Fitness for Work Legal obligations Health and Safety

Fitness for Work

Legal obligations Health and Safety at Work (General Risk and Workplace management regulations) 2016 Health and Safety at Work Act 2015

The Why People are our most important asset To reduce the risk of exposure of injury or illness to our people Develop “fit for purpose’ pre-employment medicals and annual health monitoring Ensure we are communicating the demands of the role to prospective employees. Raise awareness and understanding of holistic wellbeing

The What A functional job description should define what the role requires physically include movements that will be encountered physical requirements i. e. lifting ability bending, twisting, turning, climbing, repetitive actions Functional job descriptions can also be used by medical providers to assist with injury management/return to work ability.

How Health risk assessment to be used during recruitment phase right through employment to understand the risk exposures of the role (includes physical capacity) HRA to be based on the functional job description for each role which is developed by a health professional Designed to assess the holistic capabilities of an individuals fitness for work

How - Understanding work as done Engaging with the employee regarding physical risks and how best to manage them, get the Worker buy in. Early education and intervention around discomfort pain or injury Provide relevant tools and process to support safe outcomes Listen to employee suggestions Encourage regular breaks, work station assessments, staying hydrated etc Monitor and review of work processes with the employees. Ask better questions

Approaching Mental Health

Wellbeing calendar

Wellbeing at Work Are you feeling good and functioning well? Mental Heath Foundation 5 ways to wellbeing • Connect • Be active • Take notice • Keep learning • Give • https: //www. mentalhealth. org. nz/home/ourwork/category/42/five-ways -to-wellbeing-at-work-toolkit

Awareness Focus through HSE meetings Internal communication of fresh air challenge or Aotearoa bike challenge etc Hold healthy work seminars Subsidies to encourage physical activity such as gym or sports memberships, active travel etc Education and promotion of health related topics, i. e. skin checks, nutrition advice etc

Implications of not dealing with “fitness to work” Ø Safety at work, errors in judgment, injuries, mental stress Ø Direct costs: . cost of replacement labour, absent employee’s salary, overtime incurred by staff covering the absent employee. Ø Indirect costs: additional stress on other staff who are covering absent employees, reduced productivity and customer service, time taken for a replacement to learn the role and become productive, training and support to other staff.

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