Work sick leave due to psychological problems is an increasingly present reality in today's workplace. These losses can be caused by a variety of reasons, such as stress, anxiety, depression, emotional exhaustion, among other psychological disorders. In this article, we will explore what sick leave due to psychological problems consists of, how it works and what measures can be taken by both employees and employers to prevent and manage it effectively.
What are sick leave due to psychological problems?
Worth sick leave due to psychological problems occur when a worker needs to be absent from his or her job due to emotional or mental difficulties. or psychological that prevent him from performing his duties adequately. These difficulties can manifest themselves in various ways, such as chronic stress, anxiety, depression, burnout syndrome, among other psychological disorders.
It is important to keep in mind that sick leave due to psychological problems not only They affect the worker who experiences them, but they also have an impact on the organization in which they work, both economically and on the work environment and general productivity. Therefore, it is essential to address these situations appropriately and provide the necessary support to employees who are going through them.
Factors that can trigger sick leave due to psychological problems
The problems Psychological problems that can lead to sick leave can be caused by multiple factors, both individual and organizational. Some of the most common triggers are:
- Excessive work stress: An excess workload, tight deadlines, lack of autonomy, among other factors, can generate high levels of stress and anxiety in employees. employees, which can lead to the need to take sick leave.
- Toxic work environment: A negative, conflictive or unhealthy work environment can contribute to the deterioration of workers' mental health and increase the risk of sick leave due to psychological problems.
- Personal problems: Personal factors such as family problems, health problems, economic difficulties, among others, can affect the psychological well-being of employees and lead them to request a sick leave.
How do sick leave due to psychological problems work?
Worth sick leave due to psychological problems usually works in a similar way to sick leave for physical reasons, in the sense that The worker needs to present a medical certificate that supports his or her situation and justifies the need to be absent from work. Depending on the legislation in force in each country, these sick leave may or may not be paid, and their duration may vary depending on the severity of the psychological problem and the recommendations of the mental health professional who evaluates the worker.
Process of managing sick leave due to psychological problems
The process of managing sick leave due to psychological problems involves several actors, including the worker, the employer and mental health professionals. . Some of the key stages of this process are:
- Diagnosis: The first step to manage a sick leave due to psychological problems is to make an accurate diagnosis of the worker's situation through the evaluation of a mental health professional. This evaluation will determine the cause of the psychological problems and establish an appropriate intervention plan.
- Communication: It is essential that the worker maintains open and honest communication with his employer about his situation and the reasons that motivate it. sick leave. Likewise, the employer must show empathy and offer the necessary support to the employee during this process.
- Treatment and follow-up: Once the problem has been diagnosed, it is important to start the psychological treatment recommended by the professional. of mental health and monitor the worker's progress throughout their recovery process.
- Reintegration: When returning to work, it is essential that prevention and support measures are established to promote adaptation of the worker to their position and prevent relapses in their mental health.
Prevention and management of sick leave due to psychological problems
To prevent and effectively manage sick leave work due to psychological problems, both employees and employers can implement a series of measures and good practices. Some of these strategies are:
Measures to prevent sick leave due to psychological problems
- Promote a healthy work environment: Promote communication, teamwork, conciliation between work and personal life, as well as the prevention of workplace bullying, are key measures to maintain a positive work environment and reduce the risk of psychological problems in employees.
- Offer emotional well-being programs: Implement emotional well-being programs Emotional well-being in the company, such as mindfulness sessions, yoga, psychological therapy, among others, can help strengthen the mental health of workers and prevent the appearance of psychological disorders.
- Training and awareness: Provide Mental health training for employees and company managers can help identify early warning signs, promote the detection and proper management of psychological problems, as well as reduce the stigma associated with mental illness.
Measures to manage sick leave due to psychological problems
- Facilitate access to psychological care: Offer employees facilities to access psychological care services, either through health insurance, psychological assistance services in the company or referrals to external professionals, can contribute to early detection and timely treatment of psychological problems.
- Constant support and monitoring: Maintain regular contact with the worker during their sick leave process, providing emotional support and ensuring adequate follow-up by mental health professionals are key elements for a quick recovery and successful reintegration.
- Job adaptations: Once When the worker returns to his/her position, it is important to consider possible work adaptations if the situation requires it, such as adjustments in responsibilities, work schedule or work environment, in order to facilitate his/her reintegration.