Corporate Training Magazine

The Stress of Returning to Work After a Long-Term Disability
Vol 2 Issue 3- May 2006

By Mark McGregor

Disability leave, either short-term or long-term, can be a very stressful situation for an employee. A long-term disability can be a devastating and traumatic experience that can play havoc and hardship on the employee. However, returning back to work after an extended leave can also escalate stress. It can also prove to be stressful for the employer, coworkers, unions and other parties involved with the returning employee.

According to Statistics Canada, days lost due to illness or disability have been on a steady increase since 1995. Results show that the average Canadian lost 7.4 days in 2003 as compared to 5.9 days in 1995.

It stands to reason that as the aging workforce increases in size, the probable chance that an employee may result in a long-term disability grows each year. With this increase in long-term disability leaves, addressing and overcoming stress will play a large role in the back-to-work process.

Stress to the Employee
In the spring of 1997, I suffered an unexpected massive heart attack at the age of thirty-five. My six-month recovery period on long-term disability was followed a year later by a heart arrhythmia as a result of the heart attack, resulting in a second long-term disability.

After surviving the stress of two long-term disabilities, preparation to return to work added new stressors. The entire process made me feel like I had become 'damaged goods' to my employer and quiet possibly a significant liability.

There were medical appointments, consulting with the company's disability insurance company, the union and the employer. Each party seemed to have their own agenda and worked almost independently, resulting in a lot of duplicated processes and conversations. Waiting for replies and reports from these groups caused further stress.

There is also a chance that the employee may require further time away from work as experienced in my situation. In my case, we had to negotiate the hours and type of work I could perform. In other cases, employees may have to negotiate time off to participate in physiotherapy or counseling programs.

Stress can develop when co-workers become curious as to the extent of your disability. In some situations, such as back injuries or mental illness, some co-workers will be skeptical and may question the extent of your disability. In other words, "Are you faking it?"

Stress to the Co-Worker
Some co-workers will become confused on how to accept, greet and communicate effectively with the returning employee. What do you say to not insult or hurt their feelings?

Another stressful area is in knowing how to assist the returning employee. It may become awkward when co-workers are unsure if they should provide a helping hand or let the returning employee handle things themselves.

Stress to the Employer
Canadian law requires that employers must reasonably accommodate a returning employee. However, as in other areas of the law, this too proves to be somewhat of a grey area and can certainly compound the stress for employers.

Ed Canning, an employment lawyer at Ross & McBride LLP in Hamilton who represents both employers and employees, reported, "The watch term is 'undue hardship'. The accommodation required, be it a new desk and chair, reduced hours or a new position, has to be provided unless it would cause an undue hardship to the employer, and that concept is not easily defined.

"In short, the bigger the employer, the higher the threshold. An undue hardship for a corner variety store may not be for a large corporation," he added.

Solutions to Reduce Back-to-Work Stress
With provincial and federal governments passing the financial responsibilities back to individuals and communities, all parties involved should be looking at creative ways to reduce the stress that is associated with returning employees.

Know Your Rights
Employees should investigate all of their back-to-work rights, independent from the employer and union. This may involve consultations with an employment lawyer. Once you are aware of your rights, cooperate and work diligently with all the parties involved to help you return to work. Document all your relevant conversations and discussions. An organized log will help if you ever require this information.

Back-to-Work Programs
Employers should indicate to their employees whether they provide back-to-work programs. If there isn't one in place, consider training packages or consultations on how to deliver such a program. Employers should present the employee with a very clear policies and procedure manual on the processes that are involved for a smooth return.

Union Education
I feel that unions should become further educated to help reduce the stress. In one situation I saw a trade union take action themselves to aid their returning member. The union actually hired the member for an administrative position within the union. Unions should also consider participating in the same training programs or consultations provided to employers.

Third Party Facilitation
Seek qualified facilitators to streamline the back-to-work process. Locate a facilitator who has this specific type of experience. By involving a third or a neutral party, it can help provide unbiased insight on difficult issues.

Additional steps employers can take to help reduce back-to-work stress include:

Meet with the employee for lunch or breakfast prior to their return and find out how they are really feeling
Keep co-workers informed about the employee's status
Offer a menu of solutions; not just one way of doing things when negotiating a return
Send a "We welcome you back" letter
Designate a co-worker to assist as a returning liaison

It is impossible to totally eliminate the stress involved with an employee returning to work after a long-term disability, but becoming proactive can go a long way in reducing the stress. You never know-- one day you may find it is yourself returning back to work!

Mark McGregor is a management consultant, keynote speaker and business coach.