It is hoped there is a high number of employers who take great care in the health of their employees. Protecting the Health, safety and welfare of employees in the workplace would establish good occupational health standards. Looking after the health and well-being of your employees needn't break the bank balance but provide a productive workforce.
 
Each week one million workers take time off work because of sickness. Don't let your business and employees add to this statistic! Work together with your employees and their trade unions to prevent illness leading to prolong sickness absence.
 
Many employees feel they can't talk to their employers or line managers because of the stigma surrounding OCD and the mental health implications of being labeled 'mad' and also the fear of being stereotyped and victimised. Being bullied in the workplace leads to higher absence and lower productivity. Limiting or refusing to adapt an OCD sufferer could lead to self-esteem, isolation and hopelessness leading to low performance and productivity. Consider training for managers to help them understand this complex disorder or direct them to this website where we will be happy to answer any questions they may have.
 
Considerable benefits can be delivered if employers and employees work in partnership. Employers can improve business performance if sickness levels are managed by delivering a better workplace relation. Give your employees the opportunity to discuss their concerns and matters regarding their performance or attendants. 
 
In fairness it can be difficult for employers to support their employees who have mental health problems should the employee choose not to discuss their disorder.

Having an open and supportive environment in the workplace is paramount combined with addressing the stigma of mental health problems. This will benefit confidence in colleagues and encourage them to come forward and speak out about their disorder.

We all know there is still a strain attached to mental health issues but this can be changed if the individual and the employer create a environment where people can seek help without fear of being stereotyped or discriminated against by others.

Duty to make reasonably adjustments

The duty to make reasonable adjustments is governed by section 6(1) of the DDA. This imposes a duty on the employer to take steps that are reasonable in all the circumstances to prevent the disabled person from being placed at a substantial disadvantage in comparison to others.

Be aware that not all people who suffer from OCD will need adjustments in order to perform their jobs and a majority may only need a few.

Employers could benefit from learning more about OCD and depression. In doing so it will prepare them should an employee voluntarily disclose any health problems.

If such behaviours affect job performance or appear to be a threat to your employee’s health it is essential that the correct help is sought and action is taken accordingly.

Questions to think about:

1. What disadvantage is the employee with OCD experiencing?
This can vary. One example could be that the OCD sufferer is finding it difficult to handle money because of hygiene. Another is over concerns with preciseness, order and neatness.

2. How do these disadvantages affect the employee?
A person with OCD doesn’t want to have these thoughts as they find them very unsettling.

3. How do these disadvantages affect the employee’s job performance?
An OCD sufferer will spend most of their time thinking about feared situations which can cause anxiety and stress. They may also find it difficult to maintain concentration and stay focused on their job. This can often make it impossible for them to continue with their work.

4. What adjustments are available to reduce or eliminate these problems?
Allocating the OCD sufferer’s duties to another colleague or transferring him to fill an existing vacancy.

5. Has the employee been informed regarding possible adjustments?
It is best to inform the employee as soon as possible with regards to any changes that have been made. The symptoms combined with the endless search for reassurance fall completely under the diagnosis of OCD. The quicker the employee receives reassurance, the better.

6. Once adjustments are in place, would it be useful to meet with the employee to evaluate their effectiveness and determine whether anything additional needs to be put in place? This will play an important part for any organisation to maintain and enhance employee morale.  

If you’re an employer or line manager and want to talk to someone from OCD-TODAY please feel free to contact us and we will be happy to answer any questions you may have. Or alternatively you can refer your employee to our website.

Remember that any medication can cause side effects on things like dangerous machinery and critical tasks.