Mental Health Return to Work

By Gary Anderberg, PhD

SVP Claim Analytics
Gallagher Bassett

Corporate mental health benefits and related services can be excellent resources to help employees return to work after being injured on the job — if human resources (HR) knows how to interface with your workers’ compensation (WC) claims organization.

Here’s a common scenario. Fred is injured on the job. He is over 50, overweight, diabetic, and working a job with limited prospects for advancement. His education and skills are adequate for his current job and not much else. His relationship with his supervisor is so-so. His personal life is complicated, and he’s the primary breadwinner for his family. Fred’s injury requires a minor surgical repair. He’s scheduled to be off work for 10 weeks.

Fred is an ideal candidate for what we often call “disability depression.” You won’t find that condition in the ICD-10 lists or in the Diagnostic and Statistical Manual, but WC claims professionals see it every day. You have probably seen this in the HR and benefits world as well. Disability depression symptoms include missed doctor or physical therapy appointments, drug-seeking behavior, a lack of cooperation in working with the claims adjuster, and a general unwillingness to talk about returning to work, even in a part-time, transitional assignment. Most obvious of all, the reserve on Fred’s claim begins inching up: $15,000, then $20,000, and before long, $40,000.

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