Return to work: Helping an employee after mental health treatment

Preventive measures are essential in creating safer and healthier workplaces, but it is also important to have return-to-work (RTW) programmes in place for employees after they receive mental health treatment.

So says Jake Majerovic, principal workforce strategist at Thinkless, who underscored the "transformative impact" of RTW programmes on employees and employers.

"RTW programmes are essential not just for regulatory compliance, but for fostering a supportive, productive, and financially viable work environment," he told HRD.

RTW programmes also improve employee relations and productivity, as well as reduce costs.

"Well-designed RTW programmes also help keep employees active and engaged, allowing them to contribute to the workplace, while maintaining their income," he added. "This approach can reduce absenteeism and contribute to a more positive psychosocial work environment, benefiting both the individual employee and the broader team."

Transitioning employees back to work

Employers play a crucial role in supporting employees' transition back to the workplace, as returning to work after getting treatment from mental health issues is often complex and requires careful consideration, according to Majerovic.

Without proper planning, employees can feel unsupported and their transition to work can become "unnecessarily difficult," he stated.

One way to ease the transition is providing access to support services, such as physical therapy, counselling, or vocational rehabilitation programmes.

"These kinds of services can make a huge difference in helping employees overcome barriers and rebuild their confidence," he said.

Employees also have to be informed about any assistance programmes available to them, which Majerovic said can be "incredibly helpful" during their transition back to work.

Role of managers, colleagues

Managers and colleagues have an important role to play in an employees' return to work transition. According to Majerovic, the impact of a person's return to the team must be considered by supervisors.

"Will there be a change in the workload and do other team members need more support?" he said.

Employers also need to communicate effectively with the returning employee and the team to ensure smooth transition.

"This may involve making adjustments to the work environment, workload, or even providing additional training or mentoring to help the employee adapt," he said.

Effective communication will also provide reassurance and support, as well as make the employee feel valued and confident.

"Don't place pressure on them to run to work; instead, assure them you are looking forward to having them back, but only when they are ready," he said.

Once they return, Majerovic said employers should remain vigilant for signs of struggle among employees, such as turning up late to work, looking stressed or tired, taking extra leave, avoiding certain workplace or social activities, and becoming aggressive or threatening, among others.

Recognising these signs early will allow early intervention, and help employees manage the transition smoothly, he said.

For colleagues, he said they should be discouraged from gossiping or making off-hand comments about those who are on RTW programmes.

"You should encourage a culture of understanding by setting clear expectations for the entire team," he said.

Victim-blaming, harassment, and isolation should also not be tolerated in the workplace.

"Remind your team that those returning to work often feel they are letting the team down, which is why everyone should be welcomed back with kindness, empathy, and understanding," he added.

Majerovic made the remarks after the New South Wales government recently invested $250,000 for the development of a mental health training package for hospitality and tourism employees.

The strategist described it as a "positive step forward," but noted that it is up to employers to also invest in RTW programmes for employees returning from mental health treatment.

"When properly implemented, these programmes benefit companies at all levels," he said.