Integrate (Preston and Chorley) Ltd

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H1. Chronic Conditions Guide and Carers

Committed since:

28 June, 2013

Delivery plan:

Submitted: 26 June, 2014

Chronic Conditions Pledge

Recruitment stage: Every new starter completes a health declaration questionnaire with the aim of identifying any chronic conditions which may affect employees in the workplace at the earliest stage—if necessary a risk assessment is carried out with the employee to ensure that their individual requirements are considered and that the work that they are undertaking does not detriment their wellbeing. Additionally, a meeting can be arranged to fully discuss, from the employee’s perspective, the effects of their health condition and how any impact in the workplace can be minimised.
Where necessary, working hours and patterns are adjusted in accordance with employee health needs and due account is taken when matching support workers with service users.

Employment stage: Employees are encouraged to form open and honest relationships with line managers and to raise any health concerns as soon as they arise. Return to work interviews are held with every employee returning from every absence and these discussions focus on the reasons for absence and what steps the organisation can take to support the employee and reduce the likelihood of further absence.
How to conduct effective RTW interviews forms part of the training for first line supervisors and managers.
If there is no absence taken, but an employee appears to be struggling in some respect, this would be picked up by first line supervisors and discussed in supervision sessions.
Provision of specialist equipment, ensuring that an employee does not work more than two consecutive days and introducing longer than average breaks between supporting service users have all been effectively used to enable employees to work to their maximum potential.
Degenerative conditions: Sometimes an employee’s health deteriorates over time and regular reviews with their line manager are undertaken to carefully monitor the situation. Additional support or changes to work demands may contain the situation for a period, however sometimes the situation reaches the stage where the demands of work become an additional stress for the employee and at this stage options, including taking a break from work completely for a period of time, or moving towards retirement on ill health grounds, are considered.
Open and honest discussions with the employee are conducted and where leaving the organisation is the only available option, this process is handled with a focus on what is best for the employee, consideration is given to matter including, do they want a ‘send off’ or to keep their exit low key; would they like to maintain links with the organisation and be invited to social activities like the annual garden party or would they wish to help out in a voluntary capacity as and when they feel able to do so.
The key to the whole approach is to keep the conversation open between the organisation and the employee about their health needs and the support that the organisation can provide, beginning with the pre-recruitment stage and on an ongoing basis, throughout the entire period of their employment.

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