Return to Work: Difference between revisions
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== Introduction == | == Introduction == | ||
Health conditions that affect working-age people can have a significant impact on their ability to maintain or find employment, which could put the families' financial security at risk.<ref>Foitzek N, Ávila CC, Ivandic I, Bitenc Č, Cabello M, Gruber S, Leonardi M, Muñoz-Murillo A, Scaratti C, Tobiasz-Adamczyk B, Vlachou A. [https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5923637/#B6-ijerph-15-00595 What persons with chronic health conditions need to maintain or return to work—Results of an online-survey in seven European countries. International journal of environmental research and public health.] 2018 Apr;15(4):595</ref> Chronic diseases (cardiovascular diseases, diabetes, cancer, musculoskeletal diseases), accidents and injuries and mental diseases may result in absenteeism and reduced productivity, persistent disability and reduction of income, social exclusion and material deprivation for the families involved.<ref name=":0" /> And a negative impact on work life or unemployment can negatively affect physical and mental health. | |||
The shortage of skilled workers and the pressure on pensions are | The shortage of skilled workers and the pressure on pensions are cause concerns about the future of the labor market.<ref name=":0">Silvaggi F, Eigenmann M, Scaratti C, Guastafierro E, Toppo C, Lindstrom J, Rantala E, Imaz-Iglesia I, Barnfield A, Maassen A, Leonardi M. [https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7037802/ Employment and chronic diseases: Suggested actions for the implementation of inclusive policies for the participation of people with chronic diseases in the labour market.] International Journal of Environmental Research and Public Health. 2020 Feb;17(3):820.</ref>Investing in healthcare and welfare policies is necessary to ensure the long-term viability of social security systems for the working-age population. | ||
Many countries have a "quota system" that allocates a percentage of jobs to people with chronic diseases to help employees retain their jobs if they develop an illness while employed.<ref name=":0" /> | Many countries have a "quota system" that allocates a percentage of jobs to people with chronic diseases to help employees retain their jobs if they develop an illness while employed.<ref name=":0" /> | ||
== Risk Factors for Delayed RTW == | == Risk Factors for Delayed RTW == | ||
* Lack of motivation among managers | |||
* Lack of knowledge among managers on | |||
* employees having health problems | |||
* the capability of individuals with chronic health problems to continue working | |||
* to what extent workplace can intervene in employees’ health concerns | |||
* Lack of funding and resources | |||
* -Lack of communication within work community | |||
* Prejudice and stigma associated with health problem | |||
* Employees fear sharing their health problems | |||
* Supporting RTW/work participation difficult if disease is not detected or treated early on | |||
== Intervention Strategies == | == Intervention Strategies == | ||
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Introduction[edit | edit source]
Health conditions that affect working-age people can have a significant impact on their ability to maintain or find employment, which could put the families' financial security at risk.[1] Chronic diseases (cardiovascular diseases, diabetes, cancer, musculoskeletal diseases), accidents and injuries and mental diseases may result in absenteeism and reduced productivity, persistent disability and reduction of income, social exclusion and material deprivation for the families involved.[2] And a negative impact on work life or unemployment can negatively affect physical and mental health.
The shortage of skilled workers and the pressure on pensions are cause concerns about the future of the labor market.[2]Investing in healthcare and welfare policies is necessary to ensure the long-term viability of social security systems for the working-age population.
Many countries have a "quota system" that allocates a percentage of jobs to people with chronic diseases to help employees retain their jobs if they develop an illness while employed.[2]
Risk Factors for Delayed RTW[edit | edit source]
- Lack of motivation among managers
- Lack of knowledge among managers on
- employees having health problems
- the capability of individuals with chronic health problems to continue working
- to what extent workplace can intervene in employees’ health concerns
- Lack of funding and resources
- -Lack of communication within work community
- Prejudice and stigma associated with health problem
- Employees fear sharing their health problems
- Supporting RTW/work participation difficult if disease is not detected or treated early on
Intervention Strategies[edit | edit source]
Important components of RTW interventions are RTW coordination, occupational training or conditioning, workplace-based interventions, work accommodations, and contact between the various stakeholders[3]
Common principles for successful return to work[3]:
1. The workplace has a strong commitment to health and safety, which is demonstrated by the behaviours of the workplace parties.
2. The employer makes an offer of modified work (also known as work accommodation) to injured/ill workers so they can return early and safely to work activities suitable to their abilities.
3. RTW planners ensure that the plan supports the returning worker without disadvantaging co-workers and supervisors.a
4. Supervisors are trained in work disability prevention and included in RTW planning.
5. The employer makes early and considerate contact with injured/ill workers.
6. Someone has the responsibility to coordinate RTW.
7. Employers and health-care providers communicate with each other about the workplace demands as needed, and with the worker’s consent.
8. The worker has access to multidisciplinary resources (including clinical interventions for the management of pain, disability, depression and poor expectations for recovery), where necessary, working in combination with the other stakeholders.
Resources[edit | edit source]
References[edit | edit source]
- ↑ Foitzek N, Ávila CC, Ivandic I, Bitenc Č, Cabello M, Gruber S, Leonardi M, Muñoz-Murillo A, Scaratti C, Tobiasz-Adamczyk B, Vlachou A. What persons with chronic health conditions need to maintain or return to work—Results of an online-survey in seven European countries. International journal of environmental research and public health. 2018 Apr;15(4):595
- ↑ 2.0 2.1 2.2 Silvaggi F, Eigenmann M, Scaratti C, Guastafierro E, Toppo C, Lindstrom J, Rantala E, Imaz-Iglesia I, Barnfield A, Maassen A, Leonardi M. Employment and chronic diseases: Suggested actions for the implementation of inclusive policies for the participation of people with chronic diseases in the labour market. International Journal of Environmental Research and Public Health. 2020 Feb;17(3):820.
- ↑ 3.0 3.1 Cancelliere C, Donovan J, Stochkendahl MJ, Biscardi M, Ammendolia C, Myburgh C, Cassidy JD. Factors affecting return to work after injury or illness: best evidence synthesis of systematic reviews. Chiropractic & manual therapies. 2016 Dec;24(1):1-23.
