Mental Illness & PTSD
Increased Enthusiasm & Fitness!
This case study focuses on Mental illness, specifically PTSD but a similar situation could develop with many of the chronic mental illnesses requiring, employer empathy, support, understanding and willingness to engage with occupational health and make reasonable adjustments relative to the Equality Act 2010, often only temporary.
This is a good example of the excellent and efficient role occupational health can have in resolving issues of ‘distance’ between employer/employee in cases of mental illness.
Also of benefit was the involvement of HR and the GP so a whole team were involved with supporting Ms B with education and support provided for the other team members and managers.
Ms B did heal in time; and become the happy married graduate that she wanted to be.
Mental Illness & PTSD
This case study focuses on Mental illness, specifically PTSD but a similar situation could develop with many of the chronic mental illnesses requiring, employer empathy, support, understanding and willingness to engage with occupational health and make reasonable adjustments relative to the Equality Act 2010, often only temporary.
Mental illness and PTSD in an employee working in a large Protect Management/Tech Company.
Ms B from the outside was a happy 32year old, married, graduate with good physical and mental health. She was popular at work; and all said very good at her job (when she was there!!)Ms B had worked at the company 7 years rising to a senior project lead position. For the last 18 months or so her attendance had become sporadic and unreliable, taking frequent sick days with a variety of ‘self-limiting’ illnesses such as migraines, gastric symptoms, toothache, period pain etc. sometimes one or two days but more recently a week or more producing GP fit notes.
Occupational health was arranged, a site visit, work place assessment, clinical and occupational health assessment was performed. It was soon understood by the OH clinician Ms B had a long history of mental illness, depression and anxiety. From a traumatic childhood she experienced symptoms of PTSD (post traumatic stress disorder). These symptoms returned intermittently in physical and psychological form, this affected her confidence; sleep, and self-esteem provoking feelings of “not being good enough”. Ms B was ashamed of her past hence not sharing anything with her employer at interview stage or during all the return to work interviews.
The role of occupational health is not primary care, not to diagnose or to treat but from evidenced based knowledge and clinical experience to advise and signpost with a focus on a work place in need of such skills. Considering the needs of the employer and the needs of the employee, and in some cases the needs of the team. This was a case that required sensitivity, care, utmost confidentiality with signposting and referrals for Ms B. In addition to advice relating to Employment Law, the Equality Act and the responsibilities of an employer in supporting an individual with mental health needs.
This was not an easy case nor resolved quickly but once the relevant professionals were involved, referrals made, Ms B was safely and confidentially in treatment; the situation improved and Ms B did heal in time; and become the happy married graduate that she wanted to be. Follow up care for her continued, the employer gained a huge understanding of how to support an employee with mental health issues and as a result Mental Health champions were trained and soon active in the workforce.
Also of benefit was the involvement of HR and the GP so a whole team were involved with supporting Ms B with education and support provided for the other team members and managers.
After 6 weeks some further sick leave and following reasonable adjustments made in her work load and timings relevant to the Equality Act 2010 and supporting an employee with mental illness adjustments; Ms B was soon able to return with increased enthusiasm and fitness to the substantive role for which she was employed.
This case study focuses on Mental illness, specifically PTSD but a similar situation could develop with many of the chronic mental illnesses requiring, employer empathy, support, understanding and willingness to engage with occupational health and make reasonable adjustments relative to the Equality Act 2010, often only temporary.
This is a good example of the excellent and efficient role occupational health can have in resolving issues of ‘distance’ between employer/employee in cases of mental illness.