“Dis-able bodied” or “dis-able minded”: stakeholders’ return-to-work experiences compared between physical and mental health conditions

Vossen, Emma; Gestel, Nicolette van; Heijden, B.I.J.M. van der; Rouwette, E.A.J.A.

doi:10.3109/09638288.2016.1172675

Cited by 4 publications

(5 citation statements)

References 39 publications

(67 reference statements)

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“…Denmark adopted the flexicurity model (Madsen 2013) which provides low job protection but greater protection from the social insurance system in the event of unemployment or disability, and research has suggested that this model actually improves employment participation of workers with chronic disease (Pedersen et al 2012). Despite the ability of Danish employers to terminate disabled workers, one study comparing experiences in Denmark and the Netherlands found that several Danish employers did not terminate their disabled employees even if they could, and the authors suggest that mandatory rules for maintaining the employment relationship may lead to early return to work for the Dutch employees but also increase distrust that may impair the employment relationship and the sustainability of return to work (Vossen et al 2017). Beyond the legislative protections against unjust dismissal, presence of a trade union whose role is to protect workers' job security may affect the behavior of all participants in a return to work process.…”

Section: Rules Governing Employer-employee Relationsmentioning

confidence: 99%

“…One study found that such adjustments are more likely to be made by the self-employed and are less accessible to employees (Fleischmann et al 2018), which suggests that those workers with greater control over their own working conditions, and their working time, are more likely to successfully continue in the workforce after a diagnosis of chronic disease. Another study underlined the importance of adapting to the needs of those suffering from specific chronic illnesses, pointing out that incentives designed to promote return to work of those suffering from physical problems required different strategies than for those suffering from mental health problems (Vossen et al 2017).…”

Section: Introductionmentioning

confidence: 99%

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Regulatory Contexts Affecting Work Reintegration of People with Chronic Disease and Disabilities

Lippel¹

2020

Handbook of Disability, Work and Health

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This international overview of regulatory issues that determine the context in which work reintegration takes place provides tools for researchers and practitioners. We first address the relevance of legal rules for the science of work disability prevention, underlining the importance of local regulatory protections and processes when developing measures that aim to predict return to work and examining the ways in which these rules affect behaviors of participants in work reintegration processes. We then look at categories of legal rules that have an impact on employers, healthcare providers, insurers, and workers with chronic disease and disabilities who try to return to their pre-injury employment or to K. Lippel (*) Faculty of Law (Civil Law Section),

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Section: Rules Governing Employer-employee Relationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Regulatory Contexts Affecting Work Reintegration of People with Chronic Disease and Disabilities

Lippel¹

2020

Handbook of Disability, Work and Health

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“…Although it is essential to maintain the right to refrain from disclosing the diagnosis certifying sick leave to employers, the flow of information between different stakeholders regarding workability should be facilitated. This is especially important since GPs work capacity assessments are highly complex, to a large extent tacit [43], and since stakeholders´divergent assessments of work capacity and sickness certification may lead to contradictory messages that hamper recovery [44] or resistance towards an early return [45]. In this study, GPs were identified as having a pivotal role as gatekeepers for sick leave, while simultaneously lacking the appropriate knowledge of their patient's workplace, which mirror NAV caseworkers perspective of GPs [46].…”

Section: A Shift Towards Workabilitymentioning

confidence: 98%

“…workplaces) are given the responsibility of regulating or governing themselves has elsewhere led employers to assume disciplinary roles previously filled by government or compensation board personnel [40]. Imposing the responsibility for return-to-work to the 'ecology' of each local workplace may undermine the policy's original intent [40], and it has been suggested that increasing employers' role in return-to-work follow-up should not occur without simultaneously providing employees support [45]. The results of the present study indicate that many supervisors could gain from additional competence and support as the responsibility of attending to sick leave and return-to-work occasionally falls heavy on many of them.…”

Section: The Burden Of Responsibilitymentioning

confidence: 99%

Work as an arena for health—Supervisors’ experiences with attending to employees’ sick leave and return-to-work process

2023

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Background Supervisors play a pivotal role in the sick leave process. Although responsibility for sick leave and return to work follow-up is increasingly placed on the workplace in Norway, few studies have explored supervisors’ experiences. This study aims to explore supervisors´ experiences with attending to employees’ sick leave and return to work process. Methods This study consists of individual interviews with 11 supervisors from diverse workplaces that was analysed thematically. Results The supervisors emphasised the value of presence at the workplace, the need for them to obtain information and uphold dialogue, considering individual and environmental influences on return-to-work and allocating responsibility. Investing time and money was crucial to prevent or reduce the negative impact of sick leave. Conclusions The supervisors’ perception of attending to sick leave and return-to-work largely reflect Norwegian legislation. However, they find obtaining information and managing responsibility challenging, suggesting that their responsibilities for return-to-work are perhaps disproportionate to their knowledge on attending this process. Individualised support and guidance on how to develop accommodations based on the employee´s workability should be made available. The reciprocal nature of follow-up described also reveals how the return-to-work process is enmeshed with (inter)personal considerations possibly resulting in unequal treatment.

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“…economy) [ 26 ], fear of stigma or distrust in the validity of their illness (e.g. because stress is not unambiguously perceived as an objectively validated illness) [ 27 28 ], possible disputes about their diagnosis [ 29 ], and professionals’ difficulties in determining future work capabilities [ 26 28 30 ].…”

Section: Introductionmentioning

confidence: 99%

Developing Interpersonal Trust Between Service Users and Professionals in Integrated Services: Compensating for Latent Distrust, Vulnerabilities and Uncertainty Shaped by Organisational Context

et al. 2021

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Introduction: Studies show a need for trust between stakeholders in integrated services. However, few studies have investigated how trust develops between stakeholders on a micro-level. In a Danish intersectoral intervention for persons on sick leave due to common mental disorders, we explored why trust is needed and how trust is developed between micro-level stakeholders. Methodology: The qualitative study was based on 12 observations of inter-organisational meetings, 16 interviews with service users, 24 interviews with health care professionals and employment consultants, and 8 interviews with supervisors. The analysis was guided by the theoretical concepts (dis-) trust, vulnerability and uncertainty. Results: Latent distrust between involved organisations, and vulnerabilities and uncertainties related to employment consultants’ statutory power over service users caused a perceived need for interpersonal trust. Time to establish knowledge-based relationships, healthcare professionals’ caring approach, and creating a feeling of sharing interests were compensating trust-building strategies that were often regarded as positive. Discussion and conclusion: Trust in personal relationships between stakeholders appeared to compensate for contextually shaped distrust, vulnerability and uncertainty. Identifying latent distrust, vulnerabilities, uncertainties, and power structures might be key to improving trust-building strategies in a specific context. The time-consuming process of trust-building between micro-level stakeholders should be supported structurally.

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“Dis-able bodied” or “dis-able minded”: stakeholders’ return-to-work experiences compared between physical and mental health conditions

Cited by 4 publications

References 39 publications

Regulatory Contexts Affecting Work Reintegration of People with Chronic Disease and Disabilities

Regulatory Contexts Affecting Work Reintegration of People with Chronic Disease and Disabilities

Work as an arena for health—Supervisors’ experiences with attending to employees’ sick leave and return-to-work process

Developing Interpersonal Trust Between Service Users and Professionals in Integrated Services: Compensating for Latent Distrust, Vulnerabilities and Uncertainty Shaped by Organisational Context

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