- ID book or driver’s license
- Medication
- Spectacles
- Any medical information not provided to the insurer or employer
- Interviews with both employer and employee, as well as the attending treatment team and possibly family members.
- Perusal of medical and job-related information,
- The assessment includes both standardised and practical testing of areas of difficulties.
- It can range from one to four hours, depending on the type of assessment, and can also occur at the workplace.It may be conducted over more than one day.
- Assessment and progress reports are sent directly to the treating specialist, if referred by them.
- If the employer or their management agency has requested a report, it is sent directly to them.
- The requirements of insurance companies are that they are forwarded the report, given that it’s considered their property as they have paid for it.
- Return-to-work plans are provided to and signed by all relevant parties, usually human resources, the line manager, the rehabilitation service provider and the party that pays.
Where possible, reporting or details or personal traumas is kept to a minimum to protect confidentiality.
- When experiencing difficulty to function and cope within your work, home, social or recreational environments
- Difficulty engaging in social activities due to anxiety
- Difficulty structuring your day or getting engaged with daily activities
- When finding it difficult to organise yourself
- When having difficulty coping with stress and emotions
- Following a prolonged or repeated history of absenteeism due to mental health matters
- Following return to work after a period of temporary disability
- Indicators of poor work performance as a result of psychological reasons
- Significant behavioural difficulties affecting work performance
- Specific information regarding the reason for the referral.
- Any available sick leave records, clinic and medical information.
- Job-related information, such as job description, performance reviews, incapacity/disciplinary hearing minutes.
- Contact details of HR practitioner and line manager.
- Signed consent by the employee for the release of above information, willingness to undergo an assessment with indication thereof and release of report.
Concerns regarding consent and confidentiality is discussed comprehensively upfront, as the employer need not be privy to diagnosis, personal and sensitive information. The impact thereof on work performance can however be investigated, monitored and supported.
Occupational therapy focuses on assisting persons with health conditions to cope and function better in their lives. At its heart, it is a very practical profession which is often client-centred, goal-orientated and looks at the whole picture of where you are at in the ‘here and now’. See the attached explanation for more information
There is much overlay between these disciplines when dealing with mental health matters. Often it is helpful to look at practitioners’ additional training and special interests when considering your specific needs. Simply put, occupational therapy is often the practical discipline which focuses on functioning (such as work, social and emotional functioning).
Costs are quoted upfront following an interview and/or screening. Treatment costs may be covered by most medical aids, however certain programmes are not necessarily covered in full. In certain instances, the employer or insurer may cover the costs of certain aspects of rehabilitation to assist with return to work. See terms & conditions .
Given the duration and complexity of assessments, the costs are generally industry-related.