A Workplace Mental Health / Neurodiversity Assessment
This Workplace Mental Health & or Neurodiversity Assessment is an in-depth assessment by an Occupational Therapist which helps employers understand how a health condition may be affecting an employee’s work performance, attendance and wellbeing. In assists in fulfilling employer Duty of Care responsibilities. Early intervention can help reduce the risk of relapse and improve long-term outcomes.
It provides advise on:
- Whether an employee is fit for work, to perform job duties
- How a mental health condition is affecting workplace performance/productivity
- Whether workplace factors may be contributing to difficulties
- What support or Reasonable Adjustments under the Equality Act 2010 may be appropriate. Flexible working, workload/duty adjustment, temporary or longer term
- How to facilitate a safe and sustainable return to work (RTW) after sick leave, graded/phased plan of hours, following a Med3 ‘fit note‘ (since April 2010)
- Whether further intervention or rehabilitation may be beneficial
- How to manage complex cases with confidence, including support strategies/links, supervision.
Our reports provide practical recommendations that help employers make informed decisions while supporting employee wellbeing. The individual may be working or on sick leave.
We see those experiencing: Anxiety, panic and mood changes, emotional wellbeing concerns. Also work-related stress and burnout. Diagnoses including Depression/bipolar. Post-traumatic stress disorder (PTSD). Psychotic and personality disorders. Eating disorders and obsessive compulsive disorders (OCD). Substance/drug abuse.
Neurodevelopmental conditions leading to workplace adjustments for sensory sensitivities, and other aspects in relation to Autism Spectrum Conditions (ASC/ASD). Attention Deficit (Hyperactivity) Disorder (AD(H)D). Specific learning needs – dyslexia (reading) and dyscalculia (maths). Developmental Co-ordination Disporder – dyspraxia (DCD) balance/co-ordination. Communication/speech disorders. Tourette/Tic disorders.
A formal diagnosis is not required to implement reasonable adjustments and support in the workplace. Individual strengths are focussed on, to ease challenges.
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How a Mental Health/Neurodiversity Assessment Works
We spend 2 – 3 hours with the employee F2F (workplace/meeting room/home) or video call. The assessment considers:
- Current health/diagnoses and symptoms (use standardised questionnaires)
- Impact on work performance and attendance
- Workplace demands and pressures
- Psychological and environmental factors
- Existing treatment and support
- Barriers to work participation
- Strategies that may support recovery and work performance
The assessment and report will focus on answering the referrer’s specific questions, for example:
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- What is the exact nature of the condition(s) the employee is experiencing?
- How long have they been experiencing the condition, and how long would you expect it to last?
- What are the likely causes of the condition?
- What treatment (if any), including medication, is the employee currently receiving for the condition?
- What is the effect of the medication in your opinion?
- Is the condition considered a disability within the meaning of the Equality Act 2010? If so, what substantial long-term effects does the condition(s) have (if any) upon the employee’s ability to carry out normal day-to-day activities and what activities are affected.
- Could the condition be aggravated by workplace issues?
- In your opinion, is the employee fit to continue working in their current role?
- Please provide details of what (if any) aspects of the role the employee is not fit to continue with or which duties require reasonable adjustments.
- Can you recommend further rehabilitation, recommendations or equipment requirements?
- Do you have any special recommendations regarding the hours that the employee may be able to work and the frequency of their attendance at work, e.g., if a phased return, on what basis?
- Is the employee fit to participate in a meeting to discuss their capability to continue in their current role if not, are there any adjustments which would enable the employee to participate in a discussion about their capability with us?
- In your opinion, are there any types of alternative roles or any changes that can be made to their current role that might enable them to continue in employment with us?
The assessor reviews the individual’s current health situation and considers the employee’s personal view of their health and abilities.
Standardised health questionnaires and the assessor’s clinical and observational skills gather the information.
Following the assessment, a detailed report with the outcome and recommendations for future action will be sent via email. This valuable document provides comprehensive answers to any questions raised by the referrer and discusses the current ability of the worker to perform a work role.
Our reports are typically 10-15 pages, whereas other providers may be 1-2 pages. The report also includes information/links which may be beneficial to the employer/referrer but also to the individual, e.g. further condition management treatment advice and self-help information. Meanwhile, you can read our Mental health and Wellbeing Support Handout Mental health and Wellbeing Support – English qr code April 2024
Also if there are any workplace issues impacting the individual’s health, eg with tasks, relationships etc. we will aim to detail these, as reported by the individual, sensitively, in order that they can be addressed.
Conclusions are drawn as to the fitness for return to work or how to maintain someone in a current role.
What are the benefits of a Mental Health Assessment?
- This is an opportunity to conduct a detailed discussion with the individual regarding their health situation and work circumstances; gathering up-to-date information. It can identify if the individual is accessing relevant NHS/Private services suitable to them.
- Helps to identify any other barriers to employment, such as medical issues, physical, cognitive, social, financial, psychological and emotional factors that may need to be addressed.
- Saves the employer money on work days lost and minimises the sickness absence management costs.
- Speeds up the return-to-work process and helps to reduce the length of time the worker is absent from an existing job. Early resolution and addressing of issues reduces the negative impact of longer-term absenteeism and pressure on other employees.
- Gives clear guidance on how to manage and support employees.
- Sends a positive message about the employer’s active management of health needs and sickness absence.
Who is suitable for the Assessment?
Suitable for a worker who is at work but having difficulties performing job tasks or is on sick leave. The assessment will help the employer decide:
- What to do to help the employee return to full productivity.
- How to make suitable adaptations to the work tasks.
- Which job tasks or roles they can perform.
- How to fulfil their responsibilities to accommodate employees with reasonable adjustments under the Equality Act 2010.
Also suitable for an individual who is looking to begin employment, where more information about their mental health status is required.
What is the cost of the Assessment?
Prices are provided on a case-by-case basis. For guidance, a video call mental health assessment estimate is packaged into 12 hours of professional input, which is £1200.00
(In our 20-year experience of delivering Occupational Health input, we estimate an average of 12 hours of professional input is required for this type of assessment (some are 8-9 hours, others are 15-17 hours, occasionally over 20 hours. We keep a timesheet of our actual input. If the input required is of a longer or shorter duration, we will adjust the fee accordingly).
See our Mental Health Assessment Case Study
See our blog article on Mental Health Awareness at Work
See our Useful Links page, which includes diagnosis-specific advice from organisations which can help.