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The article discusses the reasons behind the ineffectiveness of specialist occupational health (OH) training programmes in providing OH nurses in Great Britain with skills they need in the practice in 2009. It outlines the challenges being faced by nurses who aspire to enter into OH practice. It is said that the dissatisfaction with the system is shown by the absence of requirement for occupational health nursing (OHN) courses to lead to specialist registration. Also cited are the measures that could be taken to enhance the flow of trained students.

This article focuses on the implementation of clinical governance in occupational health (OH) as monitored by the British Healthcare Commission. In essence, clinical governance provides an umbrella under which aspects of quality can be monitored. Patients in the workplace should be offered care with the same assurance of quality that they would get in any other setting. The implementation of clinical governance in OH is not straightforward, but useful resources are available to facilitate it. INSET: IMPLEMENTATION IN A COMMERCIAL HEALTHCARE SETTING: ATOSORIGIN.

An interview with occupational health (OH) nurse Helen Kirk is presented. She talks about how she got involved in the OH nursing profession. She claims that her mother, who is also a nurse, influenced her in entering the nursing profession. She cites her priorities and goals in her current work at Public Health England (PHE) as of April 2015.

The article discusses Great Britain's National Institute of Health and Clinical Excellence (NICE) workplace guidelines on mental health at work. The first guidance project was Promoting Mental Wellbeing, developed by its Public Health Interventions Advisory Committee. The recommendations under the guidance included the management of mental wellbeing, management of risks and supportive management of people. A checklist of occupational health (OH) practitioners and suggestions for professional development of OH professionals are also presented.

The author reflects on the small number of occupational health (OH) nurses holding nurse executive director (NED) posts in Great Britain. The author asserts that the absence of a hospital track record is not a barrier to joining the board of National Health Service (NHS) hospital trusts. She muses that the most ambitious nurses probably do not see OH as the best career development move, possibly because some managers may not see it as core NHS business.