As employer, the organisation has a responsibility to provide follow-up for personnel and their families and to support reintegration. The organisation should have a system for on-going follow-up, assessment and treatment. The system should be designed to detect employees that need help and offer individually adjusted support measures. The routines must be standardised and a part of the organisation’s OH&S-routines.

Recognition and considerate leadership
Management should recognise and praise personnel for their efforts as part of the organisation’s staff follow-up. Personnel must be provided with clear information about their organisation’s psychosocial support processes. This can be included in the organisation’s HR-routines, e.g. as a part of an introductory course where personnel are presented with additional information about psychosocial wellbeing, common stress- and risk factors, reactions and adaptive coping mechanisms.

After action review (AAR)
An after action review focuses on the mission, not the individual. The purpose is to describe the mission, what went well, what could have been done differently as well as who needs to be informed about this.

Group sessions
Personnel can be invited to an informal group session to discuss topics such as:

  • Motives and expectations
  • Experiences
  • Ethical dilemmas and solutions
  • Connection with loved ones at home and the challenges around returning home
  • Own level of functioning
  • Thoughts about trust and hopes for the future

Follow-up and assessment of health
Health assessment and screening should be tailored to individual needs based on risk and critical incidents during deployment while considering what the individual (or team) has been exposed to.

Other support
The organisation should anticipate personnel need for financial support, legal advice, insurance coverage and employment.