Barriers and Facilitators for Return to Work from the Perspective of Workers with Common Mental Disorders with Short, Medium and Long-Term Sickness Absence: A Longitudinal Qualitative Study

Abstract

Purpose Although common mental disorders (CMDs) highly impact individuals and society, a knowledge gap exists on how sickness absence can be prevented in workers with CMDs. This study explores: (1) workers’ perceived causes of sickness absence; (2) perceived return to work (RTW) barriers and facilitators; and (3) differences between workers with short, medium and long-term sickness absence. Methods A longitudinal qualitative study was conducted involving 34 workers with CMDs. Semi-structured interviews were held at two time-points during their RTW process. The 68 interviews were audio-taped, transcribed and thematically analyzed to explore workers’ perspective on sickness absence causes, RTW barriers and facilitators, and compare data across the three sub-groups of workers. Results Workers reported various causes for their absence, including: (1) high work pressure; (2) poor work relationships; (3) unhelpful thoughts and feelings, e.g. lacking self-insight; and (4) ineffective coping behaviors. According to workers, RTW was facilitated by work adjustments, fulfilling relationships with supervisors, and adequate occupational health guidance. Workers with short-term leave more often reported favorable work conditions, and proactive coping behavior. In contrast, the long-term group reported reactive coping behavior and dissatisfaction with their work. Conclusion Supporting workers with CMDs in gaining self-awareness and regaining control, discussing the value of their work, and creating work conditions that enable workers to do valuable work, seem central for successful RTW and might prevent sickness absence. Supervisors play a key role in enabling workers to do valuable work and further research should focus on how supervisors can be supported in this task.

Towards a better understanding of work participation among employees with common mental health problems: a systematic realist review

“…However, even if organizational circumstances were not analyzed explicitly, we succeeded to identify mechanisms that refer to the role of employers in supporting employees to stay at work (receiving supervisor support, being offered job modifications). This supports the evidence regarding the important responsibility of employers in facilitating employees with CMHP (13,86,91,92). Therefore, more insight into work-related mechanisms and circumstances leading to SAW is needed to develop effective organizational interventions for employees with CMHP (93).…”

Facilitators and Barriers of Return to Work in Working People with Serious Mental Illness: A Qualitative Study

“…The reason was that the RTW is affected by multiple factors related to the work environment and work content, relationships at work and in private life, and professional guidance and intrapersonal factors. 31 According to Johanson et al, the most facilitating factor of the RTW is the close and continuous support with a respectful and equal relationship between the people with SMI and the other people related to them. Such support enabled them to overcome their low self-confidence and increase their self-efficacy regarding RTW.…”

Work and health during the COVID-19 crisis among Dutch workers and jobseekers with (partial) work disabilities: A mixed methods study

“…Di culties emerged both from COVID-19-related health risks and from changes in work because of COVID-19 measures. Although most changes in work were identi ed to be temporary, returning to work for individuals with WD is generally accompanied by di culties such as fear of returning to work, lack of motivation, and non-assertiveness [34]. The long-term effects of the COVID-19 crisis on people with work disabilities, including the impact of prolonged changes in working conditions, have yet to be unravelled.…”