Reino Unido: suporte a pessoas com deficiência e ou problemas crônicos de saúde.

Duas dicas da página do HSe do Reino Unido sobre suporte a pessoas com deficiência e ou problemas crônicos de saúde.

A primeira é essa abaixo

1.1 Workplace culture and policies

1.1.1Make health and wellbeing a core priority for the top level of management of the organisation. See the section on organisational commitment in NICE's guideline on workplace health: management practices (this section includes making health and wellbeing a core priority, ensuring the commitment of managers, and the importance of policies and of clear communication). [2019]

1.1.2Foster a caring and supportive culture that encourages a consistent, proactive approach to all employees' health and wellbeing. [2019]

1.1.3Organisations (for example those with a small number of employees) that do not have formal policies should ensure that clear and accessible procedures for reporting and managing sickness are in place and are explained to all new and existing employees. [2019]

1.1.4Ensure that all employees know the workplace policies or procedures for notifying and managing sickness absence, and for return to work. Make this part of the induction process for new employees and ensure that they know the sickness absence reporting system is confidential. [2019]

1.1.5When developing workplace policies for managing sickness absence and return to work, ensure that these are part of a broader, strategically led approach to promoting employees' health and wellbeing (see recommendation 1.1.1). [2019]

1.1.6Consider using a confidential and accessible employee assistance programme and occupational health provider if the organisation does not already do this. [2019]

1.1.7Monitor and regularly review the impact of sickness absence policies and procedures to ensure that they are being implemented fairly and consistently across the organisation and that they are fit for purpose. [2019]

1.1.8Consider collecting non-identifiable data that can enable the sickness absence profile and changing trends to be monitored across the organisation. The data should include information on:

the duration and frequency of absence
the cause of absence (and whether work related)
factors that may be associated with sickness absence such as job role, salary band, department and location of workplace. [2019]

1.1.9Regularly review the data on trends in sickness absence to identify:

areas in which intervention may be needed to support employees' health and wellbeing and
policies or procedures that may need to be reviewed or amended. [2019]

For a short explanation of why the committee made these recommendations and how they might affect practice, see the rationale and impact section on workplace culture and policies .

Full details of the evidence and the committee's discussion are in evidence review C: facilitating return to work from long-term sickness absence.