Here at Global OHS, we are happily settling into the new normal of abnormality. For us, It is business as usual with the new implementation of all the government guidelines, albeit now adhering to social distancing where possible and we are mindful that things have not been easy for anyone. As leading OH providers we have seen the effects on our staff and clients and pleased to see some positives too and employers and employees alike adopt the change. Working from home can be a massive challenge, space, family, internet and motivation but finding small ‘wins’ (as Mandy likes to call it) can make a big difference to your mindset.
This is a term used to describe work whereby an adverse event may be serious, for example, if the person undertaking Safety Critical Work suffers a sudden health problem, i.e. collapses, then it could result in serious harm, to not also themselves, but others too.
Our brain has a tendency towards a negative bias and fears anything uncertain or new. The current situation with the Coronavirus is both uncertain and new and naturally, this can lead to an increase in mental health issues including heightened anxiety levels.
For some people, this is made worse by the need to self-isolate and spend extended periods of time alone at home and with limited contact with others It’s easy to feel anxious and overwhelmed with all the conflicting information in our media but how do you support your employee’s mental health when they are working from home in a climate of fear and uncertainty.
Here at Global OHS HQ, we have been reflecting on an increase in flu jabs uptake this year. Actually a 150% increase to be precise and that’s not all. In addition, there has also been a significant increase in people attending the jabs. Most years we see a Did Not Attend (DNA) rate of around 20-25%, this year, however, it’s been pretty negligible; about 2%.
So, what does this tell us? On a local level more people this year wanted the flu jab and people are now seeing it as a work perk. Does this shift represent a wider geographical perspective? It would be interesting to find out.
Last month I published the Slimmeria Experiment ahead of my week's stay at the beautiful hotel in Crowhurst, East Sussex.
So, now the results;
1. Did I survive? Well yes, clearly, I did.
2. Did I enjoy it? Absolutely it just wanted the doctor ordered.
3. Most importantly, what were the results! Well, read on...
The role of Occupational Health (OH) is to support the employee throughout their employment, from assessing a candidate’s fitness to work on commencement of post to ensure that support is offered in accordance with the relevant legislation.
OH acts in an advisory capacity offering advice to managers to support their employees and help them, where possible, to remain in the workplace. It aims to safeguard the health of the employee by offering health surveillance, determined by statute and best practice, to ensure that the roles and duties do not cause any adverse effects on health as a result. This month’s blog will provide an overview of the types of health surveillance required and covers what your duties are (and what you need to do) as an employer.
More frequently at Global OHS, we are receiving requests from companies for ‘wellbeing days’ and ad hoc ‘Know your Numbers Sessions’. To be rather frank, these requests are often poorly thought through and in essence is simply a perfunctory measure aimed at satisfying a well-intended notion to address organisational wellbeing.
For any wellbeing programme to be successful there must be an integrated approach; commitment from management and engagement from the workforce. We provide that bridge, helping everyone to work together as a team with regards to workplace health and wellbeing, consistently resulting in individual and/or corporate behaviour change.
Even with the most proactive wellbeing services some ill-health is evitable so ensuring that your staff are supported and are receiving the appropriate care is vital. Providing early, evidence-based and robust advice allows managers to support their staff effectively.
Face fit testing is a method for checking that a tight-fitting facepiece matches the person’s facial features and seals adequately to the wearer’s face. If masks are worn in the workplace then you will be required to provide evidence of a fit test for each mask worn. Face Fit Testing is required under the COSHH, CLAW and CAW Regulations for all tight-fitting face-pieces.
The current climate is proving challenging for everybody not only for individuals and families but also for organisations - Remote Support - Please contact us directly.
Unusual circumstances call for solutions that allow you to support your employees and manage these difficult working conditions.
We are offering the option of recording short webinars so organisations can put them out on a digital forum. These webinars are relevant to the current situation and developed to allow you to offer the support of your employees remotely. Examples of topics we can cover are:
• Managing anxiety in a difficult climate
• Productivity when Working at Home
• Staying Calm in a Stressful World
• Positive Planning when Working Remotely
• Healthy Body and Healthy Mind – Staying Healthy in the Current Climate
• Dealing with Fear when it’s all around us
Behaviour-based coaching is an evidence-based intervention on which the primary focus is looking forward and not backwards, in order to achieve a sustainable change to behaviour in a relatively short space of time. It is a non-therapeutic approach dealing with non-clinical problems and challenges which differs from the occupational health medical model and is goal-focused and time-limited.
In this time, learnt behaviour or belief is challenged and unlearnt and validated; it challenges the premise that people have inadequate problem-solving skills or may not be able to apply these skills contextually and provides a solution-focused approach to change. By changing how a person views their situations and by challenging thinking traps such as procrastination, indecisiveness and self-doubt it helps them to develop goal-directed action steps to effect lasting change.
In 2010 Fit notes (or statements of fitness) replaced sick note. It is issued by a doctor and clarifies the employee’s capacity for work; those who are fit to work are not issued with a fit note.
If the employee is able to undertake some work the fit note will make recommendations for the employer to consider, these include;
• a phased return to work
• altered hours
• amended duties or restrictions
• workplace adaptations
Further to the blog in March on pre-employment, we have received a few questions asking for clarity so I thought it would be helpful to put together a brief Q&A.
So, how can Global Occupational Health Solutions help you improve your process and reduce costs? First, start by asking;
When is a health assessment appropriate?
Health is important and sometimes neglected in the work environment. We work closely with organisations to implement wellbeing strategies to support management and staff. This can be achieved through employee engagement, taking into account differing work environments, and the existing culture within the type of business or organisation.