The Science of Aging Well: How Your Beliefs Affect Your Health
Editor’s Note: Absence and disability – including a short-term disability – often create uncertainty for both the employer and the employee. Employees are contending with health, wellness, and income concerns; and employers are looking to ensure a smooth return to work, as well as a seamless tracking of the leave. It can lead to confusion, missteps, and, at worst, acrimony between employers and their valued employees.
The COVID-19 pandemic compounded this experience over the last 18 months, which has led to unprecedented rates of illness and hospitalization. COVID-19 put many people into situations they never would have anticipated, and an extended absence from work could have surprising consequences for an employee’s long-term health.
Despite these challenges, creating a supportive and productive environment during an employee’s leave is achievable and will generate better outcomes for all involved. Ultimately, best practice for establishing a short-term disability or absence plan involves active engagement from the employee – and getting it as early as possible. This creates a shared sense of accountability and increases the likelihood of an ideal outcome: a healthy employee feeling ready to return to work. Here are some best practices for preparing your employees for short-term disability or an extended absence:
Provide consistent communication
Reaching out to employees regularly during short-term disability leave not only provides valuable opportunities for all parties to stay informed, but is also likely to mitigate feelings of isolation the employees may be experiencing during this already challenging time. Even after a short time, it is possible for anyone to develop a “disability mindset,” which may lead them to believe they will never recover. This can cause them to feel misunderstood by their peers and make them feel skeptical that they will be accepted by their employer upon returning to work.
Offer ample & accessible resources
Prioritizing the mental and physical health of your employees establishes trust and a shared set of values. It’s crucial to clearly communicate any resources your organization has available to assist teammates struggling through a disability, including Employee Assistance Programs and other resources that can help protect their state of mind during a time when many things may feel uncontrollable or overwhelming.
Ask questions
Placing ourselves in the mindset of an employee facing health and wellness challenges is vital to empowering employees to take the leave time they require, and ultimately, return to work. In addition to providing the necessary policy documentation, take the additional step of ensuring the employee clearly understands his or her absence and/or short-term disability obligations. This includes the need to provide proof of their disability and communicating any changes to their condition(s) throughout the course of their leave.
Develop a clear, specific return to work plan
By taking the time to develop a return-to-work plan that goes beyond simply when an employee will return by detailing any available accommodations or job modifications, you can strengthen the sense of trust you share with your employees and increase the likelihood they will return to work. Return-to-work plans, as well as other vocational resources are likely available through your disability carrier. Be sure to know what those are and how to leverage them.
Be attentive
A leave of absence can be a nebulous time for employees, as they are likely out of work due to unforeseen circumstances that may have unclear outcomes. This can lead to employees behaving in unlikely ways and retreating from communication. Watching closely for factors impacting the employee (particularly those that are challenging for their mental health). Providing support and resources on an ongoing basis is good for relationships and could also make the difference in the outcome – and it most certainly allows for more effective management of the leave.
State leave policies clearly and concisely
The nature of employee handbooks makes them a bit “one size fits all,” but having clear, easily understandable policies on leave and absence is an invaluable resource to both employees and employers. This gives the employer the opportunity to manage risk by declaring the standard rules of operation as it pertains to leaves, and it gives employees an understanding of what is possible. Employers may want to consider reviewing their handbook annually with employment counsel or other expert consultants to ensure they have policies in place that support both the business and their employees.
A leave of absence can be one of the most challenging events in the workplace, but deploying strategies to create a supportive, productive environment can lead to opportunities to build trust, loyalty, and engagement. It’s crucial to remember that every situation is different since every employee’s experience with disability or absence will be unique to them. Some employees might not experience mental health struggles during this time, while others find themselves feeling isolated and fearful of a future in which they cannot return to work or regain their previous functionality. Keeping the lines of communication open, staying engaged with the employee, and providing them with resources specific to their needs can help drive outcomes that are best for everyone.
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