Health Works National Forum 26 January 2012 Realising Work Potential Lisa Greer National AHP Lead Vocational Rehabilitation/Mental Health

Mental Health Stats £26 billion – cost of mental ill health to UK business p.a 45% of those claiming health-related welfare benefits in Scotland cite mental health problems as the main reason they are unable to work 21% of people with mental health conditions are in employment compared with 74% of general population and 47% of people with other disabilities or health issues % of people with mental health conditions want to work

Realising Potential Scottish Government commissioned a review of current models of vocational rehabilitation used by AHPs in mental health Towards Work in Forensic Mental Health Jean McQueen, AHP Consultant Realising Work Potential Lisa Greer, National AHP Lead

For those in work: Effective Disability Management 1.Early contact and intervention 2.Interdisciplinary approach 3.Employee-management collaboration 4.Intervention directed at both worker and workplace 5.Case management 6.Injury prevention and health promotion For those wanting work: Evidence Based Supported Employment 1. Competitive employment is primary goal 2. People are ready when they say they are 3. Rapid job search 4. Employment specialists and clinical teams work closely together 5. Support is time-unlimited and individualised to employee and employer 6. Attention to client preferences 7. Availability of specialist advice on welfare benefits What’s the evidence?

Evidence Based Supported Employment Aimed at those with severe and enduring conditions who are furthest away from job market Approx 2/3 of those who engage achieve sustained employment outcomes Savings to mental health services Successful model run by AHP service in NHS Lothian 3 pilots in development funded by ESF (SAMH) 1. Competitive employment is primary goal 2. People are ready when they say they are 3. Rapid job search 4. Employment specialists and clinical teams work closely together 5. Support is time-unlimited and individualised to employee and employer 6. Attention to client preferences 7. Availability of specialist advice on welfare benefits

Timely access Partnership working Person-centred support What makes the difference?

Role of AHPs Timely access VR champions in teams and services Developing direct referral routes Piloting flexible working practices Integration of ‘work’ into local ICPs Measuring effectiveness Partnership working Take lead in moving towards EBSE model of practice Leaders in developing formal partnership agreements with local and national employability agencies Managing disclosure Person-centred care All MH AHPs asking about work and able to offer effective signposting or support Consistent and effective use of specialist AHP skills to facilitate sustainable RTW outcomes for service users

Discussion How do we influence timely access to appropriate support for those who are not engaged with MH services and those who are? How do we change perceptions that people with MH conditions are not fit for work? Where are AHPs best placed to make best use of their skills in supporting service users and what needs to happen to make this shift? We have UK based examples of the effectiveness of EBSE. How do we integrate EBSE into Scotland’s MH services?