Case Study

Dealing with Sickness Absence

Government Organisation – employee with diabetes and ref DDA.

The problem

Simon was employed as a full-time Support Worker in 2004. He worked either a morning or afternoon shift and his attendance and performance were good. At the end of 2008, Simon started to have occasional intermittent sickness absence. His manager met with him and Simon disclosed that he had been diagnosed with diabetes for several years and that the condition had become less stable in the preceding few months. He was feeling unwell and was finding it difficult to manage his blood sugars effectively with several episodes of hypoglycaemia (when blood sugars fall too low). He was under the care of a specialist and was attending regular appointments for investigations and review of his treatment.

Simon told his manager that he was taking time off sick when he felt too unwell to attend appointments. The manager discussed the case with the Human Resources (HR) Manager and they decided to refer Simon to Occupational Health (OH) for an opinion on his fitness for work and advice on any limitations on his work activities and support that could be considered to support Simon in managing his condition from a work perspective.

Advice

An Occupational Health telephone Consultation was undertaken with Simon and the Occupational Health Advisor gained a good understanding of his health and work situation.

Diabetes is likely to be covered by the Disability Discrimination Act 1995 as it is a long-term condition that can have substantial effects on normal daily activities. Simon’s condition was not caused by work but he was finding it difficult to control his blood sugars due to eating at different times due to his shifts and frequent travelling.

He appeared to be receiving helpful advice and treatment from his healthcare team. The OH Adviser gave advice to Simon on health and lifestyle management and the importance of checking his blood sugars regularly and having equipment with him at all times to check and treat low blood sugars.

The OH Adviser confirmed that Simon was fit for work and provided relevant feedback to Simon’s employer on his condition. Advice was provided on support and reasonable adjustments that the employer could consider to support Simon at work and in helping to improve his attendance levels

The solution

After the Occupational health Consultation the HR manager met with Simon and his manager to discuss the Occupational Health report and review the risk assessment for his role. They agreed that Simon could work set hours for an 8-week period to help enable him to eat regularly and administer his medication. His working hours would be reviewed after this time so that he could work two days per week based in the office to reduce travelling temporarily. Both his work activities and travelling within his work area would be reviewed to help ensure that he could have regular breaks to eat and administer medication, and that reasonable support would be provided to help him attend medical appointments.

Simon was generally able to recognise and manage any episodes of hypoglycaemia but as often working alone, they also agreed that he would inform his manager if he was having frequent or increased hypoglycaemic attacks. They agreed he could either work in the office or with a colleague as required to reduce risks of lone working.

They agreed to undertake a review every two weeks to help ensure that Simon was;

coping at work.
ensuring health and safety risks were being managed effectively.
ensuring he was able to undertake his role effectively.
ensure issues or concerns could be resolved at the earliest opportunity and further adjustments made as required.

No further review by Occupational Health was required and OH understands that Simon is feeling better and his attendance has improved.