FIT FOR WORK SERVICE – GUIDANCE PUBLISHED

The Government is due to introduce a new service known as ‘Fit for Work’ (FFW) on a phased basis up to May 2015.  This article looks at the main aspects of the service which are aimed at providing free services for employers and employees to try and ensure earlier and more sustained returns to work from sickness absence.

Firstly, a new web site and telephone helpline will be set up to give employees, employers and G.P.’s advice relating to health at work.  For example, an employee may telephone for advice about whether or not they should take a period of sick leave and an employer may ask about any adjustments which might be made in the case of an employee whose health condition is affecting him at work.

Where an employee has taken a period of sickness absence, at the trigger point of 4 weeks of leave, the employee’s G.P. will discuss a referral to FFW for an occupational health assessment.

The referral process is entirely voluntary as it relies on the consent of both the employee and the referring G.P.  It should be noted that the employer may also make a referral to FFW with the employee’s consent.  A referral should only be made when there is a reasonable likelihood of the employee being able to return to work at the very least on a phased return.

Guidance published by the Department for Work and Pensions suggests that the G.P. should review the appropriateness of a referral in each case and the G.P. may even make a referral before 4 weeks if they believe that an employee is unlikely to return to work for some time otherwise.  Importantly, an employee can only be referred for one assessment in each 12 month period – although there is no limit on the number of employees who can be referred by a single organisation.

An FFW assessment is undertaken by a registered occupational healthcare professional supported by a network of professionals with appropriate experience in various areas of healthcare.

It is envisaged that FFW would make contact with an employee by telephone within 2 working days to undertake an assessment.  In a limited number of circumstances, a face to face assessment may be necessary.  The employee will be asked to describe their condition, their role and any factors affecting a return to work.  From this point onwards a return to work plan can be prepared which will make recommendations for a safe and sustained return to work and it may be appropriate to contact an individual within the employer’s business such as the Line Manager to discuss the plan.  This may even impact upon the plan if further information can be given about the employee’s job role or working conditions.

Assuming that the consent of the employee can be gained, the plan will be shared with the G.P. and the employer and will normally timetable a return to work and any steps which should be taken by the parties to ensure that this can be achieved and sustained.  Recommendations will be made for any further sources of assistance and this will include a tax exemption of up to £500.00 per year which can be applied by the employer at the time that the benefit is provided.

It is expected that the parties will be contacted by FFW at an appropriate time to determine progress against the plan.  The focus is to consider whether the necessary recommendations have been followed and whether any further medical intervention or assessments are necessary.  The intention is to treat each case on an individual basis, so there may well be a varied range of options available depending on the circumstances.

The guidance states that a plan prepared by an Occupational Therapist under FFW should be accepted in place of a fit note to prevent unnecessary discussions with G.P.’s.  Where an employee has returned to work, support from FFW will end two weeks after they have returned.  Alternatively, where FFW consider that the employee will be unable to return to work for three months or more or, where the employee has been with the service for three months, again the employee may be discharged.

It is hoped that the new service will create a much more pro-active approach to managing absence in the workplace and that it will prevent employees from moving into long term absence where the prospect of return becomes much more remote.  The onus will largely be on G.P.’s to ensure that referrals will be made at which point the cooperation of the employer and the employee is expected.  Many employers incur significant costs in instructing Occupational Health Therapists so the FFW service should be seen as a financial benefit as well.