Stressed Or Distressed? What’s The Difference?
It is a scene all too familiar to many employers. An employee reacts to an occurrence in the workplace – perhaps a grievance about bullying, a reaction to a disciplinary investigation, or a discussion about performance which does not go well. The employee is signed-off, often for a substantial period of time by his or her GP on the grounds of “stress” or “work-related stress”.
How should an employer handle this situation?
The employee is clearly distressed and unhappy about events preceding absence, does that mean they are ill? The Department for Work and Pensions, and many other medical sources, specify that “stress” is not an illness in itself. Of course, in a severe case, it could lead to depression or other physical or mental symptoms.
But in a less serious case, where long-term absence on the grounds of “stress” appears to be developing, what steps should the employer take?
This is where the unique blend of services under Sherrards Occupational Health comes into its own. The starting point will be an occupational health assessment by one of our independent medical practitioners, either physician or nurse. All are trained in the implementation of internationally recognised techniques in assessing mental health, in the context of the workplace. With other occupational health providers, the report will end there.
Sherrards Occupational Health services can bring in other professionals to assist in the resolution of the issue. This can include:
- HR consultant to investigate and report on any allegations of bullying, together with recommendations for resolution.
- We have secured excellent success in our mediation services, often resolving some protracted workplace issues.
- Legal advice from experienced employment lawyers, with the focus on pragmatic resolutions.