How Can Supervisors Contribute to the Return to Work of Employees Who have Experienced Depression?

Abstract

Background In Western countries, work disability due to depression is a widespread problem that generates enormous costs. Objective The goal of this study was to determine the types and prevalence of supervisor contributions during the different phases of the return-to-work (RTW) process (before and during the sick-leave absence, and during the RTW preparations) of employees diagnosed with depression. Moreover, we sought to determine which contributions actually facilitate employees' RTW, and to identify the work accommodations most frequently implemented by supervisors at the actual time of their employee's RTW. Methods Telephone interviews were conducted in Québec (Canada) with 74 supervisors working with employees who were already back at work or still on sick leave due to depression. A sub-sample of 46 supervisors who had already taken measures to facilitate their employees' RTW was questioned about the work accommodations implemented. Results Most of the supervisors got along well with their employees before their sick leave and 72% stayed in contact with them during their leave. Nearly 90% of the supervisors encouraged their employees to focus primarily on their recovery before their RTW, but 43% pressured their employees to RTW as soon as possible. Cox regression analyses performed for the entire sample revealed that "the supervisors' intention to take measures to facilitate their employees' RTW" was the only significant predictor of the RTW at the time of the interview. The Kaplan-Meier survival curve showed that 50% of the employees were expected to RTW within the first 8 months of absence. Four of the most frequently implemented work accommodations were actions directly involving the supervisor (i.e. providing assistance, feedback, recognition, and emotional support to the employee). Conclusions This study shed light on the less explored point of view of the supervisor involved in the RTW process of employees post-depression. It highlighted the most frequent and effective supervisor contributions to the process. These results can be used to develop concrete action plans for training supervisors to contribute to the sustainable RTW of employees on sick leave due to depression.

What Employer Actions Are Considered Most Important for the Return to Work of Employees with Cancer? A Delphi Study Among Employees and Employers

“…practical support) after RTW were mentioned [ 20 ]. Similar results were also found in a qualitative study concerning supervisor actions during the RTW of employees on sick leave due to depression [ 26 ]. This study found that emotional support, giving recognition and providing assistance (i.e.…”

Return to Work after Common Mental Disorders: A Qualitative Study Exploring the Expectations of the Involved Stakeholders

“…This stepwise return has already been described as a facilitating factor of RTW processes and is therefore recommended [ 25 ]. Most supervisors of our study and from other studies [ 22 , 26 ] agreed that the returnees deserved stepwise introduced tasks and more time for tasks. Nevertheless, this consideration for the returnee is restricted in terms of the time period, as the employee has to fulfill his/her tasks of the working contract according to supervisors interviewed in the present study.…”

“…Another study reported that the interviewed supervisors had close contact to the workforce and stayed in contact with the employee during sick leave. Furthermore, the intention of the supervisor to take measures to facilitate the employees’ RTW process was positively associated with the duration of the absence period and with the success of the RTW of the employee [ 22 ].…”

“…A meta-synthesis of qualitative research on RTW among employees with CMD found that, amongst others, social support at work and the acknowledgment of the supervisors that work-related factors have contributed to the illness as well as stepwise RTW and reduced working hours are seen as most relevant for returning employees [ 23 ]. It is therefore recommended to train supervisors to develop supportive strategies, skills pertaining to communication and listening as well as improving the working conditions [ 22 , 24 ]. The returnees mainly requested from supervisors to provide the opportunity of a stepwise return to the workplace.…”

Stratégies de retour au travail d’employés ayant fait l’expérience d’une dépression : perspectives des employeurs et des cadres des ressources humaines

“…Cette étude s'inscrit dans une recherche plus large qui porte sur les acteurs du système de l'organisation ; l'objectif principal étant de documenter, selon le point de vue de quatre groupes d'acteurs -les employeurs/les cadres de ressources humaines, les supérieurs immédiats 22 , les représentants syndicaux 23 et les personnes ayant vécu une dépression 24 -les facteurs du RaT d'employés en absence maladie due à une dépression. Les fondements théoriques qui sous-tendent ce projet sont à l'effet qu'il est important de considérer les attitudes, perceptions et actions des acteurs du RaT pour mieux intervenir auprès de la personne inscrite dans un processus de RaT.…”