Mental Health Assessments – The Referral Process

A mental health assessment must take place within the framework of a Management Referral. An employee suffering from a stress related or mental health illness will benefit from an early referral to Occupational Health. This helps the situation at work to not deteriorate further, and the employer can be seen to be supporting the employee and considering adjustments that may help keep them in work.

Preventing an employee going on long term sick by supporting mental wellbeing is the aim of a mental health assessment. The employer may have specific concerns about an employee and behaviour changes which seem out of character.

The reason for the referral is to help the employer understand whether a mental health problem is impacting their ability to work or whether there are stressors at work that might be affecting the employee. Step one is to be clear about the reason for the referral and to be clear on the questions to ask Occupational Health. The employee must have agreed to and be aware of the information in the referral.

We are always happy to speak to management/HR about the background and timing for the referral for a mental health assessment.

STEP 1

The referral document – include relevant information: the facts, absence record, and how the mental health problem seems to be impacting on work (for example: not meeting deadlines, lack of focus and poor concentration, difficulties in interpersonal relationships with colleagues).

The referral document can be downloaded from our website and includes a number of pre-populated questions to which the employer can add more specific questions. We also offer an employee leaflet, to explain the referral process and what to expect from the consultation – find it here.

Useful questions to ask might be:

• Is the employee fit for work?
• If absent, when is the likely return date?
• Are adjustments needed to help the employee return to work or stay in work?
• How long should these adjustments remain in place?
• Is a phased return to work needed?
• Are any restrictions advised to any duties?
• Is the employee receiving appropriate medical treatment/support?
• If the employee is taking medication, is this likely to impact their work in any way, for example work of a safety critical nature?
• Does the employee have an illness that is exacerbated by aspects of their job?

STEP 2

Having decided to refer the employee the next step is for the employer to explain to the employee why they would like to refer them and to obtain their consent. The employee should see the referral In advance of the appointment.

Once the referral is received, we will offer a range of dates for a consultation and mental health assessment. The employee can be seen face to face in our Woking office or at the employer’s offices, or on occasion at another office facility. It may be possible to offer remote consultations.

STEP 3

In the consultation the OH practitioner will assess the employee’s mental health by taking a clinical history, personal and work details. It may be necessary to obtain a medical report from a treating specialist or GP where this would help to understand the current picture.

The Occupational Health practitioner needs to gain the employees trust and obtain a lot of relevant information in a relatively short space of time, which requires skill and experience.

STEP 4

The final step is for the OH practitioner to prepare the report. Written and informed consent is needed, and it is good practice for the employee to see the report before it is sent to their employer. This process generally takes around 48 hours.

Key Points

• The clearer the reasons for the referral, the more useful the report will be to the employer.
• The more supportive the referral the greater likelihood of a positive outcome.
• Employers have the right to know about their employee’s fitness to work in terms of functional ability so that they understand how best to support them. It is not necessary to know the diagnosis or treatment but rather the impact of a mental health problem.
• It is for the employer to decide on whether adjustments are reasonable and whether they can implement advice from Occupational Health.
• A collaborative approach between HR, the manager, and Occupational Health is ultimately the best way to resolve the problem of an employee’s mental wellbeing and ensure a clear process for the mental health assessment.