benefits
THE DOS & DON’TS
OF A MENTAL HEALTH LEAVE
You have an important employee
come in to your office and state
that they need to go on sick leave.
Based on office rumours, you suspect
it’s due to a mental illness. Now what?
1. Don’t ask them what sort of sickness
it is unless they offer it.
2. Do show compassion. Mental illness
is a sickness, just like a broken leg or a
cancer diagnosis.
3. Do make sure they have a copy of
their benefits booklet and understand
how the sick leave process works.
By Yafa Sakkejha, General Manager and
Partner, Beneplan Co-operative
WHAT TO DO WHEN A WORKER NEEDS TIME OFF TO DEAL WITH A MENTAL HEALTH ISSUE
HOW TO COMMUNICATE WITH
THE REST OF YOUR STAFF
4. Do realize that by the time the employee
has requested time off, they
have probably told other employees
about their situation. Word can
spread quickly.
5. Don’t contribute to rumours in the
workplace – instead, if it comes up,
focus on positive statements and the
fact that we can’t understand what an
ill person is feeling unless we’ve been
there.
HOW TO COMMUNICATE WITH
THE EMPLOYEE WHILE ON LEAVE
Why should you communicate with the
employee at all while they’re off? Employees
who keep in closer contact with their
employer during their leave are reported to
return to work sooner and have an easier
transition back in to the workforce. Ignoring
them completely might be construed
as a signal that they’re not wanted back.
6. Do keep in touch with the employee
while they are on leave. A weekly call
is a good idea.
7. Do make sure your tone does not
sound like you are asking how quickly
they will return to work. Tricia Greco,
HR director at Mary Kay Cosmetics
Canada, has advised to simply ask
them how they’re doing. “I usually
say that we’re thinking of them, their
team misses them and provide an update
on what’s going on at the office
so that they feel in the loop.” Greco
suggests calling them every week or
two. “Keep the tie to a company a
positive one, rather than an ‘aren’t you
better yet?’ tone.”
8. Do follow up if you receive no response.
Greco advises that “if they
don’t return your call, leave it alone
for a week, but do try again. They
have a responsibility to keep in touch
with their employer.”
9. Do eliminate stigma. Evelyne Mitskopoulos,
CNP, Director of Wellness
at Beneplan, advises that if the
employee has shared with you that
the reason for their leave is a mental
illness, your first conversation should
be one of support. “Acknowledge that
this is a medical condition, just like
cancer, and appropriate treatment can
be successful. Point out the features
of your benefit plan that can help,
such as the Naturopath, Nutritionist
or EAP program.”
Photo by Robert Marfin/Photos.com HRPATODAY.CA ❚ JANUARY 2014 ❚ 41