Some SCAD patients will be able to return to work with no problems. Others will need to do a phased return. And, for some, the type of work, work pattern or stress level may make it harder or impossible to return.

Returning to work after a SCAD can be very daunting and you’ll no doubt have lots of questions, including how soon you can return, how you’ll know when you’re ready, what happens if you struggle with the work or hours and what support your employer can provide.

There are a number of factors to consider, including the type of work you do (physical/sedentary), whether you have to commute or can work at home, whether you are employed or self-employed, whether you have ongoing symptoms and your relationship with your employer. 

You may find it helpful to have a discussion with your healthcare provider (GP/cardiologist) about any restrictions they recommend. Think about any ongoing treatment you’re having, such as cardiac rehab sessions or appointments, and whether you want to complete these before returning to work. There are some questions you could consider on our Returning to work information sheet – complete the Downloads form to get this.

Watch this video, too, for some helpful information from Harriet Mulvaney, SCAD patient and former HR Director, about working after SCAD.

Returning to work after SCAD

Once you have a timeframe in mind for returning to work, speak with your employer. See the Returning to work information sheet for some suggested discussion points, including hours and duties. Your employer may have an occupational health team they can use to help support your return to work and devise a return to work plan. 

If you’re self-employed, there may be different aspects to consider, such as a bigger financial incentive to return to full-time hours more quickly. It’s important to be realistic about what you can do and pace yourself. 

Think about how you will manage stress once you’re back at work. As SCAD patients we need to try and avoid excessive stress as much as possible, so discuss this with your line manager and highlight any potential concerns or issues you have and how these may be best managed.

Be aware of others’ expectations of you, too. When returning to work on reduced hours it can be easy to get swept back into your full day-to-day role and often colleagues or customers can forget you’ve been unwell and that you’re working reduced hours. It can be helpful to use your out-of-office and voicemail message to let people know you are currently working reduced hours and will get back to them when you are able to.

For an example return to work plan, fill in the Downloads form to get our information sheet.

Your employer’s role

How your employer will handle your return to work will depend on the culture of your organisation. In general, your HR team or manager will want to discuss things such as how your SCAD (and any other health issues) may impact your role, what they can do to help you return to work and whether those adjustments are feasible.

HR has a dual role – to minimise risk to the company and to look after your wellbeing/treat you fairly. For more detail download our information sheet.

What if a return to work is not possible?

Where all reasonable efforts to return to work have drawn a blank and your employer cannot accommodate any adjustments for valid business reasons, your employer can inform you of the likelihood of dismissal. A fair process must be followed and you must be given your contractual notice and holiday pay. You should be notified of your right to appeal and how to go about starting that process.

Some employers may be open to entering a ‘settlement agreement’ with you. This is a voluntary agreement reached between employer and employee, outside of any disciplinary or performance management process, usually with a sum of money paid to the employee that brings the employment relationship to an end.

REMEMBER, you are an asset to your employer!

The sooner you are back and working at your full potential the better for your employer. You’re the best at being you. Building your strength back up can be a more sensible strategy than going straight back to work. Recruiting and training a new employee is costly. This, along with the lost productivity waiting for a new employee to get up to speed, will mean it’s much more effective for your employer to support you in returning if they can.

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FAQs

Some SCAD patients will be able to return to work with no problems. Others will need to do a phased return. And, for some, the type of work, work pattern or stress level may make it harder or impossible to return.

Returning to work after a SCAD can be very daunting and you’ll no doubt have lots of questions, including how soon you can return, how you’ll know when you’re ready, what happens if you struggle with the work or hours and what support your employer can provide.

Complete our Downloads form above to request our Returning to Work Information Sheet.

How your employer will handle your return to work will depend on the culture of your organisation. In general, points your HR team or manager will want to discuss are things such as how your SCAD (and any other health issues) may impact your role, what they can do to help you return to work and whether those adjustments are feasible.

HR has a dual role – to minimise risk to the company and to look after your wellbeing/treat you fairly. Complete our Downloads form above to request our Returning to Work Information Sheet.

Where all reasonable efforts to return to work have drawn a blank and your employer cannot accommodate any adjustments for valid business reasons, your employer can inform you of the likelihood of dismissal. A fair process must be followed and you must be given your contractual notice and holiday pay. You should be notified of your right to appeal and how to go about starting that process.

Some employers may be open to entering a ‘settlement agreement’ with you. This is a voluntary agreement reached between employer and employee, outside of any disciplinary or performance management process, usually with a sum of money paid to the employee that brings the employment relationship to an end. Complete our Downloads form above to request our Returning to Work Information Sheet.