B8 Mental ill health Flashcards
Stats ref mental ill health 2017/18
595000 suffering
15.4 million days lost
Causes of mental ill health
workload
lack of support
violence, threats, bullying
changes at work
Industries with mental ill health
education
health
public admin / defence
sources of info
HSE RIDDOR - over 7 days absence work related
Labour Force survey of 38000 workers
THOR - GP
depression symptoms
down upset tearful restless irritable isolated no self confidence / self esteem suicidal
behaviours - depression
avoid social events self harm difficult to speak / think clearly difficult to remember / concentrate alcohol / drug use difficult to sleep under / over eat aches & pains move slowly
anxiety symptoms
nausea tense muscles dizzy fast breathing sweating raised blood pressure difficulty sleeping increased need for toilet feel tense sense of dread over busy mind dwell on negative restless unable to concentrate
work related stress definition
adverse reaction of people to excessive pressure or other demands placed on them
physical effects of stress
heart disease back pain headaches repeat colds weight gain / loss tired fainting skin complaints stomach complaints
emotional signs of stress
mood swing cynical anxiety loss of confidence lack of self esteem lack of concentration panic attacks withdrawn
behavioural signs of stress
poor quality work drug / alcohol use insomnia under / over eating poor time management accident prone impaired speech mood swings
post traumatic stress disorder
psychological reaction to highly stressing event, eg violence
PTSD symptoms
depression
sweating
flashbacks
nightmares
causes of work mental ill health
organisation of work
workplace culture
working environ
organisation of work factors
long hours poor work / life balance excessive workload / deadlines anti social hours unpredictable hours changes to work hours shift work
workplace culture factors
poor communication organisation structure - insufficient staff too many staff = boredom inconsistency in approach by managers bonus systems / piece work lack of resources lack of support
working environ factors
lack of space / privacy excessive noise temperature inadequate light / ventilation dirty / untidy hazardous conditions poor welfare facilities
job factors
work load time pressure boredom lack of clarity ref expectations conflict of interests lack of control / supervision
individual factors
bullying harassment verbal / physical abuse bereavement relationship problems medical conditions commuting childcare issues caring for others relocation divorce
HSE sources of stress
demands - workload, work patterns, environ
control - in how they do their work
support - resources, encouragement
relationships - avoid conflict, unacceptable behaviour
role - understand role in the org, no conflicting roles
change - how changed managed and communicated
how to manage mental ill health at work
work is good for the person provide time / rest periods co-worker to assist workplace assessment to determine stressors supportive managers early intervention temp modifications to work supportive environ counselling late start / early finish work from home option match job to capability contact during sickness absence
organisational activities to
manage mental health
recruitment - culture, fair recruitment process
at work - commitment to mental well being, policies
distress - counselling, EAP, OH, HR
sickness absence - sickness absence policy, internal / external support
RTW - rehab policy, retirement policy
individual activities to manage mental health
recruitment - job / person fit
at work - appraisal, training, development, assessment
distress - spot signs, discuss, monitor
sickness absence - active engagement, return plan
RTW - return plan, active monitoring / support
sources of info ref mental ill health at work
sickness absence data accident data - increased frequency productivity data - reduced performance staff turnover staff surveys informal discussions appraisals focus groups RTW interviews Occ Health
stress control measures - demand
balance work to hours
regular breaks / rest periods
match skills to job demands
minimise environ factors (noise, temp etc)
stress control measures - control
provide workers with control over work pace and manner
encourage use of initiative
encourage personal development
consultation ref work patterns
stress control measures - support
policies / procedure to provide support
system for managers to identify where support needed
encourage managers to provide support
encourage workers to support each other
ensure workers know what resources are available
provide regular constructive feedback
stress control measures - relationships
promote positive behaviour that avoids conflict
unacceptable behaviour policies
encourage managers to deal with unacceptable behaviour
encourage reporting of unacceptable behaviour
ensure communication between managers & workers
systems for consultation
stress control measures - role
ensure workers have required knowledge & skill
ensure compatible goals in role
ensure requirements are clear
ensure roles & responsibilities are clear
systems to raise concerns
stress control measures - change
timely info ref change
consultation in proposed changes
provide info on impact of change
training & support during change
stress control - other measures
stress management policy general health awareness initiatives address work life balance - job share, part time, home working, flexi time stress awareness training Occ health / counselling
legal duty to manage stress
HSWA section 2 - sfarp ensure health, safety, welfare of all employess
HSAW section 7 - employee take reasonable care (report stress, implies not to cause stress)
MHSWR 1999 - Reg 3 - RA
Reg 4 - principles of prevention
Reg 13 - employer to take employee capability into account
Reg 14 - employee to report H&S shortcomings
Working Time Regs 1998 - cannot be forced to work > 48 hrs on avg
regular rest breaks
daily rest of min 11 hrs in each 24 hr period
wkly rest of not less than 24 hrs
4 weeks paid holiday min per year
Common law stress
Negligence duty of care owed breach breach cause harm foreseeable
Sutherland v Hatton & Others 2002
Stress at work - reasonableness
Court of Appeal heard 4 appeals by employers against awards to employees who suffered stress induced psychiatric illness
Ruling - not liable unless illness was reasonably foreseeable
No duty on employer to enquire about employee mental health
Take what employee says at face value unless good reason not to believe
Employer in breach if fails to take reasonable steps - look at size of riks, size of harm, cost to prevent harm.
Not likely to be in breach if employer provides access to counselling
Walker v Northumberland county council 1995
stress at work - excessive workload
Walker was social worker
workload increased, suffered nervous breakdown
promised more resources on RTW
didn’t happen
2nd breakdown and retired
sued breach of duty to provide safe work environ
not liable for 1st breakdown as not reasonably foreseeable
liable for 2nd as caused by same means
failed to provide effective support
Barber v Somerset county council 2004
stress at work - issue known or should have been known
Barber was teacher, worked long hrs, complained of overload.
Mental breakdown
Originally awarded £100k
SCC appealed on ground claimant had not told employer about his illness
Appeal to H of L - had informed each of SMT separately, not acted on. Awarded £72k
Intel Corp v Daw 2007
stress at work - counselling does not discharge duty
Daw had chronic depression and breakdown
claimed unreasonable job demands affecting health
previously ill with post natal depression
open about her depression
employer provided counselling only, not other arrangements to address ill health
providing counselling only was not enough to discharge their duty of care
Equality Act 2010
disability includes substantial & long term mental issue
reasonable adjustments - alter job content, work hours, rehab, more holiday / leave, extra support
redeployment
