Return to Work

Original Editor - User Name

Top Contributors - Vidya Acharya  

This article or area is currently under construction and may only be partially complete. Please come back soon to see the finished work! (29/06/2022)

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. 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. And a negative impact on work life or unemployment can negatively affect physical and mental health needing more medical consultations.

Work is an important component of quality of life. Studies show that not having a job or experiencing work-related issues are associated with lower self-esteem, less self-efficacy, and a weaker belief in one’s ability to perform or return to the workplace. In contrast, engaging in work life provides many benefits: improved mental and physical health, better social support and financial independence; it is a source of identity and contributes to peoples’ social status.

The persons who are recovering from an illness and returning to work after the sick leave may face many challenges. Many continue to experience ongoing negative consequences of the illness itself or the treatment (including pain, fatigue, and low mood), which may, in turn, affect their daily functioning, including work-related aspects. The ability to maintain or return to work depends, on the health conditions and also is importantly influenced by a person’s physical, social, attitudinal and political environment. It is important to understand the work environment resources which could facilitate or hinder the success of the professional transitions since they represent potentially challenging periods in workers’ careers.

The shortage of skilled workers and the pressure on pensions are cause concerns about the future of the labor market.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.

Risk Factors for Delayed RTW

Barriers:

• 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

Facilitators in the implementation of interventions facilitating work participation of employees with chronic health problems:

• Employer’s motivation to foster work participation
• Information available on best practices
• Funding
• Designating the responsibility for designing support practices to a certain quarter at the workplace
• Finding flexible solutions for performing work tasks
• Educating managers and teams
• Culture of openness
• Respect and trust in employees and their work ethic
• Involving employees in planning work adaptations
• Employees stating their needs clearly

Intervention Strategies

Important components of RTW interventions are RTW coordination, occupational training or conditioning, workplace-based interventions, work accommodations, and contact between the various stakeholders

Common principles for successful return to work:

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.