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Author: Lamb, Sue

If you have any queries regarding your career, e-mail Sue and her team at enquiries@ohrecruitment.co.uk

A. The recent television programme that outlined some of the medical conditions that benefit from CBT - including phobias, anxiety and stress-related disorders, depression and pain problems - has perhaps alerted the general public and employers to a therapy that is available nationwide.

The added advantage of a limited timescale period of treatment, dependent upon the severity of the condition, is an important consideration in absence management. Since many of these conditions attribute to long-term absence, it would seem to be an obvious viable option. HR, OH, or a line manager with an employee with an emotional problem, stress or behavioural problem, such as bullying, would be an ideal referral.

As a company, we have been fortunate enough to have had the opportunity to assist one of our largest clients in making contact with a cognitive behavioural psychotherapist to affect a positive return to work.

A young person with ongoing bouts of unacceptable aggressive behaviour perceived as a threat to fellow workers, and not previously helped by other interventions, was the employee requiring help. The company needed to tread carefully on reaching a decision as to his return to work, or future employment.

The structured approach was explained to us, together with the goal of helping the individual to change their learnt behaviour through recognition and, ultimately, substitution of more reality-orientated interpretations for their biased thoughts.

CBT can also be useful to both HR and OH when questions or issues are raised at pre-employment or during employment where ill-health retirement is a possibility. Under the Disability Discrimination Act, companies are increasingly aware of the danger and cost of not reaching a fully-documented and informed decision on the above, which is evidence based.

The HSE does recommend the use of CBT to assist with return to work during and following absence from work due to stress. In its document, Best practice in rehabilitating employees following absence due to work-related stress, prepared by The Institute for Employment Studies for the Health and Safety Executive 2003, it states: 'There are a variety of individual-level therapies that organisations commonly refer employees to as part of their rehabilitation following stress-related illnesses. These include counselling, psychotherapy, and cognitive-behavioural therapy.

Cognitive behavioural therapy (CBT) has been increasingly recognised as the most effective treatment for a variety of psychological problems, especially those relating to anxiety and depression (Clark et al, 1999, cited in Kendall et al, 2000; NICE, 2002). Although the majority of evaluation studies have demonstrated the efficacy of CBT in clinical settings, a recent meta-analysis suggests that CBT approaches to work-related stress are more effective than other treatments in improving perceived quality of life and psychological resources, and reducing complaints (van der Klink et al, 2001).'

As a greater understanding of the subject and the approach involved becomes more clear, the team believe that returning individuals to their chosen occupation with the help of CBT will undoubtedly become increasingly used.

We would be delighted to share our experiences with interested parties, please contact Occupational Mental Health on 01525 751420 or visit www.omhltd.com or www.occupationalmentalhealth.com

A. With changes in legislation - which most employers are aware of - to include the risk assessing of all pregnant workers, changes to the workplace if necessary, and changes to shift patterns where necessary and adequate provision of rest areas, there seems to be a greater focus from our clients to retain existing practitioners within their roles.

The advantages of working in areas such as local authorities, healthcare providers, police forces and some NHS trusts are that flexible working is often an established norm for all employees and thus the adaptation of post-natal workers seems well established.

In a candidate-short, predominately female speciality, several candidates have shared the positive experiences within their department.

With an increase of remote case management and telephone advice, it has been possible for some employees to be set up for homeworking after their maternity leave and make regular journeys into a regional centre.

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By Sue Lamb

Sue Lamb and the team at OH Recruitment answer your careers questions Sue Lamb is recruitment and development director for OH Recruitment. She has extensive OH nursing experience within the pharmaceutical, agrochemical, mining, and manufacturing work sectors. Having dedicated her career to this specialist area of recruitment, focusing on OH physicians and nurses for more than 10 years, Lamb is highly knowledgeable on the issues facing jobseekers in this field. Also familiar with a breadth of work settings that use OH professionals, Lamb is conversant with the many concerns facing candidates in a highly-competitive job market. She leads a team of highly-skilled professional recruiters and is a well-known and respected OH professional.