When managing the health of an employee, one of the biggest areas of possible contention is that of Consent. There can be a real issue around gaining the consent of the employee to share the contents of a report with either HR or with their Line Manager.
The Nursing and Midwifery council (NMC) code states that a nurse must respect an employee’s right to confidentiality and that information must not be disclosed about a person without their consent. It must be appreciated that if a nurse breaches that confidence they risk losing their license to practice.
It is worth remembering the following:
Under ‘common law’ employers have a duty of confidence to employees, just as nurses do to their clients. Confidentiality can only be breached if:
In our experience, less than 2% of employees who are referred for Employee Health Management refuse their consent. Approximately 5% of employees ask for the report not to be shared with their Line Manager but are happy for it to be released to HR.
Our Nurse Case Managers have the experience and training that helps them to overcome disclosure objections. They can:
The barrier to gaining consent is generally related to fear; fear of dismissal, fear of ridicule, fear of being a nuisance and sometimes fear of what a diagnosis might bring. Our skilled NCM’s can allay these fears. They can explain how the law can protect individuals with long term medical conditions, point the employee to support groups and charities, and simplify medical jargon. They are also very useful in mediation with HR.
They can help the employee to re-engage with the workplace, which almost always is a much cheaper and a much more responsible alternative to turning straight to dismissal.
Medical Confidentiality and the issues of gaining consent to share information can be a problem, but doesn’t need to be a barrier.
Head of Client Relations