Signed off with stress

As someone who was signed off with stress for 2 weeks some years ago I must admit to being slightly disappointed to read your post.  The employee needs to eat, his children need to be brought and fetched from school, his family cannot put their life on hold because he's signed off as sick just as they wouldn't if he'd broken a leg or undergone a major operation.  Activities such as the school run (if it can be done easily) might count as a recouperative activity which could actually help with his recovery.  Perhaps he didn't have the chance to do this prior to his illness and feels it's something he would have liked to do.  For my part I spent time with my mother and did some activities which I wouldn't ordinarily do on a weekday since I would be working.  The time to look at a return to work is nearer to when the fit note expires and the doctor has assessed the employee's ability to return.  Please save the heavy-handed approach for when there is due cause for concern.  In my case the two week break largely helped with my recovery, the same might apply to your employee. 

First of all I wouldn't be surprised that you didn't know about this guy's anxiety. Any stress reaction is still considered a sign of failure & my experience as a stress management coach is that people hide it in case it puts their job at risk. Anxiety & depression are now a big problem for businesses & you cannot argue with a GP.  Also he may be able to cope with the kids & shopping but something is happening at work which he can't cope with. You could even look on it that he could be back soon & being out with the kids is a good part of his therapy. I've had experience of people who've been in a clinic for 2-3 months with anxiety & are nowhere near improved enough to come back to work when they do. Anxiety is an illness. Their employers didn't know how sick they were.  I think it's a good idea for his manager to call but not to check up, ridicule or accuse but to show care & support & ask if there's anything the company can do. When he's back you could also see him & develop an action plan to prevent this happening again. Employers have a responsibility under the Health & Safety at Work act to protect staff from stress & just asking what they can do to help can really aid their recovery.  The CIPD has recently launched a useful guide 'Work-related stress. What the law says' if you need more information or I'm happy to have a chat with you

Perhaps a slightly different view: I wonder how much of the obvious frustration coming out in your initial question and subsequent response is about your desire to get the fraud investigation completed as it is how to handle his absence. Would your question and current response be different if the fraud investigation was not taking place?

If so: then I’d act towards him as you would without the investigation - taking into account Susan’s and Clare’s advise. You just then need to resolve your own reaction to not necessarily being able to resolve the fraud.

If not: then I’d still follow Susan’s and Clare’s advice. Until you have any real evidence to the contrary then I agree with Susan – the evidence by way of the Dr's note suggests he’s finding something at work stressful. Adding to that stress won't resolve the situation.

I agree with all of the advice laid out above, but feel you need to be really careful about making assumptions.  Many people who are completely innocent but were the last person to handle financial information implicated in a fraud case involving the police may too feel pretty anxious and stressed. 

The employee's reaction doesn't automatically indicate guilt, but it is apparent to me that you believe this employee to be "guilty before proven innocent"!  There's no wonder then that the employee has failed to seek support for his stress or anxiety if that is the culture within the organisation.  I too may think twice in similar circumstances!

Have you conducted a wellbeing telephone call just to see how the employee is doing?  Have you pointed them towards some form of support service e.g. an EAP if your organisation provides one?  Have you sent them a letter to acknowlede receipt of the fit note, make sure they know they are supported and who to contact for further help?

I would suggest your focus at this stage should be to provide support necessary to the employee and help him get back on track, regardless as to whether you suspect his involvement in the fraud.  After all, unless the police tell you otherwise, they are at this stage only your suspicions.