Preventing Absence: Supporting a Nurse Before Sick Leave
Illustrative scenario. This example shows the kind of situation Return Well can support. It is not a completed client case: the people and details are invented, and every real assessment is tailored to the individual.
The Situation
Priya, a registered ward nurse with twelve years' service, is visibly struggling: fatigue, lapses in concentration at handover, and tearfulness in private conversations with her ward manager. She hasn't been signed off. Her manager wants to act before sick leave becomes inevitable, for Priya's wellbeing and because the ward is already short-staffed. The in-house occupational health service has a six-week wait for non-urgent referrals.
The Challenge
- Priya is reluctant to admit she is struggling and worries about being seen as 'not coping'
- The ward can't absorb another absence in the short term
- The in-house occupational health wait is longer than the manager is comfortable with
- There's no single trigger: the concerns are cumulative, not acute
How an Assessment Would Approach It
An early, remote assessment would be carried out in confidence by an occupational therapist, focusing on functional capacity, sustainable workload and the specific pressures of Priya's role. The framing is supportive rather than about performance: 'what do you need in place to stay well in this job?' rather than 'are you fit for it?'
What the Clinician Might Recommend
Shift-pattern change
Move to long-day shifts (3x12.5hrs) from a rotating mix of earlies, lates and nights, to restore a more predictable sleep pattern.
Peer-support pairing
Informal pairing with a senior colleague for one shift a week, providing a structured outlet for clinical and emotional debrief.
Structured clinical supervision
Monthly 45-minute supervision slot booked in advance, not contingent on Priya requesting it.
Workload protection
Manager agrees to a 4-week buffer where Priya is not asked to take on extra clinical leadership tasks beyond her standard role.
What a Good Outcome Looks Like
- Priya stays in work with specific adjustments she has agreed to
- Her manager has a clear plan and a date to review it
- Support is in place before a crisis, rather than after an absence
- Concerns that were hard to name become practical changes
Key Takeaway
The easiest absence to manage is the one that never happens. An early assessment turns a vague concern into specific adjustments, protecting the employee and the team at the same time.
Situations we help with
Find the page for your situation
Need support with a similar situation?
Ready to support a safe return to work?
Submit a referral today or get in touch to find out how Return Well can help your organisation.
Not ready? Discuss a Case First