Staying in employment

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Strategies for working and managing your mental health
Introduction
Looking after yourself
Recognising triggers for mental distress
Changes to your job, work environment or working practice
Flexible working
Getting support for workplace strategies
What to say about your mental health at work
Employer support
Other sources of support
Employment support services
Mental health services
Negotiating with your employer
Employers' concerns
The Disability Discrimination Act and other legal rights at work
The Disability Discrimination Act (DDA)
Protection against unfair dismissal
Statutory employment rights
Health and safety
Other statutory employment rights
Contractual rights
Managing financially
Personal finances
Money saving ideas
Extra financial help
Worries about debt
Stopping and returning to work
Making a decision
Skills, abilities and your CV
Volunteering
Training
Self-employment advice
Useful organisations
General information
Workplace disputes and redress
Equalities
Training and career development
Volunteering
Work-life balance
Self-employment
Managing money
Further reading
Appendix – budgeting table

The Royal Bank of Scotland Group has kindly supported the production of this booklet.

For further information to help you understand and manage your money, go to www.rbs.co.uk/face2face

This booklet is for people who experience mental distress, or are living with a mental health diagnosis. It offers a guide to strategies to stay in work or, if that is not possible, to 'stay in the game' sufficiently to regain paid work when the time is right.

Strategies for working and managing your mental health

Experiencing mental distress does not mean an end to working life and it should not have to mean sacrificing your ambitions or the use of your skills. Mental distress can affect work performance, and conversely, problems at work can damage mental health. There is still a lot of discrimination against people with a mental illness diagnosis; however, developments in the law and in employment practices are making it less difficult to fight unfair treatment, and it is often possible to work out a solution that will help you preserve a role in the workforce or maintain skills, and allow you to work when you can.

Introduction

Trying to maintain work duties while struggling with mental health problems can feel overwhelming, if not despairing at times. You may feel you are losing your ability to cope, and you are not sure where or to whom you can turn; however, help is available. There are things that you can do or request assistance with to enable you to overcome feelings of distress and gain control at work.

Looking after yourself

Although, you may ultimately require help from your employer, there are things that you can do yourself to look after your mental health at work, reduce or prevent stress and continue working successfully:

• Make sure you take a lunch break.
• Try and take a walk or get some fresh air during the day – exercise and daylight are beneficial to mental as well as physical health.
• Develop relationships with colleagues.
• Be assertive – say no if you can't take on extra demands.
• Be realistic – you don't have to be perfect all the time.
• If everything starts to feel overwhelming, take a deep breath. Try and get away from your desk or situation for a few minutes – get a drink or go to the toilet.
• Write a list of what needs to be done; it only takes a few minutes and can help you to prioritise, focus and get things in perspective. It can also feel satisfying to tick items off once they have been done.
• Make sure you drink enough water and that you eat during the day to maintain your sugar levels.
• Try not to work long hours or take work home with you.
• If you need a rest (and if it is possible), have a siesta at lunch-time – set your mobile phone alarm or ask a friend to wake you so that you do not worry about sleeping too long.
• Communicate if you need help.

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Recognising triggers for mental distress

Pressure can be positive and help us feel motivated and perform well, but too much can lead to stress.

The Health and Safety Executive define stress as "the adverse reaction people have to excessive pressures or other types of demand placed on them". If the stress is not alleviated, symptoms can develop into physical illness or mental distress, including anxiety and depression.

The symptoms of stress are:

• physical – for example, fatigue, indigestion, headaches, appetite and weight changes, joint and back pain
• psychological – for example, anxiety, tearfulness, feeling low, mood changes, indecision, loss of motivation, increased sensitivity
• behavioural – for example, increased smoking and drinking, withdrawal or aggression, lateness, recklessness.

(See Mind guide to managing stress and Mind troubleshooters: stress for tips on alleviating stress.)

Recognising what causes you stress or mental distress at work, will allow you to look for solutions to deal with it.

Stress can be triggered by a wide range of difficulties outside of work, such as relationship problems, managing work and home responsibilities, debt, ill health, housing problems, or bereavement.

There are also well-recognised causes of stress at work: lack of control over the pace of work and how to get the job done; poor relationships at work, including isolation or bullying; ambiguity or conflicts in a person's role in the organisation; poor working conditions; lack of job security; and organisational change.

If you have a mental health condition you may already know of particular patterns and triggers for your issues; for example, an emotionally demanding time at home, lack of sleep or long hours at work.

Keeping a diary of what happened at work and how you felt or reacted to a situation, can help you identify these triggers, and so look for solutions to deal with them.

If you are finding it difficult to cope or are worried about experiencing stress or other mental health problems then you may wish to visit your GP. There are also many sources of information about stress and mental distress: including Mind's website, MindinfoLine, and the Health and Safety Executive. (See 'Useful organisations' and 'Further reading'.)

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Changes to your job, work environment or working practice

If there is something about your job, the work environment or the way your work is organised that is damaging you or preventing you from working effectively, see what you can do to get it changed. This applies both to people who are working or who are returning to work after sickness absence.

There are some solutions that could apply to the whole organisation, such as the employer introducing policies on bullying or stress at work, running stress-busting or mental health awareness sessions, improving the work environment generally, or developing managers' skills.

"Every other Thursday at 3pm we have a department tea break for about 10 minutes. Each unit takes it in turn to bring in the biscuits. It is a great way to catch up on the gossip and have a laugh. I have got to know people better and feel more relaxed about asking colleagues for information or helping out if we have a big mail out." Mac

Other changes may be individual according to need. To work out what adjustments would be necessary or helpful, think about the work environment, the tasks in your job, how the work is organised, the hours you work, who you report to, the training and supervision you receive, and anything else that affects your ability to do your job. Is there anything that needs to change to enable you to get to work, do your job and maintain your mental health?

These are examples of possible solutions to different situations:

• flexible hours (making use of any existing flexischeme and asking for further flexibility if necessary)
• reduction in hours
• moving to a less noisy work-station or using a dividing screen
• working from home
• agreement to take leave at short notice
• extra training, coaching or mentoring
• change of supervisor
• revision of job description and duties
• training and support to apply for vacancies and secondments in other departments
• stress risk assessment (contact the Health and Safety Executive, under 'Useful organisations')
• debriefing sessions after difficult calls or customers
• social activities with colleagues
• time off for appointments; for example, with a counsellor, or to tackle the external issues that are causing you problems
• mediation if there are difficulties between colleagues
• asking for help from other staff or requesting the use of temporary staff during an especially busy period
• agreeing an action plan with a trusted manager if you think you may experience a mental health crisis or you know what triggers your distress.

There are also things you can do if you are off sick, to help the return to work:

• keeping in touch with colleagues on a social basis
• asking to be put on the mailing list for any staff bulletin or house magazine so that you have the opportunity to get up-to-date with developments
• asking for a gradual return to work over a few weeks on full pay, if it would be helpful after a long absence
• dropping in to work before starting back, to say hello to colleagues and get re-familiarised.

If you are covered by the Disability Discrimination Act your employer may have a duty to make some kind of adjustment like this to enable you to work.

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Flexible working

As flexible working is a solution that can take different forms, and may have an impact on finances and mental wellbeing, this section looks in more detail at the options and the pros and cons.

Flexible working can include flexible hours, locations and contracts:

Flexible hours options

• annualised hours – working varying numbers of hours in different weeks to add up to the contracted hours over the year
• consolidated hours – working longer on some days of the week in order not to have to work on others
• flexitime – working an agreed set of hours, but with some scope for finishing and starting at different times of the day
• staggered hours – employees have different start, break and finish times
• part-time working
• shift working
• time off in lieu – time off for additional hours worked instead of overtime pay.

Flexible locations

• working from home
• working from an external office or base.

Flexible contract options

• job sharing
• temporary contracts
• self-employed contracts
• zero-hours – only working hours as and when they are required by the employer
• term-time contracts (for parents)
• sabbatical or career breaks
• secondments – in the same organisation or in an external one
• temping – agency jobs may require various hours or periods of time.

Some pros of flexible working

• It can help you juggle the needs of dependants and family with work commitments; for example, it can make it easier to accommodate school holidays, teacher development days, sports and special assembly days, tradesmen and deliveries, as well as sickness and appointments.
  "I was so pleased I could watch my daughter perform in her school nativity play. She was so excited and it meant so much to her that I could be there. I was able to leave work one hour early and so didn't have to eat into limited leave." Mel
• It can allow you to build in time to manage your physical and mental health, giving you time to fit in appointments, treatments, therapies or just time off to relax. It is especially helpful if you find certain times of the day or year more difficult to deal with, such as mornings or around the time of anniversaries.
• Flexible working hours can help you achieve a balanced lifestyle, which can be helpful in preventing stress.
  "Fitting my working week into four days allows me to take and pick the kids up from school on Fridays, run a hoover over the house, play badminton and meet my friend for our regular lifeline cappuccino chats, and most likely keep sane." Alma
• Breaks or secondments can allow you to gain new knowledge and skills or refresh motivation. It can also help you manage your mental health.
• Working from home or a nearby office means no or very little travel time.
• Flexible working is useful when coming back to work after a long period of sickness.

Some cons of flexible working

• If consolidating your hours (for example, working a full week in four days) you may find it difficult or very tiring working longer hours on specific days or weeks. It may also interfere with family life.
• If you work unusual hours, you may find yourself working by yourself or with very few people around (although some may find this an advantage).
• You have to remember and keep on top of working patterns including any additional administration such as time sheets and other record keeping.
• You may have to work harder at maintaining information exchanges with colleagues as well as developing relationships.
• Greater effort may be required to keep up-to-date with news and developments.
• Working from home may feel isolating. It may be difficult to switch off. Family and friends may think you are available. There may be safety and insurance issues.
• Temporary work may give rise to feelings of anxiety about trying to fit in and learning new systems quickly, as well as worries about money. It may also be more difficult to apply for a mortgage or when applying for benefits or tax credits.

If you are a parent or a guardian you may have a legal entitlement to request flexible working. If you are eligible under the Disability Discrimination Act, flexible working can be seen as a reasonable adjustment. Please see the section on 'Disability Discrimination Act and other legal rights at work'.

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Getting support for workplace strategies

Unfortunately, discrimination, stereotyping of people with a mental illness diagnosis, and bullying are still common in some workplaces. Whether you are applying for jobs, experiencing difficulties at work, or just sharing life stories with colleagues, you will need to decide what, if anything, to say about your mental health problems.

What to say about your mental health at work

The fears people have of 'disclosing' a mental health problem are real and include the possible impact on promotion or getting the job at all, being stigmatised or bullied, or being dismissed on grounds of incapability.

On the other hand your workplace may be supportive and it may be against your beliefs, or just too stressful, not to be open. If you need any kind of adjustments or support from your employer or colleagues then they will need to know something about your situation.

It is worth working out what you want to say to whom and at what point. It may help you decide if you can find out how others in the organisation have been treated, or what the company's policies are. If you are explaining past problems or a condition that you are managing, then being positive and straightforward is likely to be helpful. If you are having difficulties coping, you will need to weigh up the cost of struggling on against sharing information with someone who may in fact offer personal and practical support. Note: directly lying about a history of mental distress at recruitment could be grounds for dismissal. (Also see 'The Disability Discrimination Act and other legal rights at work'.)

"When my wife left me I felt my whole world had collapsed. I couldn't sleep, spent a lot of time with whisky, and ate little. I tried to carry on. I didn't tell anyone at work for some time. I felt ashamed. I couldn't concentrate, was ratty with colleagues and unable to work properly. People were getting fed up with me. I was starting to wonder if I would lose my job as well. In the end my manager talked with me. I felt bad at first, but I opened up and we talked about time off for me to seek legal advice, get support for me and sort out practical arrangements for the children." Gerald

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Employer support

Many of the strategies set out in the previous section of this booklet need action or agreement on the part of the employer, and there will be different ways of getting support to put them into practice.

Your line manager is most likely to be the person making decisions about your work arrangements. Taking potential solutions to them means you can talk through what could work best for both you and your colleagues. You could build in time into regular supervisions or appraisals if that it is easier.

If that is not possible or appropriate, or you would like to explore the options with someone else first, it might be helpful to talk to other people at work that you trust; for example, a colleague, a member of your human resources department, a welfare officer, occupational health staff, a disability advisor, or a union representative if you have one.

Some employers contract an independent employee assistance programme, which allow employees to phone for confidential advice on any issue (for example, legal, housing, finances, emotional wellbeing) and may offer a number of counselling sessions.

Many employers do offer benefits that may help with your health or mental health, or other kinds of problems outside work. Look at your company's policies and any schemes that they might have in place which might be helpful to you, including staff handbooks, company mental health policies, counselling, mentoring, advisors, complementary and health schemes, training or staff development schemes.

Even if you work a for a small business, such as a local shop, you should still be provided with a contract of employment that includes terms and conditions, and there should be in place basic policies for employees, that include health and safety, and working conditions.

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Other sources of support

Employment support services
Access to Work is a scheme – administered by Jobcentre Plus – that can pay for a wide range of supports to help disabled people get or keep work; for example, changes to work premises, equipment, support sessions and help getting to work. If you have mental health problems that have a significant impact on your working life you may qualify for help under this scheme. Someone from the team will do an assessment with you and your employer to see what assistance is needed.

There are many organisations in both private and voluntary sectors, including local Mind associations, that provide employment support services. Some specialise in working with people with mental health problems, some work with all disabled people, some work with anyone who is disadvantaged in the labour market. As well as helping people to get jobs, many will also work to support people in keeping their jobs by supporting both employees and employers. Many of these organisations will have contracts with Jobcentre Plus, and in any case, your local Jobcentre Plus should know what is provided in your area. (See 'Useful organisations'.)

The focus of these services varies from one to another, and some will be able to support you even if you are not ready to work yet. Types of support can include:

• advising you on your career options and local opportunities
• helping you get your CV up-to-date and apply for jobs
• making you feel more confident about working
• helping you to 'sell' yourself to prospective employers
• advising you about benefits, work and earnings
• advising you on discussing your mental health issues with an employer
• helping you identify any work adjustments that might be necessary
• arranging work trials and volunteer placements
• supporting you and the employer once you are working.

Mental health services
Mental health services, which work with people with more severe mental health problems, are now expected to support people's work ambitions and needs. If you see a psychiatrist, mental health nurse, or social worker you could ask them to help you find support to get or keep a job.

It can be very frightening to feel you are not on top of things and worried about losing control. Getting support for yourself is vital. It can make all the difference. If there is no one in the company you can talk to, try to get support from a family member, friend, counsellor, professional or advisor outside of work. Talk over solutions and get a different perspective on your problems.

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Negotiating with your employer

Many employers have good policies and practices on disability equality and employee support, and will offer, or be receptive to requests for, help or adjustments. However, others are less aware of mental health issues and some may be concerned about the impact of your request on their business. It is worth considering concerns that your employer might have (especially if you are not covered by the Disability Discrimination Act), and how to negotiate a practical solution.

To help your case

• Check out your company's policies.
• Talk to your union representative if you have one.
• Find out if any other employees in your company have negotiated arrangements such as flexible working.
• Think about how your employer might view your request. (If you were in their shoes what issues or concerns might you have?)
• What is the business case for your argument? (See example below.)
• Think how it might affect your colleagues. Can they readily accommodate the change or will it cause difficulties? Is there room for compromise?
• Be solution focused. Don't just state it to your manager as a problem or how it will benefit you.

Employers' concerns
The kinds of concerns an employer is likely to have about changes to working patterns include the effects on operations, customers, costs, other staff, team-working, and management. They will want to know if the benefits outweigh potential adverse effects and whether there are alternative solutions.

Look at information aimed at employers to help you sell your case, such as Business Link www.businesslink.gov.uk, www.cipd.co.uk and www.employersforwork-lifebalance.org.uk.

If you need help to make your case you can go to your union representative or other external sources of support described above.

You could also refer to information about disability rights and health and safety; the Disability Rights Commission and Health and Safety Executive produce resources about good practice aimed at employers and employees. (See 'Useful organisations'.)

Example – selling the case for flexible working
You will need to tailor your own solutions to your individual needs, but – using some examples of flexible working – here are some ideas you could suggest to your employer, to reassure them of the benefits the options could bring to their business and how to manage them.

The business case

• Flexible working patterns could be useful to the employer in meeting seasonal fluctuations, shifts, and maintaining and developing longer opening hours.
• Flexible working could enhance productivity – goodwill increases motivation and loyalty.
• A balanced lifestyle helps prevent stress, and so makes it less likely that employees will need time off for sickness or family concerns.
• Certain jobs are suited to unconventional hours such as ones that involve creativity, writing or figure work – some people find it easier to write at certain  times of the day or produce big pieces of work if ideas are flowing. There may also be fewer distractions if working out of normal office hours.
• Job shares and part-time workers could enlarge the organisation's knowledge and skills pool, as could taking a career break or secondment.
• Career breaks and secondments can also enhance motivation, lateral thinking and positive energy.
• Allowing remote working can free up office space for those who want to work at home or outside of a main office. Communications can now be easily maintained: phones or emails can be seamlessly directed externally, often at a low cost or even for free; Internet and computer facilities can easily be set up anywhere; and tele and videoconferencing can allow people to attend meetings even if they are not there in person.

Managing flexible working issues

• Agree on a trial period.
• Agree to having strict records of work hours.
• Have clear contracts and expectations.
• Have regular supervision meetings whereby the arrangement could be discussed, to see that it's working for both sides.

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The Disability Discrimination Act and other legal rights at work

There are laws against discrimination at work on the grounds of race, gender, age, religion and belief, sexual orientation, and disability.

The Disability Discrimination Act (DDA)

The Disability Discrimination Act (DDA) protects people with long-term mental health conditions as well as those with learning disabilities, physical or sensory impairments, and long-term health conditions such as arthritis, cancer and heart disease. It outlaws direct discrimination and also places a duty on employers to make reasonable adjustments to prevent disabled employees or applicants from being disadvantaged.

If you are protected by the Disability Discrimination Act (DDA) then your employer is required to make reasonable adjustments to aspects of the work place or working practices that put you at a substantial disadvantage.

This is a very important right that can help you stay in work. You may not need any adjustments, but if you do it can make all the difference.

If you have been treated unfairly because of mental health problems you can take your employer to an Employment Tribunal.

For more information or advice about your equality rights contact your union, your local Citizen's Advice or the Commission for Equality and Human Rights. (See the 'Useful organisations' sections.)

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Protection against unfair dismissal

If you have been in your job for one year or more you have the right not to be  dismissed unfairly. For example, if your employer dismisses you because they say you do not do your work properly when they have not explained their expectations or given you any warning, that is likely to be deemed unfair. If your employer says your health means you cannot work when they have not given you a reasonable amount of time to recover or considered alternatives to dismissal, that is likely to be unfair.

If you have been sacked for using (or trying to use) a statutory right, for being pregnant, or for being a member (or non-member) of a trade union, that is automatically unfair and does not need a year's service.

If your dismissal was discrimination under any of the equality laws (see 'Equalities' under 'Useful organisations' for more information), you may have recourse under that legislation and this will not require you to have been in the job for a minimum period.

Statutory employment rights

All employees have certain statutory employment rights, regardless of where they work.

Health and safety
Your employer has a duty of care to you and under 'health and safety' legislation. All workers have a right to work in places where risks to their health and safety are properly controlled, and the employer also has responsibilities to protect employees after returning to work from sickness absence if they have become more vulnerable to risk because of illness, injury or disability. The Health and Safety Executive can provide more information. (See 'Useful organisations'.)

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Other statutory employment rights
There are some key statutory employment rights:

• Working time rules – there is a limit of an average of 48 hours a week that you can be required to work. You must also be allowed at least a 30-minute break for lunch, and at least four paid weeks leave a year.
• Minimum pay – the National Minimum Wage is a legal limit and no one should be paid below it. You can find out the current hourly rate from your union or by calling the National Minimum Wage Helpline on 0845 600 0678. You can also report underpayment to them confidentially and remaining anonymous if you wish.
• Leave and flexible working for parents – there is statutory minimum leave for new parents (including new adoptive parents), and parents have the right to make a formal request to their employer for flexible working and to have that request considered seriously, following specific procedures. (Note: the employer is not obliged to agree to your request, only to consider it.) Contact Working Families for more information – see 'Useful organisations'.
• Statutory sick pay 

Contractual rights

As well as statutory rights you may have additional rights in your contract. For example, your employer may offer a flexi-scheme or occupational health benefits. There will also be a procedure for making complaints and bringing grievances. You should be able to find the information you need from any written contract you have been given, your employer's human resources department (or whoever has this function) or a trade union representative if you have one.

If you think your employer is not treating you fairly and is not meeting their statutory or contractual obligations you can get advice from these sources:

• Your trade union representative
• Your local Citizens Advice
• The relevant equalities commission
• ACAS (Advisory, Conciliation and Arbitration Service)

(See 'Useful organisations' for contact details.)

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Managing financially

If you decide to reduce your hours at your current job, or are easing yourself back into employment slowly and so are not working full-time, you will need to consider how this will affect your finances. You will need to invest some time in weighing up how to balance your outgoings and your income and find out if you are entitled to any extra help, such as benefits.

Personal finances

It can be helpful to carry out a survival budget analysis. How much money do you need each week? (See Appendix and Mind's booklet Money and mental health: looking after your personal finances.)

Money saving ideas
It is useful to think about how you can save on money if you need to cut down on your hours.

• Check shopping bills, credit card and bank statements – mistakes happen.
• Take time to look at your utility, insurance and mortgage arrangements, and whether it would it be cheaper to swap providers. The Internet is especially useful for comparison shopping.
• Watch out for high interest credit cards. Look out for those offering 0% interest for limited time periods, and change cards when the limited period comes to an end (be careful about your credit rating though).
• It can be cheaper to buy things on the Internet (but watch out for security and quality).
• Using cash rather than credit cards helps you think about what you are spending (although credit cards may offer you goods protection).
• Some stores offer 0% instalment finance to help you spread the cost (although check if the item might be more expensive than elsewhere to take account of the 0%).
• Catalogues can help you spread the cost of clothes and household goods, but beware of interest charges.
• Websites such as www.moneysavingexpert.com offer information and advice on budget planning, money saving tips and best available deals.

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Extra financial help

Income support
If you are working less than 16 hours you may be able to claim income support or Jobseeker's Allowance. (See Jobcentre Plus under 'Useful organisations'.)

Tax Credits
If you are on a low income, have a disability or are a parent then you may be eligible to receive extra income in the form of Working Tax Credits. This includes a component for childcare costs.

Child Tax Credits are paid to parents or guardians whether they are working or not.

For more information, contact the Tax Credit Helpline. Packs are also available from HM Revenue and Customs, and Jobcentres. (See 'Useful organisations' for details.)

Additional help if you are receiving tax credits
You may be able to get help with metered water charges, essential house repairs and insulation, and prescription charges.

If you have children over the age of 16 they may be able to receive Education Maintenance Allowance (EMA). This means-tested benefit is money given to help young people continue their studies.

Housing Benefit and Council Tax Benefit
You may be able to gain help with the cost of your rent and council tax if you are on a low income, however any tax credits you are receiving will be taken into consideration as income.

Incapacity Benefit
After 28 weeks of not being able to work because of ill health, you can claim benefit from Jobcentre Plus. A new benefit – Employment Support Allowance – is being introduced to replace Incapacity Benefit. You may be able to do a limited amount of paid work under the "permitted work" rules while receiving these benefits. Check with Jobcentre Plus for the details.

Statutory Sick Pay
If you are off sick and your employer does not have their own sick pay scheme, they must pay you Statutory Sick Pay if you are eligible. This is a state benefit and is payable for the first 28 weeks of absence. You may be entitled to National Insurance contribution credits. These affect your entitlement to other benefits and pensions so it is important to claim them if appropriate. Contact the NI Contributions Office for more guidance (see 'Useful organisations').

For more information on benefits and extra financial help contact your local Citizens Advice office or welfare advisor, or visit: www.adviceguide.org.uk, www.hmrc.gov.uk, www.jobcentreplus.gov.uk.

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Worries about debt

Worrying about debt can take a great toll on mental health. You can find out about how to deal with debt by contacting National Debtline or Moneymadeclear. (See 'Useful organisations'.)

Stopping and returning to work

If you are going through a period of mental ill health you may feel that you will never be able to do your job again, or go back to the place where you experienced a breakdown. However, things may look very different once you are recovering, so it is important to try to secure your work situation, using union help or advice services if necessary.

Making a decision

Some people may be able to work through a period of mental distress and find it aids their recovery – if work feels as though it is the most stable and manageable part of your life, that may be the best strategy, as long as you are capable of it. You could still try to negotiate some changes, or make the most of flexible working.

While it is advisable not to burn your bridges by rushing into giving up a job, some people will decide that this is their best option; for example, because the nature of the work or the organisation makes it impossible for them to maintain their wellbeing. Some people may have no option but to give up work for a period.

If you are unable to continue working because of your health, it is important to gain benefit advice; for example, from Citizens Advice, a welfare advisor, or Jobcentre Plus (see 'Extra financial help' ). You may be asked to participate in a Pathways to Work scheme as part of claiming benefits. (This is planned to cover the whole of Great Britain by 2008.) This scheme involves interviews with an advisor and may provide extra support to help you develop pathways back into work, including help to manage your condition.

When you contact Jobcentre Plus to claim a benefit or enquire about employment support, it is important to be as clear and open as you can about any limits on your capabilities and the kind of support you need. If you think it would be helpful, ask a friend, carer or advocate to go with you to interviews to make sure that you get your views across and that you have all the information you need from the meeting.

If you receive benefits because you are not well enough to work, you may still be able to do some paid work under the "permitted work rules" with the agreement of Jobcentre Plus. You can get more information from a welfare rights advisor, Jobcentre Plus, or an employment support agency about how this could apply to you. (See 'Other sources of support' ).

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Skills, abilities and your CV

Whether you are looking for work or in a job already, it is worth reflecting on your skills and how you would like to progress, and keeping your CV (curriculum vitae – an account of your education and employment history and abilities relevant to work) up-to-date. Employers may not want to see your CV as they often provide their own application forms. However, preparing one will help you recognise the skills you have, think about progressing, and make it quicker and easier to fill in application forms.

When you write your CV, spell out your competencies – what you are able to do – not just qualifications and job titles. Consider all your activities that are relevant to abilities at work; for example, community involvement, voluntary work or courses you have taken. Then think about the skills that they demonstrate; for example, team-working, managing a project, communicating with different people, or being accurate with figures. Also think about any specialist knowledge you may have, including that gained from education, hobbies and interests.

It may be helpful to do this with a friend or someone else who knows you, as they may recognise talents that you take for granted or remember things that you have forgotten. Someone who is up-to-date with recruitment practices would also be helpful, whether an informal contact or an advisor.

If there are skills you need to acquire, maintain or update in order to get the kind of job you want, you could consider training or voluntary work. These could also provide a good opportunity to try out different work options, if your past experience of work has contributed to mental health problems, or you want a change of direction or employer.

"I couldn't see myself going back to work at first. I found it difficult communicating with colleagues. I enjoyed some IT courses I went on at a local mental health group. I now work a few hours each week from home, updating information on the group's website." Tel

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Volunteering

If you are out of work, volunteering can simply help you get into the routine of working again without taking on all the demands of paid work. Success will feed your confidence as well as being good for your CV. If you are in work, volunteering can be a good way to use talents that your current job does not tap and help your mental health and work-life balance.

Local Mind associations often provide sources of volunteering opportunities. (call MindinfoLine for your local branch). You could also check your local volunteer centre and www.do-it.org.uk.

Training

You can get information about training and other educational courses from Learn Direct or local colleges. Life Long Learning can advise you on the financial help available for taking courses and it is also possible to get Career Development Loans (see 'Useful organisations').

Self-employment advice

If you are considering self-employment you can get information from your local Business Link or National Federation of Enterprise Agencies (see 'Useful organisations'). Also check out Mind's booklet Money and mental health: starting your own business.

Whatever route you decide to take with regards to your employment, always remember that you have a lot to offer and there are many different ways to 'stay in the game' until you feel ready to work again.

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Useful organisations

General information

Citizen's Advice Bureaux (CAB)
web: www.adviceguide.org.uk
For free, confidential and independent advice, including about rights and benefits. See the phone book or the CAB website for your local office

Jobcentre Plus
web: www.jobcentreplus.gov.uk
Information about benefits and employment support

DirectGov
web: www.direct.gov.uk
Information on all public services, including employment rights and services, and financial help

Workplace disputes and redress

ACAS (Advisory, Conciliation and Arbitration Service)
tel: 020 7210 3613 tel: 0845 747 4747 (confidential helpline) minicom: 0845 606 1600
web: www.acas.org.uk
Aims to improve organisations and working life through better employment relations

Employment Tribunals
Public enquiry line 0845 795 9775
web: www.employmenttribunals.gov.uk
Hears cases about unfair treatment and discrimination at work

Health and Safety Executive
infoline: 0845 345 0055
web: www.hse.gov.uk
Protects people's rights at work to a safe and healthy work environment

Trades Union Congress
tel: 020 7636 4030
web: www.tuc.org.uk
web: www.worksmart.org.uk (microsite for employee issues) Campaigning for workers rights

Equalities

Age Positive Team
(Department for Work and Pensions)
tel: 0113 232 4444
web: www.agepositive.gov.uk
Promotes a mixed-age workforce and provides useful information on employment and job seeking

Commission for Equality and Human Rights
web: www.cehr.org.uk
Open from October 2007, taking over the work of the CRE, DRC and EOC (below) and championing all equality rights

Commission for Racial Equality (CRE)
tel: 020 7939 0000
web: www.cre.gov.uk
(Operating until October 2007 only)

Disability Rights Commission (DRC)
tel: 08457 622 633 textphone: 08457 622 644
web: www.drc-gb.org
Includes mental and physical health conditions
(Operating until October 2007 only)

Equal Opportunities Commission (EOC)
tel: 0845 601 5901
web: www.eoc.org.uk
(Operating until October 2007 only)

Trades Union Congress
tel: 020 7636 4030
web: www.tuc.org.uk
web: www.worksmart.org.uk (microsite for employee issues)
Campaigning for workers rights

Training and career development

Career development loans
advice line: 0800 585 505
web: www.direct.gov.uk/cdl
Personal loans from participating banks that may be able to pay for course and other costs if you cannot afford them and cannot get financial help elsewhere

Learndirect Advice
helpline: 0800 100 900
web: www.learndirect-advice.co.uk
A free, impartial and confidential service for adults looking for information and advice on courses and careers

Life Long Learning
web: www.lifelonglearning.co.uk
Information about the financial help available for those aged 19 and over in England undertaking any kind of learning

Volunteering

do it!
www.do-it.org.uk
Website featuring thousands of voluntary opportunities and information about becoming a volunteer

Work-life balance

Employers for Work-Life Balance
tel: 020 7004 7200
web: www.employersforwork-lifebalance.org.uk

Working Families
tel: 020 7253 7243 tel: 0800 013 0313 (free legal advice for low income families)
web: www.workingfamilies.org.uk
Work-life balance organisation for parents and carers, including information and
advice on employment rights, in-work benefits and negotiating with employers

Self-employment

National Federation of Enterprise Agencies (NFEA)
tel: 01234 831 623
web: www.nfea.com
This organisation has a network of enterprise agencies across England that offers business start up advice, training and support. To find your nearest NFEA organisation see their website

The Small Business Service (including Business Link)
helpline: 0845 600 9006 (Mon to Fri 8am to 8pm) minicom: 0845 606 2666
web: www.businesslink.gov.uk
The Small Business Service is a government agency providing general information on all aspects of starting up a small business. Their Business Link website is particularly useful. Their UK network of local providers give independent and impartial advice

Managing money

HM Revenue and Customs
web: www.hmrc.gov.uk
Their website will direct you to the exact department you need to contact, or your local HMRC centre (can also be found in the phone book)

Moneymadeclear
helpline: 0845 606 1234 minicom: 0845 730 0104
web: www.moneymadeclear.fsa.gov.uk
Easy-to-use information from the Financial Services Authority (the UK's financial watchdog) to help you manage your money

Money Saving Expert
web: www.moneysavingexpert.com
Tips on budgeting and saving money

National Minimum Wage Helpline
tel: 0845 600 0678 minicom: 0845 915 3296

National Insurance Contributions
web: www.hmrc.gov.uk/nic
Lists everything to do with NI contributions and their offices, and further useful contacts

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Further reading

Mind factsheets

Benefits for people with mental health problems
Seeking employment

Mind booklets

How to assert yourself (Mind 2006)
How to deal with bullying at work (Mind 2004)
Mind troubleshooters: stress (Mind 2006)
Money and mental health: looking after your personal finances (Mind 2006)
Money and mental health: starting your own business (Mind 2006)
Mind guide to managing stress (Mind 2006)
Mind guide to surviving working life (Mind 2006)

Other publications

The big book of benefits and mental health 2006/07 J Stenger (Neath Mind 2006)

For a catalogue of publications that can be purchased from Mind, send a request with your address details to: publications@mind.org.uk or call 0844 444 4448.
Visit the online shop to see details of all the publications stocked.

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Appendix – Budgeting table

This is just a guide to see what sort of costs you should be considering. You're circumstances may mean that you have to adapt this table to suit your own particular needs. If you have access to and feel confident using a computer, it may be useful to set up a spreadsheet, so that you can change the items or costs as your circumstances change.

This booklet was written by Alison Cobb and Kaaren Cruse. © Mind 2007
ISBN 9781903567791
No reproduction without permission