Does work have to be so painful? A review of the literature examining the effects of fibromyalgia on the working experience from the patient perspective

Abstract

Background: Chronic pain conditions, such as fibromyalgia, adversely affect individuals' abilities to work. Aim: The aim of this study was to examine, from the perspective of patients, the effects that fibromyalgia symptoms had on their ability to work, the challenges that they encountered in the workplace that did not foster their continued employment, and the types of modifications to their work or workplace that they thought would facilitate their productivity and ability to work. Methods: A scoping review method, applying techniques of systematic review, was used to conduct a research synthesis of the literature regarding fibromyalgia and work that looked at this issue from the patient perspective. Results: A variety of themes emerged from the analysis and could be broadly categorized into: i) the work experience was a challenging one with which to cope; ii) relationships were strained at work; iii) clinical symptoms had repercussions on subjects' attitudes towards work and the relation to life outside of work; and iv) a variety of possible solutions were considered to help subjects better cope with fibromyalgia and work. Conclusions: Strategies that potentially could foster continued employment of patients with fibromyalgia include those at the micro, meso, and macro levels. Health care providers can support patients' employment goals by collaborating with patients and their employers, dispelling stigma regarding the illness, and providing practical and specific advice regarding workplace accommodations.

Psychometric testing of the Rheumatoid Arthritis Work Instability Scale in employed people with fibromyalgia

“…Phase 1 participants endorsed these items as very relevant. A systematic review confirms their relevance, as common problems reported by working people with FM are pain and fatigue causing work difficulties, reduced work self‐efficacy and job competency (Mukhida et al., 2020). However, research also identifies other factors not captured in the RA‐WIS impacting work instability in FM.…”

“…However, research also identifies other factors not captured in the RA‐WIS impacting work instability in FM. These include the negative impact of FM on occupational identity (Chen et al., 2019; Depelteau et al., 2021; Mukhida et al., 2020); motivation at work (Arnold et al., 2008); reduced social support from friends, and strained relationships at work (Depelteau et al., 2021; Mukhida et al., 2020); as well as concerns about disclosing their condition at work and social stigma associated with FM from colleagues and supervisors (Mukhida et al., 2020). A recent study identified that FM‐related sick leave was not directly related to the condition itself, but rather issues such as commute time, repetitive work movements, work difficulties, job stress, noisy workplaces, limited career progression, and lack of recognition or understanding of FM by managers and co‐workers (Laroche et al., 2019).…”

A feasibility randomised controlled trial of a Fibromyalgia Self-management Programme for adults in a community setting with a nested qualitative study (FALCON)

“…One recommendation for change highlighted from the qualitative study was to include information about FM and employment. Research shows that FM affects a person’s ability to work [ 72 ] with an increased risk of unemployment and frequent need for additional support in the workplace [ 73 , 74 ]. Therefore, the FSMP should be amended to include work-related information.…”

Patients’ Lived Experience in a Multicomponent Intervention for Fibromyalgia Syndrome in Primary Care: A Qualitative Interview Study

“…Moreover, in agreement with the conclusion of a recent review by Ben-Yosef M. et al [ 74 ] “ patients must be encouraged to continue working ”, since evidence suggests that FMS patients who do not leave their jobs show a promising prognosis. In addition, a recent review proposes that healthcare providers support employers with guidance about workplace accommodation [ 75 ].…”