Having a story: Part I of Returning to Work

People are curious.  Office romances, organizational changes, either real or imagined, vie with hockey pools as major themes of work place conversations.  High-up on this water-cool conversational list are sick leaves, especially an absence related to psychological problems.

Whether it be; “There but the grace of God, go I” or “If she’s off with stress, then I should be at home as well” – the imminent return to work of someone with a psychologically-based disability will be on the radar screens of all your co-workers.

Most of my clients who are on the verge of returning want nothing to do with this potential conversation.

They appropriately view their problems as their own business. This privacy is fully endorsed and promoted by all the major players in the disability arena from the patient’s doctor to the company’s HR department.  In fact, in most North American work places, the confidentiality of an employee’s medical disability is legally enforced.  When I managed a hospital department, all I knew was that the employee was “off for medical reasons.”

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Return to Work