A Systematic Approach: How an Effective Occupational Health and Wellbeing Approach Can Improve the Management of Employee Investigations

Le résumé fourni par la source

An effective occupational health and wellbeing approach to the management of disciplinary issues should be systematic. This chapter discusses three levels of intervention as part of such a systematic approach. It includes a focus on prevention to remove or mitigate harmful factors in the working environment, alongside interventions that support individuals involved in the process and those who are in distress because of it. The roles of human resources and occupational health are discussed, both in relation to employee health and wellbeing generally and employee investigations in particular. Introduction Work- related health and wellbeing continue to be an issue for organizations and individuals alike. For 2023– 2024, the Health and Safety Executive (2024) reported 776,000 cases of work- related stress, depression or anxiety in the UK. This was equivalent to the loss of 16.4 million working days – half of all the days lost due to work- related ill- health. Traditionally, occupational health (OH) has primarily focused on biological or physical health, which has meant an emphasis on immunization, preventing industrial injury (exposure to dangerous workplace elements such as heat or chemicals) and supporting workers who had been physically injured at work. However, over the past 20 years, OH has placed an increased focus on mental health as well. This has been in response to a growth in mental and psychological health needs in the workplace – mirroring how work has changed in a post- industrial era. Research has indicated that occupational health and wellbeing (more especially the wellbeing component) has become a major factor driving workplace performance, retention and quality (Cox et al, 2000).

Ce résumé expose les affirmations des auteurs. BNTIC ne l’interprète pas comme une validation indépendante des résultats.