I have an employee with Diabetes and would like to refer them to Occupational Health to help us and them learn how to cope with their illness. My concernis that general occupational health assessment will not understand the complex nature of the illness (the employee has just become insulin dependant) and charge a fortune for a useless report! Any suggesting on where/how to find a good diabetic occupational health assessor? We are in Central London. Any advice is very welcome. Thank you
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Any recommendations for Occupational Health
- Thread starter TooLocal
- Start Date
Sarah69
Well-Known Member
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- 1,503
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- Hethersett, Norwich
- Type of diabetes
- Treatment type
- Insulin
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- Anything healthy!
I would be absolutely mortified if my employer did this!
Riri
Well-Known Member
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- 1,174
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- Mid Wales
- Type of diabetes
- Type 1
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- Pump
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- The conservative party, people who are cruel to animals and aggressive people
After being off work in 2011 for some 3 months recovering from a disabling hypo which affected me immensely in many ways, my employer agreed to a phased return to work and also referred me to the OHS. I wasn't keen on this to be honest because I felt it was being done to check up on me somehow. Anyway, I think there are some HR Rules and, as I had nothing to hide, I agreed to it.
From an employee perspective they were meant to support me and also offer advice to my employer. My OHS 'interview' was a 15 minute chat with someone over the phone. She was totally pleasant but as you allude to in your post above she had absolutely no idea about the condition and especially the pump - I felt like I was advising her!! So good luck on trying to find someone who understands - I personally think that they are pretty ineffective to be honest. If you speak to the employee directly I think you would learn a whole lot more. All the best.
From an employee perspective they were meant to support me and also offer advice to my employer. My OHS 'interview' was a 15 minute chat with someone over the phone. She was totally pleasant but as you allude to in your post above she had absolutely no idea about the condition and especially the pump - I felt like I was advising her!! So good luck on trying to find someone who understands - I personally think that they are pretty ineffective to be honest. If you speak to the employee directly I think you would learn a whole lot more. All the best.
Hey there!
I was referred to OHS when i started insulin. The person I spoke to knew absolutely nothing about diabetes or insulin use, but was concerned to make sure that the employer was providing everything they needed to in terms of time off for diabetes-related medical appointments, a private place to jab (they weren't and I didn't felt I needed it as i was happy to use my car), appropriate breaks etc etc and that someone in the department knew what to do if I needed help with hypos at all (I explained that this was very unlikely). It was fine - really nothing to be worried about. In fact, I found it very useful and the employer was able to fulfill their responsibilities under the DDA. So I don't think it's necessary to have someone who knows about diabetes as long as the employee knows about it and can tell the OHS what they need and what they don't.
Smidge
I was referred to OHS when i started insulin. The person I spoke to knew absolutely nothing about diabetes or insulin use, but was concerned to make sure that the employer was providing everything they needed to in terms of time off for diabetes-related medical appointments, a private place to jab (they weren't and I didn't felt I needed it as i was happy to use my car), appropriate breaks etc etc and that someone in the department knew what to do if I needed help with hypos at all (I explained that this was very unlikely). It was fine - really nothing to be worried about. In fact, I found it very useful and the employer was able to fulfill their responsibilities under the DDA. So I don't think it's necessary to have someone who knows about diabetes as long as the employee knows about it and can tell the OHS what they need and what they don't.
Smidge
Thanks everyone I want to help our employee, who is still in their early twenties and was hoping to find a specialist who can help, rather than just through a process.
Having older members of my family with diabetes, they seem to ask more questions and get the answers - our employee is very shy and I don't think getting the help they need.
Having older members of my family with diabetes, they seem to ask more questions and get the answers - our employee is very shy and I don't think getting the help they need.
CarbsRok
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- uk
- Type of diabetes
- Type 1
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- Insulin
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- pasta ice cream and chocolate
TooLocal said:
Hiya,
perhaps ask your employee what they need would be the first port of call. If you are both then happy...
Personally I expected to be treated no differently than anyone else. I didn't expect to be paid for hospital or Drs apts either as some think they should be.
I cant understand why you would bemortified, or see this as being a bad/negative thing to do!! Its about understanding another's needs and allowing them to be facilitated in a way that makes everyone happy!!
As the person above said, they could have found them a room should one have been needed, it may allow for equipment to be bought e.g. A fridge or lockable cupboard for person to keep sharps etc in, even to have a sharps bin in the workplace.
I've been referred to occ health for fibromyalgia and whilst there isn't anything they can implement to help me manage my condition, it's good to know that if something does suddenly flare I can get their support and help, I'm also lucky in that our occ health department is staffed with ex nurses as well!
As the person above said, they could have found them a room should one have been needed, it may allow for equipment to be bought e.g. A fridge or lockable cupboard for person to keep sharps etc in, even to have a sharps bin in the workplace.
I've been referred to occ health for fibromyalgia and whilst there isn't anything they can implement to help me manage my condition, it's good to know that if something does suddenly flare I can get their support and help, I'm also lucky in that our occ health department is staffed with ex nurses as well!
Hi TooLocal
I was Head of Equality and Diversity for the Metropolitan Police Authority and through that was able to access the Metropolitan Police Service OH. I did not consult them at all about my diabetes but did when I was diagnosed with Parkinson's Disease. They were fine with return to work plans and the like but had no specialist knowledge to work with - especially where complex medical situations exist. As an employer, you are required to make reasonable adjustments in the workplace. If time off for medical appointments is not already a policy of your organisation then you may want to consider it in this case. I really do think that the best starting point is to have a chat with your employee and see what you, as a good employer, can reasonably do to ensure that your employee is not discriminated against because of their disability. This may be related to medical appointments, medication needs or meal breaks. As an employer, you also have a duty of care to your employees so, again with your employee, you may want to talk about hypo situations, what to look out for and what help might be wanted. If hypos are an issue, then you may wish to discuss who else in the organisation your employee would want to know about their situation. It is good to remember that not all those with diabetes are the same and, unless their is a need to know, many would not want everyone to know about their situation. Happy to help further.
Regards
Doug
I was Head of Equality and Diversity for the Metropolitan Police Authority and through that was able to access the Metropolitan Police Service OH. I did not consult them at all about my diabetes but did when I was diagnosed with Parkinson's Disease. They were fine with return to work plans and the like but had no specialist knowledge to work with - especially where complex medical situations exist. As an employer, you are required to make reasonable adjustments in the workplace. If time off for medical appointments is not already a policy of your organisation then you may want to consider it in this case. I really do think that the best starting point is to have a chat with your employee and see what you, as a good employer, can reasonably do to ensure that your employee is not discriminated against because of their disability. This may be related to medical appointments, medication needs or meal breaks. As an employer, you also have a duty of care to your employees so, again with your employee, you may want to talk about hypo situations, what to look out for and what help might be wanted. If hypos are an issue, then you may wish to discuss who else in the organisation your employee would want to know about their situation. It is good to remember that not all those with diabetes are the same and, unless their is a need to know, many would not want everyone to know about their situation. Happy to help further.
Regards
Doug
