Intervention & Accommodation

Job Tasks and Accommodation

An accommodation for mental health-related issues should be developed in close collaboration with the employee. The following list can help support thinking about the job in more creative ways:

• Understand which tasks are essential to the job.
  As an example, kitchen duty may be a non-essential task that was previously a part of everyone's job. If the employee describes a limitation related to obsessive cleaning behaviours, this duty may cause undue stress for him or her. If this is the case, a non-essential duty can simply be dropped as an expectation as part of the accommodation.
   
• Consider tasks that can be swapped with another employee.
  Mental Health Works reports that many successful return-to-work plans included swapping tasks that presented a challenge to the employee for tasks that were disliked by co-workers. In all cases, it was the returning employees who identified the tasks that challenged them and took on the tasks they knew were disliked by others. These alternative tasks seemed more achievable and comfortable for them, and the co-workers were often very happy to do less of the tasks they disliked. The result was improved job satisfaction by all parties and the work still got done.
   
• Consider modifying tasks.
  Employees who are returning to work after a mental health issue can often provide innovative modifications of existing tasks or processes that allow them to do the work differently, but just as effectively.
   
• Provide flexibility around time and location of work.
  This should be considered to the extent that it allows productivity to be maintained. For example, if mornings are most difficult for a returning employee, allow them to start work later and to make up the time by working until later in the day. This can result in higher productivity. Another example is having options about working with others to avoid isolation or working in a quiet space to avoid distractions. In all cases, explore what will best support work success.
   
• Where possible, consider the influences of environmental factors.
  This includes looking at factors such as lighting and noise that may have a negative effect on the well-being of the employee. Every employee is unique and it's important to understand what will assist them in being productive and staying well.

For more information, see the Accommodation section.