Keeping in touch

Be guided by the employee (or their support people) in maintaining contact during absence from work and be aware of privacy laws. Ensure any communication with health professionals is done with the agreement of the employee.^[1]

• Establish a regular time to make contact.
• Determine the employee’s preferred means of contact, e.g. meetings, telephone, or email.^[2]
• Ask the employee for their preferred contact person, e.g. business owner, line manager, human resources person, etc.^[2]
• Reassure about practical issues such as job security and financial concerns.^[2]
• Ask open ended questions that allow the employee to discuss issues related to their absence, e.g. Are there any concerns you have? What do you want to do?
• Ask what supports they require.^[2]
• Respect confidentiality^[2] but advise the employee that certain staff may need to know as they may need to cover work duties.^[3] Refer to the 'What to Tell Colleagues' section under 'Creating a Work Plan'. 
• Send flowers if that is standard practice when any employee is unwell^[1][3] but respect the employee’s need for privacy (don’t have the manager or whole team visit unannounced).^[1][3]
• Be prepared that they may be distressed when you contact them.^[2]
• Keep the person informed about significant work issues that affect them directly.^[1]
• Be thorough and efficient in dealing with any concerns the person may raise.^[2]
• Ask if there is another person who can act as the contact on behalf of the employee if they are not well enough to be contacted directly.^[2]
• When appropriate ask the employee if they are ready to resume some work duties on a flexible basis, following medical advice.^[2] Do not put pressure on the employee for a return date as this may increase anxiety and potentially delay their return.^[1]
• Keep the employee updated about social work news. If appropriate encourage others at work to stay in contact and consider inviting them to workplace social events.^[2]

1. Working Women’s Resource Centre, One in Five: A Guide for Representing & Supporting Workers with Experience of Mental Illness. Working Women’s Resource Centre: New Zealand.
2. National Disability Authority, Retaining employees who acquire a disability: A guide for employers. National Disability Authority: Dublin, Ireland
3. Mental Health Foundation, Return to Work: Returning to work after experiencing mental illness and other mental health issues. 2007, Mental Health Foundation Auckland.