News...
This page summarises the latest research as well as some press coverage of mental well-being, stress management and employee health issues. We also include summaries of recent case law when appropriate. These stories do not necessarily represent the views of Nice Work Consulting. However, we hope they are of interest and give a flavour of what is going on in our field.
Wounds of the stressed take longer to heal
Stress and anxiety can make it harder for wounds to heal. Professor John Weinman from the Institute of Psychiatry at King's College, London, reported on research in which healthy volunteers received small punch wounds. The subjects' stress levels were assessed using a standard questionnaire. It was found that levels of the stress hormone cortisol were related to the rate of healing and that the wounds of the least anxious healed twice as fast as those of the most stressed. Mental Health Bulletin 2010
Sickness absence cost employers an estimated £16.8bn in 2009
These are the figures (not including indirect costs) from the latest CBI/Pfizer survey on absence in the workplace. The major concern is with 'sickies' as it was estimated that 15% of sick days were not genuine. Although the public sector's record has improved, their rate of absenteeism is still higher than in the private sector. Katja Hall of the CBI said "...this is an issue that should be addressed, especially given that public sector finances are strained. We estimate that £5.5bn could be saved by 2015-16 if the public sector matched the private sector's rates. Improved rehabilitation rates and workplace health policies are a key part of achieving this, but so is ensuring that absence, where it occurs, is justified." CBI/Pfizer Absence and Workplace Health Survey June 2010
Bad habits are damaging the health of workers and the UK economy
New research from the Chartered Society of Physiotherapy (CSP) shows that 1 in 4 people in the UK regularly work all day without taking a break, and that this is putting their health at risk. Other potentially health-damaging habits identified by the CSP are: working in the same position for long periods, going to work when ill or stressed and not taking enough exercise. The CSP warns that UK workers increase their risk of chronic musculoskeletal disorders, obesity, cancer, depression, heart disease, diabetes type2 and stroke through these poor working practices.
For a more resilient and productive workforce, they recommend that employers ensure that managers have the skills to identify and prevent stress, provide flexible working, and encourage and support staff to make healthier choices over diet and exercise. Chartered Society of Physiotherapy June 2010
'Fit Notes' replace 'Sick Notes' - 6 April 2010
The UK's 'sick note' scheme has been used by doctors for 60 years to sign people off work. It is now replaced by the new 'fit note' designed to reduce levels of sickness absence, currently costing the UK economy around £100 billion every year.
The fit note will include the option 'you may be fit for work taking account of the following advice', after which the doctor completes a list of suggested adaptations and comments.
Government guidelines emphasise that 'work is generally good for your health and that often going back to work can actually aid a person's recovery. On the other hand, staying off work can lead to long-term absence and job loss with the risk of isolation, loss of confidence, mental health issues, de-skilling and social exclusion.' www.gov.uk/fitnote
New report reveals high levels of stress among NHS staff
An extensive review of NHS staff health and well-being published in Nov 09 has revealed that stress is widespread within the NHS. Management practices found to contribute to stress and other mental health problems were bullying and harrassment, a long working-hours culture that staff found difficult to challenge and an apparent lack of interest on the part of managers in staff health concerns. The report also mentions insufficient clarity of job design and organisation. Lower levels of stress were reported by staff who felt that they could talk to their manager, who were satisfied with their responsibilities and who felt valued.
The report recommends that prevention should be the focus of action to improve well-being amongst staff, with "proper risk assessment both to assess the specific needs of their staff and to identify vulnerabilities and threats to staff health (both physical and mental) from their activities". In addition the report recommends that managers should be given the skills and tools to support staff with mental health problems as a matter of high priority given that mental ill-health is a major cause of absence in the NHS. www.nhshealthandwellbeing.org 2009
Requirement to act on work-related stress
Dickens v O2 Oct 2008
Ms Dickens suffered considerable stress symptoms following promotion for which she was insufficiently trained and supported. She complained several times to her managers, eventually saying that she '(did) not know how long she could continue before (she) became ill'. Her managers did not take urgent and immediate action. Six weeks later she broke down and was thereafter unable to return to work. The Court of Appeal held that the employer had been put 'on notice' even though the illness was not clearly imminent. Compensation was awarded in excess of £109,000.
This is a very significant judgement since previously it has been accepted that an employee had to show very clearly that some illness was imminent before an employer would be 'on notice'.
Requirement to act on work-related stress
Intel Corporation (UK) v Daw February 2007
Mrs Daw suffered a breakdown due to chronic depression arising from her excessive workload. She had notified the employer of her concerns but no immediate and urgent action was taken to reduce her workload. Mrs Daw had been offered free access to support and medical assistance, including confidential counselling. The Court of Appeal held that the offer of short-term counselling did not address the cause of the problem,which was the excessive workload. Compensation was assessed at in excess of £134,000.
This is a very significant judgement since it shows that where an employee is suffering from stress relating to excessive workloads, the provision of workplace counselling will not automatically serve to fulfil the employer's duty of care in stress claims.