occupational health solutions

Absence Management

LCG Occupational Health Solutions provides expert medical opinion to businesses in respect of their employees. This medical opinion can reduce the costs of sickness absence and promote the health/well-being of employees by giving clear advice and guidance using a solution-focused approach.

Employers have a duty of care and responsibilities under the Health & Safety at Work Act (1974) and the Equality Act (2010). Medical opinion ensures that the employee’s health issues are explored, and advice obtained which may include recommended adjustments to return to work, steps for the employer and the employee, or the need for longer-term management.

It may be necessary to refer employees who are returning to work following an absence, have recurrent absences, are in work with health needs and require adjustments, and need consideration of longer-term solutions such as medical redeployment, medical retirement, or ill-health capability.

The Benefits of Absence Management Include:
  • Early return to work
  • Advice on adjustments to allow employees to remain in work.
  • Positive effect on risk management and reduction of civil claims in the workplace
  • Enhancement of employee productivity
  • Reduction in sickness absence rates and associated absences

Referrals are triaged when received, and the type of appointment is dependent on clinical need.

Appointments may be telephone, virtual, or face-to-face. A report is completed promptly and can be accessed by the employer, HR if required, and the employee through our online portal system (details given for access on set up of account) with the consent of the employee.

Examples:

Mr. X

Mr. X, an architect, had recurrent short-term absences, and poor performance was noted by management in the afternoons due to fatigue.

He was referred to occupational health, who took a full history using a biopsychosocial approach.

The clinician discussed clinical history (medication, symptoms, allergies, past medical history, treatments, investigations, specialist referrals, etc.), lifestyle (diet, exercise, sleep hygiene, living circumstances), and occupational history (work patterns, time in role, tasks involved, environments, impact of symptoms on work activities, etc.).

A report was produced with clear guidance, advice, and fitness for work opinion for the employer and employee to consider.

Both parties followed the advice given by occupational health. The employee revisited the GP as directed by OH and requested a referral to the sleep clinic. He was diagnosed with sleep apnoea and given a CPAP machine, which resolved his symptoms.

Mr. X considered the lifestyle advice given and was able to improve sleep hygiene, diet, and activity levels, reducing symptoms while awaiting specialist input.

The employer was given clear advice on what activities Mr X could undertake and which activities he should avoid/require risk assessment to mitigate risk while waiting for GP/sleep clinic review. Mr X resumed the full remit of his role when his symptoms resolved and found the lifestyle measures gave him improved health overall, which resulted in improved work performance.

Ms. X

Ms. X, an office worker, had suffered a stroke and been on sick leave for 4 months while recovering. She felt able to return to work and discussed this with her employer. Both parties were keen for her to return to work but felt that at present she would be unable to manage the full remit of her role. Ms. X was referred to occupational health, who took a full history using a biopsychosocial approach.

The clinician discussed clinical history (medication, symptoms, allergies, past medical history, treatments, investigations, specialist referrals, etc.), lifestyle (diet, exercise, sleep hygiene, living circumstances), and occupational history (work patterns, time in the role, tasks involved, environments, impact of symptoms in work, etc.).

A report was produced with clear guidance, advice, and fitness for work opinion for the employer and employee to consider. Both parties followed the advice given by occupational health.

Ms. X was able to return on a phased return to hours and duties which allowed her to continue with her NHS rehabilitation program, gave focus and routine to her day, and allowed symptom management in the workplace with a clear rationale of why each adjustment was required. Advice on consideration of the Equality Act was also given and within 6 weeks Ms. X was completing the full remit and hours of her role.

Guidance

Additional Guidance for Managers
Additional Guidance for Employees

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Occupational Health Solutions

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