Assisting your employees to return to work
If your employee has been unable to work for a period of time following the management of an ectopic pregnancy, there is a great deal you can offer which will help them return to work feeling supported and able to do their job.
It may be useful to have a clear understanding of the condition and the ways in which it can be managed. This varies from patient to patient. Information on the expectant management, surgical treatment and medical management of ectopic pregnancy can be located in the treatment information section of this website.
The National Institute for Health and Clinical Excellence (NICE) have developed guidelines to assist employers in supporting their employees’ return to work after a period of ill health.
There is no commonly agreed definition of long- or short-term sickness absence. NICE suggest that short-term sickness absence be defined as an episode lasting up to 4 weeks. Recurring short-term sickness absence is a number of episodes of absence from work, each lasting less than 4 weeks. Long-term sickness absence (including recurring long-term sickness absence) is defined as absences from work lasting 4 or more weeks.
Their guidance for employers, Managing long-term sickness absence and incapacity for work (March 2009), may be particularly helpful in assisting you to plan for your employee’s return to work.
An awareness of the guidance for employers entitled Promoting mental wellbeing through productive and healthy working conditions (November 2009) may also be helpful.
Identifying a return-to-work plan with your employee will often help them to come back to work feeling supported and able to function after what has been a particularly difficult time in their lives. The return-to-work plan should identify the type and level of interventions and services needed to support the employee (including any psychological support) and how frequently they should be offered.
Consideration as to whether any of the following is required may also be very helpful to you and your employee. Can they be supported by:
• a gradual return to the original job by increasing the hours and days worked over a period of time
• a return to some of the duties of the original job
• a move to another job within the organisation (on a temporary or permanent basis)?
If you or anyone within your organisation would like further information on ectopic pregnancy, please do not hesitate to contact our helpline on 0207 733 2653 or email us.