Men’s Health Week – promoting mental wellbeing

Posted on June 13, 2013 by renieshaw
Photo by Daniel Oines via Flickr, under Creative Commons Licence

Photo by Daniel Oines via Flickr, under Creative Commons Licence

The purpose of Men’s Health Week, which is being held this week running up to Father’s Day, is to tackle stigma in men’s mental health and promote mental wellbeing and help-seeking in men.

It is generally accepted that, on the whole, men wait longer before going to see a doctor with a health condition, which can have unfortunate consequences, especially with mental health conditions. According to the Men’s Health Forum, roughly equal numbers of men and women experience mental health problems, however, women are much more likely to seek help.

People who work spend a significant proportion of their lives in the workplace. Therefore it is vital that workers’ health is protected at work as it is often here that the first signs of mental or physical distress become apparent.

Understandably, many managers feel uncomfortable broaching the subject of a person’s health with them for fear of causing offence, and mental health issues can be particularly difficult to talk about. This is why managers/employers should call the free Health for Work Adviceline to get guidance on how to support employee with mental health issues in order to protect the interests of both the employee and the organisation. The Health for Work Adviceline (0800 0 77 88 44) service is also available for employees, who might be seeking guidance prior to discussing health issues with their employer, as well as for GPs who may want to discuss the effect that their patients’ health conditions may be having on their ability to work.

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GP fit note decisions need not always be the definitive last word

Posted on June 6, 2013 by renieshaw
Photo by Montage Communications via Flickr, under Creative Commons Licence

Photo by Montage Communications via Flickr, under Creative Commons Licence

A change included in new guidance on the fit note published by the Government in March 2013 (see our blog on the revised fit note guidance for more information) could allow employers to favour the views of an occupational health practitioner over those of a GP. In the guidance (under the headline ‘Is the fit note binding on me?’) the Government has confirmed that the answer could be ‘no’. The relevant section from the fit note guidance reads as follows:

“No. The assessment about whether your employee is not fit for work or may be fit for work (and any other advice in the fit note) is classed as advice, and it is for employers to determine whether or not to accept it. Occasionally, you may be believe that your employee is not fit for work when they have been assessed as fit for work by their doctor, or you may think that your employee could do some work when they have been assessed as ‘not fit for work’ by their doctor.

 “In situations like this you are within your rights to gather other evidence about your employee’s fitness for work from other doctors or healthcare professionals. You can choose to give this other evidence precedence over the advice in the fit note. Your employee may disagree with you, and you may need to demonstrate to an employment tribunal why the alternative source of evidence was more acceptable to you than the fit note.”

This change was intended to cover situations in which, based on the knowledge of a workplace and the work an employee does, an employer/occupational health professional may have a different view to a GP on the person’s ability to work. For example, an employer may consider that a person isn’t fit to return to work based on the nature of the workplace, despite having been judged by the GP to be ready to return. Or, alternatively, an employer may be of the view that an employee who has been assessed as not fit for work could return to carry out alternative work functions instead.

This change is good news from the perspective of occupational health practitioners who are often better placed than GPs to decide whether or not a person is fit enough to return to the workplace, and which particular roles the person could carry out. However, GPs will be keen to ensure that they make the best judgement call, where possible.

Since the introduction of the fit note, the interaction between GPs and employers regarding occupational health considerations has changed. In order for GPs to make informed judgements on the fit note about their patients’ ability to carry out particular tasks in the workplace, they are increasingly required to have some knowledge of the nature of their patients’ employment and whether it poses any particular health risks. This is why GPs are invited to use the Health for Work Adviceline’s free services (0800 0 77 88 44) for guidance on the effect their patients’ health issues may or may not have on their ability to work.

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Heat stroke and hypothermia when working in hot/cold conditions

Posted on May 29, 2013 by renieshaw
Photo by the justified sinner via Flickr, under Creative Commons Licence

Photo by the justified sinner via Flickr, under Creative Commons Licence

Under normal circumstances, the human body has the ability to regulate its own temperature. However, working at extremes of heat or cold can make it difficult for the body to keep its temperature constant at around 37°C (depending on where the measurement is taken), which can lead to cold or heat-related medical conditions. Other factors also come into play such as the level of humidity, the level of physical activity, the clothing worn by workers, as well as personal factors such as a person’s age, weight, level of fitness, state of health, medications, etc.

Excessive exposure to heat (heat stress) can lead to heat exhaustion and fainting, which can impede a person’s ability to work. A more serious heat-related condition is heat stroke, which can be fatal. Those at particular risk include kitchen/factory staff, or those who work outdoors in hot conditions.

Many people work in cold environments such as those who work in food handling (e.g. cold storage facilities) or those who do outdoor work during cold weather. Excessive exposure to the cold can lead to cold stress, which can cause frostbite. The most serious medical condition caused by the cold is hypothermia, which occurs when the body loses heat faster than it can produce it, and can cause death if not brought under control.

People suffering from hypothermia or heat stroke often aren’t aware that there is anything wrong, so it is often up to co-workers to spot the signs and ensure that something is done to control the person’s body temperature. Some warning signs to look out for include:

  • Hypothermia: nausea, fatigue, dizziness, irritability, euphoria or shivering.
  • Heat stroke: sudden and severe fatigue, nausea, dizziness, light-headedness.

Working in cold or hot temperatures may lead to an increase in accidents, illness, job stress, job dissatisfaction, and a decrease in productivity. Employers/managers have a duty of care towards workers and are bound by various pieces of legislation to provide a ‘reasonable’ temperature in the workplace (Workplace (Health, Safety and Welfare) Regulations 1992) and make a suitable assessment of the risks to the health and safety of their workers and take action where necessary and reasonably practicable (Management of Health and Safety at Work Regulations 1999). For more information about protecting the health of those who work in extremes of temperature, see the guide on or call the Health for Work Adviceline on 0800 0 77 88 44.

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New European legislation governing workplace safety signs – ISO 70140

Posted on May 21, 2013 by renieshaw
Photo by Jared Earle via Flickr, under Creative Commons Licence

Photo by Jared Earle via Flickr, under Creative Commons Licence

Under the Health and Safety (Safety Signs and Signals) Regulations 1996, employers are required to provide specific safety signs whenever there is a risk that cannot be eradicated by other means.

This signage covers a broad range of purposes, including:

  • Hazard signs warning of potential risks to workers (e.g. fire risk, chemical hazards).
  • Mandatory signs showing actions that must be taken by people working in particular areas of the workplace (e.g. the need to wear eye, ear or hand protection, or personal protective equipment).
  • Prohibition signs showing what is prohibited in certain areas of the workplace in order to ensure personal safety (e.g. no smoking, no mobile phones).

In January 2013, ISO 70140 was written into European law, which means that the UK, as a European member state, will have to adhere to the new rulings when buying any new signage. The new standards, which will replace the existing BS 5499 legislation, and applies to all workplaces, sectors and locations. Health and safety guidance recommends that the two different types of signage should not be mixed in the workplace, although it’s clearly not feasible for all organisations to replace the entirety of their signage in one go.

Safety signage is one of the most important methods of preventing workplace accidents and it is best practice that the latest safety sign guidance is followed. The rationale behind the change is an increasingly mobile workforce within the European Union, and the presence of many workers who may still be learning the language of the country in which they are living. Having standardised signage across the European member states will make workplaces safer for all.

Employers must do all they can to ensure the health of the staff working in their organisations. This means warning staff about potential hazards to health, but also going one step further and trying to reduce risks in the workplace and assess the risks to individuals. Protecting the health of staff may require risk assessments, health screening and, potentially, making workplace adjustments for individuals based on their existing health conditions. For help with all of these matters, or for guidance on any employee health issues, call the free Health for Work Adviceline on 0800 0 77 88 44.

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Equality and Human Rights Commission focuses on preventing discrimination at work

Posted on May 14, 2013 by renieshaw
Photo by Mr. Theklan via Flickr, under Creative Commons Licence

Photo by Mr. Theklan via Flickr, under Creative Commons Licence

The Equality and Human Rights Commission has been working with smaller organisations to develop a series of guides tailored to the specific needs of small and medium-sized businesses (SMEs).

Treating people fairly, with dignity and respect, is at the heart of both the Equality Act (the culmination of a range of laws aiming to make things fairer for everyone) and the global standards for organisations’/employers’ responsibilities in terms of respecting human rights. Workplace policies that prevent discrimination and protect and promote people’s rights to an inclusive and safe working environment can not only reduce costs but enable organisations to retain and attract the best staff and improve productivity and performance.

A number of new guides were added in March 2013 on the theme of discrimination and human rights:

Other guides in the collection (published before March 2013) include the following:

Employers have a responsibility to look after their staff. This entails ensuring the equal and fair treatment of all, as well as protecting the health of staff by reducing risks to health in the workplace, supporting staff who have health issues and helping those who are off sick to make a timely return to work (possibly by making adjustments to their job roles). All this can seem quite daunting, especially for organisations that don’t have their own occupational health team, which is why the Health for Work Adviceline (0800 0 77 88 44) offers free, professional guidance to organisations on all employee health issues.

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Musculoskeletal disorders (MSDs) and work

Posted on May 9, 2013 by renieshaw
Photo by JD'na via Flickr, under Creative Commons Licence

Photo by JD’na via Flickr, under Creative Commons Licence

A survey carried out as part of the Fit for Work Europe research programme (‘Musculoskeletal Disorders and Work’) has evaluated the effects of musculoskeletal disorders (MSDs) on over 1,500 people living in six European countries (Belgium, Bulgaria, Ireland, Portugal, Spain and the UK).

MSDs (i.e. pain in the muscles, tendons, ligaments and bones) have a significant impact on a person’s ability to work. According to the IOSH (Institution of Occupational Safety and Health) an estimated 439,000 workers in Great Britain suffered from musculoskeletal disorders during 2011/12 that were caused or made worse by their current or past work, and, on average, each person suffering took an estimated 17 days of sickness absence.

Some headline results from the research carried out by the Fit for Work Europe Coalition include that:

  • almost 40% of respondents said that their MSD has had an impact on their earnings;
  • nearly 55% of respondents with severe MSDs said that their condition prevented them from working or accessing education;
  • almost 93% said that they sometimes go to work despite feeling unwell due to their condition;
  • more than 65% said that the condition had an impact on their decision to retire early.

On the basis of these results, The Work Foundation, an independent and international authority on work and its future, which seeks to influence policy and practice for the benefit of society, has warned that a focus on the employment outcomes for sufferers of MSDs must become a top priority. Employers, who have a legal responsibility to look after the health of their staff, can seek advice from the free Health for Work Adviceline (0800 0 77 88 44) on implementing and reviewing policies intended to manage and support staff who are suffering from MSDs. More information in MSDs is also available on our blog.

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Link between worker health/wellbeing and productivity

Posted on April 29, 2013 by renieshaw
Photo by Alex E. Proimos via Flickr, under Creative Commons Licence

Photo by Alex E. Proimos via Flickr, under Creative Commons Licence

According to the latest ‘Health, Wellbeing and Productivity’ survey by Towers Watson, only a minority of employers understand the link between worker health and productivity.

The survey revealed that although 69% of respondents claimed that they are planning to develop their health and wellbeing strategies over the next two years, only 11% see productivity as a priority for this development. In addition, 66% of employers see linking health to employee performance as a relatively limited part of their health and wellbeing programme.

This raises the question why organisations are focusing on employee health and wellbeing at all. There has been a surge in interest over recent years in the notion of keeping employees healthy. But perhaps, for many, employee health and wellbeing is viewed as being ‘of the moment’; as something organisations should be seen to be focusing on as part of being a responsible employer?

Focusing on health and wellbeing in the workplace can achieve a number of objectives:

  • The reduction or possible removal of health risks in the workplace.
  • Advice for staff who are suffering from health conditions and a focus on early detection of health issues.
  • Guidance on lifestyle and wellbeing choices, which can motivate staff to keep themselves healthy.

Increasingly, it is being recognised that good health is good for business and that a healthy workforce is a productive one. Good workplace wellness programmes have been shown to offer a number of benefits, including:

  • reduction in rates of sickness absence;
  • reduced medical costs;
  • productivity improvements;
  • happier, healthier and more loyal employees;
  • lower disease prevalence rates.

Staff are an organisation’s key asset and are essential to generating improvements in productivity, profitability, sales, growth and operational performance. Organisations carry out regular maintenance on their tools or machinery in the knowledge that work could not continue if their equipment malfunctions. So, surely an organisation’s human assets warrant the same (if not better) focus? This is where the Health for Work Adviceline comes in. Simply call Freephone 0800 0 77 88 44 to get advice on keeping your employees healthy, or supporting them should illness occur.

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Radio 4 report: sickness absence and return to work

Posted on April 17, 2013 by renieshaw
Photo by A Bear Named Brian via Flickr, under Creative Commons Licence

Photo by A Bear Named Brian via Flickr, under Creative Commons Licence

Radio 4’s ‘In Business’ programme (Thursday 11 April, 2013) ran a feature on long-term sickness absence. Contributors to the programme included Dame Carol Black (advisor on work and health at the Department of Health) and David Frost (the former Director General of the British Chambers of Commerce).

Dame Black offers an interesting explanation of the problematic nature of long-term sickness absence. According to Dame Black, approximately 11 million people obtain a medical certificate from their GP each year. Of these, some 300,000 on long-term sickness absence eventually end up on benefits and struggle to get back into the world of work. Statistically, those who are off work for more than 20 weeks have a very low chance of returning to work at all.

There are a number of reasons why a person might struggle to get back to work once they are on benefits, some of which aren’t necessarily related to their health condition, e.g.:

  • problems at work or strained relations with colleagues, which can be demotivating and make it difficult to return;
  • personal problems (e.g. relationship breakdown, debt problems or childcare  issues), which may make people feel it would be easier not to work at all.

The programme focused in some length on Leicestershire Fit for Work Service, which is one of seven pilot not-for-profit social enterprise projects currently running across the UK. The Fit for Work Service (FFWS) was developed on the back of the Dame Black and David Frost’s 2008 review of the health of Britain’s working age population (‘Working for a healthier tomorrow’). The FFWS aims to:

  • help those who are at risk of going off on long-term sickness absence stay in employment, and;
  • get people back to work in some capacity much sooner than they would otherwise.

The FFWS acts as an impartial third party to liaise between the various interested parties (GPs, employers, employees and, in some cases, occupational health practitioners) so that informed decisions can be made about a person’s ability to return to work. Some examples of the support potentially offered by the FFWS include:

  • Employees: Supporting employees who have been signed off work due to illness and encouraging them to return to work as soon as possible may help diminish the risk of long-term sickness absence and, potentially, the move onto benefits.
  • GPs: Since the introduction of the fit note it’s no longer simply a question of signing a person off work due to illness. Increasingly, GPs require some understanding of a person’s working environment in order to suggest other activities they might manage.
  • Employers: It is very important, especially in small organisations, for employers to know how long a person might be off work in order to plan contingencies. Or employers might find it difficult to support staff who are suffering from health conditions, particularly when these are of a serious nature. The FFWS can offer guidance on these issues.

The FFWS is generally one that employees go to in the first instance having been referred by their GPs. However, free professional help is also available to employers from the Health for Work Adviceline on supporting employees with health issues and helping them to continue working productively: 0800 0 77 88 44.

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Connect Assist – providers of our multi-channel service

Posted on April 12, 2013 by renieshaw
Photo by zigazou76 via Flickr, under Creative Commons License

Photo by zigazou76 via Flickr, under Creative Commons License

Considerable amounts of information have been disseminated about the Health for Work Adviceline, the organisation that funds it (Department for Work & Pensions) and the organisation that manages it (NHS Plus, now Syngentis). But what about the contact centre that helps us deliver the helpline side of the service and the multi-channel service (‘ask a question’, ‘live chat’, etc.)?

This essential part of our service is provided by Connect Assist, a social enterprise based in Nantgarw (Wales). The managing director, Patrick Nash, has led a varied work life inspired by his desire to combine his commercial skills with his altruistic streak. Before setting up Connect Assist, Mr Nash had been involved in a number of exciting projects, including:

  • setting up a successful whole food wholesale business (Essential Trading), which is now the third largest workers’ cooperative in the UK in terms of turnover;
  • spending 12 years with the Findhorn Foundation building an eco-village near Inverness;
  • running the Dalai Lama’s UK charity for two years;
  • acting as Chief Executive of the Teacher Support Network, a welfare fund for the teaching profession.

He set up Connect Assist after attempting to outsource elements of the counselling service offered by the Teacher Support Network to organisations whose service he found to be lacking. The decision to set Connect Assist up in Nantgarw was based on a desire to create jobs in an area that had talented people but insufficient opportunities for them and the social enterprise is now one of the highest job creators in Wales.

Connect Assist now offers contact centre support for a variety of organisations, mainly charities and public sector organisations, including:

  • The Teacher Support network (welfare fund for the teaching profession);
  • Turn2Us (a charity dedicated to alleviating poverty);
  • The Royal British Legion (support for people formerly/currently in the armed forces, and their families).

Connect Assist and the Health for Work Adviceline have been working in partnership since November 2011. Up until that point, the successful pilot phase had been based on a website offering relevant content and a telephone helpline manned by occupational health advisers around the country. Our collaboration with Connect Assist has allowed us to take the service we offer up to the next level by offering a multi-channel service incorporating:

  • phone contact;
  • online advice (in the form of an online knowledge base);
  • ‘live chat’ (a real-time online conversation with a Connect Assist adviser);
  • ‘ask a question’ (email a question to the Connect Assist advisers).

Where it is deemed necessary, callers will receive a second tier of phone support in the shape of occupational health practitioners who can speak directly with callers. For more information on Connect Assist, see a recent article on their activities that appeared on Wales Online. Or, to see what’s available from the Health for Work Adviceline, take a look at our website or call 0800 0 77 88 44 with any employee health-related queries.

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Could cleaning products and materials be a major trigger for adult/occupational asthma?

Posted on April 3, 2013 by renieshaw
Photo by Jude Doyland via Flickr, under Creative Commons Licence

Photo by Jude Doyland via Flickr, under Creative Commons Licence

Recent research carried out by Imperial College London’s National Heart and Lung Institute and funded by Asthma UK and The Colt Foundation has found strong evidence of a link between cleaning jobs and the risk of developing asthma.

Researchers at Imperial College London tracked the occurrence of asthma in a group of 9,488 people born in Britain in 1958. Results showed that 9% had developed asthma by age 42 (not including those who had developed asthma in childhood). According to the research, risks in the workplace were found to be responsible for one in six cases of adult onset asthma, even more than the one in nine cases attributed to smoking.

Eighteen job types were found to have a link with the risk of developing asthma, four of which were cleaning jobs and three of which involved exposure to cleaning products and materials. Other materials that were identified in the study as having a link to asthma include flour, enzymes, metals, and textiles.

According to Dr Rebecca Ghosh from the National Heart and Lung Institute:

“Occupational asthma is widely under-recognised by employers, employees and healthcare professionals. Raising awareness that this is an almost entirely preventable disease would be a major step in reducing its incidence.”

Certain substances (known as respiratory sensitisers), which are prevalent in certain working environments, can cause allergic reactions such as asthma when they are inhaled into the lungs. For more information see our guide on respiratory sensitisers or our blog on occupational asthma on the Health for Work Adviceline website. Or for more guidance on employee health issues, speak to one of our professional occupational health advisers for free on 0800 0 77 88 44.

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