employer in terms of their arguments. If the OP doesn't know what their arguments are,  they can't show how they can continue to work from home and still meet them. As I said,  it isn't all about productivity or output. In the end employers don't really care about someone needing an extra hour in bed or their 50 mile round trip for the office. The chances of mounting a successful argument are improved by telling them how their business needs are met by this arrangement.

Brie

Having an occupational health assessment as recommended by your manager is an excellent idea.  Speak frankly with them about what your triggers are and how badly you are effected.  Make sure you get a copy of the report and challenge anything you think is inaccurate.  It sounds like your manager is on your side and will help you get what you need to continue contributing to the work force.

beanielou

Brie said:

Having an occupational health assessment as recommended by your manager is an excellent idea.  Speak frankly with them about what your triggers are and how badly you are effected.  Make sure you get a copy of the report and challenge anything you think is inaccurate.  It sounds like your manager is on your side and will help you get what you need to continue contributing to the work force.

OP~~Great advice from @Brie 

HotDog2020

I Thankfully wfh full time and have schizo-affective disorder, however work are trying to increase my work load. I have had some stressing out moments because of it. I have taken on more responsibility and they have taken back some of the work load, although the goal will be for me to take on other elements permanently. Anyhow I had a few bad days and called my mental health team, my psychiatrist booked an appt for me. And the outcome there is someone at the adult mental health team that operates for people with mental health conditions at work - I am told if you suffer from a mental health condition then work must cooperate and take consideration for this. Therefore I would go to your mental health support team, speak to your psychiatrist and explain the situation and they will hopefully get you in contact with the right person to support you in work. Also I beleive there is employment support by mind or other mental health charities that can help initiate contact with work regarding this situation. I hope I have been helpful.

Grumpy_chap

The Occupational Health assessment seems a positive from the employer and, quite likely, the process by which the employer is able to start to identify and consider reasonable adjustments that might be possible.

Is the OP able to identify what about working in the office causes their health to deteriorate?  This might help the OP to implement coping strategies.

If there had never been a pandemic, would the OP simply be working in the office in any case?

Spoonie_Turtle

Grumpy_chap said:

The Occupational Health assessment seems a positive from the employer and, quite likely, the process by which the employer is able to start to identify and consider reasonable adjustments that might be possible.

Is the OP able to identify what about working in the office causes their health to deteriorate?  This might help the OP to implement coping strategies.

If there had never been a pandemic, would the OP simply be working in the office in any case?

That's a thorny question.  For years disabled people requested WFH or even hybrid as reasonable adjustments and were most often denied, usually told "it's just not possible" without it actually being considered. 
As soon as the pandemic hit and abled people needed to do it, suddenly WFH was in fact possible.

elsien

I would like to point out though in response to the comment from Hotdog20 that adjustments do still have to be reasonable for the business, and if they are not, then the business is not obligated to implement them.