Reading the early signals of impaired judgement
Repeated omissions and unusual decision rework warrant a supportive conversation about demands, not an amateur medical assessment.
The performance question
A missed attachment or changed view can have many explanations. Look for a pattern in the work and ask what has changed in workload, information quality or support. Avoid using a colleague’s manner, age or disclosure as a proxy for capability.
What the evidence supports
HSE identifies memory lapses and reduced attention as possible fatigue effects and advises tackling stress problems early. These signs are not diagnostic tests, and the guidance does not let an employer infer a medical condition from routine errors.[1][2]
A practical approach
Raise concrete examples privately, ask whether current demands are manageable and agree an immediate work adjustment if needed. Review briefing quality and conflicting priorities as well as hours. Offer occupational health or other appropriate support. If an error creates immediate danger, follow the established safety escalation route.
How to review progress
Check the agreed adjustment and the quality of the affected work at a scheduled conversation. Keep personal information restricted to those who need it. Escalate persistent concerns through fair capability or clinical support processes as appropriate, rather than maintaining an informal watch list.
Sources and references
- Human factors: Fatigue Opens in a new tab
Health and Safety Executive
Why fatigue matters and key principles for managing working hours
- Work related stress and how to manage it Opens in a new tab
Health and Safety Executive
Overview: employer duties and six areas of work design