BACKGROUND & PRESENT CASE
A professional services organisation referred an employee in a senior leadership role for Occupational Health advice following a period of work-related stress. The employee had experienced symptoms such as fatigue, reduced concentration, low mood and disrupted sleep, which developed after taking on a new set of responsibilities. After a short sickness absence, the employer sought guidance on supporting their return to work, managing workload expectations and exploring workplace adjustments.
OUR ASSESSMENT
Following a clinical consultation, review of medical information and a risk assessment, we identified the following:
• Stressors were primarily perception-based, relating to workload, expectations and available support.
• Psychological therapy was underway and proving beneficial in managing symptoms
• There was no significant past mental health history and the employee had good personal support.
• The employee was fit for work at the time of assessment with no clinical limitations.
OUR RECOMMENDATIONS
We advised a clear and structured set of workplace actions to support continued recovery and prevent recurrence:
• A collaborative management-led discussion to address workload, expectations and available support.
• Use of a validated structured stress-assessment tool to support conversations around domains of perceived stress including job demands, control and support.
• Continuation of psychological therapy, with flexibility for appointment times.
• Encouraging positive lifestyle habits to maintain resilience as part of a multi-faceted approach to wellbeing.
• Regular check-ins with management to monitor wellbeing and escalate concerns early.
• Access to the organisation’s Employee Assistance Programme if required.
OUTCOME / RESULTS
• The employee successfully returned to full duties with improved concentration and energy levels.
• Ongoing therapy continues to support recovery.
• No further Occupational Health follow-up was advised unless symptoms recur or work circumstances change.
• The Equality Act 2010 was unlikely to apply based on the clinical picture.
• Sustainable improvement was considered dependent on continued organisational dialogue around workload and expectations.
KEY LEARNING POINTS
• Early, structured discussions around workload and support can prevent escalation of work-related stress.
• Psychological therapy combined with workplace engagement is highly effective in restoring function.
• Perception-based stressors often require organisational, not purely clinical, action for long-term resolution.
CLINICIAN COMMENTS
“Addressing work-related perceptions early, alongside supportive therapy, made a significant difference in achieving a safe and sustainable return to full duties.”
CONFIDENTIALITY NOTICE
All personal and organisational details in this case study have been anonymised to protect confidentiality.
