Advanced Medicals
When we work with you as a client we will establish your exact needs and work out service solutions within your budget range that are in line with your company culture, your company's specific sickness absence pattern and typical work hazards encountered in your industry. We are an approachable and friendly OH service provider and would like to hear from you to help you improve sickness absence and make your company a healthier, safer and more productive work place.
We offer bespoke Occupational Health Services to improve the health of your employees and organisation and move your business forward in the best and most healthy direction.
Disclaimer: these examples are fictional but based on real cases typically encountered in OH practice.
Sample Cases
Linda, a 31-year-old female pay role assistant, develops Chronic Fatigue Syndrome. She returns to work after a lengthy period of sickness absence but fails to maintain a good level of performance and attendance. Following an OH consultation management agrees with Linda on reducing her hours to part-time work and she is given a less demanding role with better support. Her attendance level and performance dramatically improve.
Litigation is averted since her condition has been identified as a disability under the Equality Act and reasonable adjustments have been put into place. Linda also feels more valued and appreciated since both OH and management have acknowledged her specific difficulties and found effective ways of supporting her.
Peter, a 51-year-old, very experienced field-based sales representative suffers a heart attack. He undergoes a stenting procedure and is advised by his doctors that he could return to work. Three months after the procedure Peter is still off work. He feels vulnerable and has become very anxious and worries that returning to work may be a bad thing. OH suggests a course of CBT which improves Peter’s mental wellbeing. Finally, nearly six months after the heart attack he returns to work, initially on a staggered basis but after a few weeks he is resumes full duties.
The consultation with OH revealed that psychological barriers prevented an earlier return to work. OH helped Peter to understand that work is in actual fact beneficial and that regular exercise and smoking cessation would benefit his heart the most.
Mary, a 43-year-old personal assistant, is employed by a busy engineering company. The company is successful and is rapidly expanding into new markets overseas. Mary has been signed off with work-related stress by her GP. Mary is very reserved at the OH consultation. It transpires she is worrying about job security and perceived lack of support. At work she is reporting to two different people in senior management and Mary feels overwhelmed by competing goals and sometimes conflicting requests.
Lloyd, a 29-year-old plant worker, has been diagnosed with a malignant neoplasm of the brain. He has been absent from working following a seizure and underwent surgery and radiotherapy. Lloyd has raised unrealistic expectations at work. He wants to return to work. After liaison with the neurosurgeon and a clinical psychologist it emerges that Lloyd has significant cognitive problems and would not be able to return to work, neither on the factory floor where there are also H&S concerns nor in an office-based environment. Regrettably no reasonable adjustments are identified. Given the poor prognosis, OH advises management that a return to work is unlikely.
OH has helped management to identify significant health and safety issues in this case. His disability is recognised but it is not possible to provide reasonable adjustments due to the challenging work environment and his significant problems with memory and concentration.