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The Royal College of Psychiatrists Improving the lives of people with mental illness
Work and mental health 

Additional support

It cannot automatically be assumed that those who need little or no additional support have no need of support to keep it. Also, those who need much support to get a job may not need a high level of support to keep it.



Job Search

  • Liaison with Jobcentre Plus and Pathways/New Deal providers.
  • Assistance to attend Work Focused Interviews that from part of the requirements of the person’s benefits.
  • Development and implementation of an action plan (in conjunction with Pathways/New Deal provider as appropriate).
  • Identification of skills, preferences, challenges.
  • Matching of jobs and individual employment assets based on client preferences.
  • Information on job availability.
  • Approaching employers as necessary.
  • Analysis of challenges a person faces and how these might be overcome.
  • Identification of preparation needs and how these will be met.
  • Assistance to obtain time-limited work experience/internship if necessary.
  • Identification of likely initial support needs/adjustments that the person may need to work successfully and how these might be provided.
  • Assistance with application, preparation for interview including practice interviews.
  • Help to negotiate with employer where alternatives/additions to traditional selection procedures may be required (e.g. work trials).
  • Welfare benefits advice (including supported permitted work to enable the person to build up their hours gradually).
  • Assistance with understanding the pros and cons of disclosure.
  • General support and encouragement when doubts/challenges arise.


Assistance in transition to work

  • Help to think about re-organisation of life around work.
  • Welfare benefits/tax credits advice and application.
  • Help to draw up self-management plan
  • Help to develop a plan for keeping on an even keel at work and managing ups and downs at work (identifying triggers and early warning signs and how the person and their employing manager might address these).
  • Draw up a plan for what the person/their employing manager might do to assist the person/support them if a crisis occurs.
  • Help person and employer to decide what the person will need to work successfully (including ‘reasonable adjustments’) and additional support they may be required by employee or employer.
  • Agree initial support plan to settle into work with the person and their employer as appropriate.
  • Agree an initial Employment Support Plan to help the person and their employer during the initial stages of employment and how this support will be provided.
  • General support and encouragement when doubts/challenges arise.



Ongoing support in work

  • Regular contact to find solutions to challenges that might jeopardise work performance.
  • Additional support to employee during fluctuations of mental health difficulties.
  • Additional advice and support to employer during fluctuations.
  • Practical help to get to work/in work during fluctuations in mental health condition.
  • Help to negotiate changes in duties/hours/working from home during fluctuations in mental health difficulties.
  • Help to access health/social support during fluctuations in mental health condition.
  • Help to plan and execute graded return to work.
  • Temporary replacement cover during longer periods of mental health related sickness absence.
  • Support to access further training and development and progress in career.
  • Help to change jobs as necessary.
  • General support and encouragement when doubts/challenges arise.


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