Return to work after a workplace-oriented intervention for patients on sick-leave for burnout - a prospective controlled study

Abstract

BackgroundIn the present study the effect of a workplace-oriented intervention for persons on long-term sick leave for clinical burnout, aimed at facilitating return to work (RTW) by job-person match through patient-supervisor communication, was evaluated. We hypothesised that the intervention group would show a more successful RTW than a control group.MethodsIn a prospective controlled study, subjects were identified by the regional social insurance office 2-6 months after the first day on sick leave. The intervention group (n = 74) was compared to a control group who had declined participation, being matched by length of sick leave (n = 74). The RTW was followed up, using sick-listing register data, until 1.5 years after the time of intervention.ResultsThere was a linear increase of RTW in the intervention group during the 1.5-year follow-up period, and 89% of subjects had returned to work to some extent at the end of the follow-up period. The increase in RTW in the control group came to a halt after six months, and only 73% had returned to work to some extent at the end of the 1.5-year follow-up.ConclusionsWe conclude that the present study demonstrated an improvement of long-term RTW after a workplace-oriented intervention for patients on long-term sick leave due to burnout.Trial registrationCurrent Controlled Trials NCT01039168.

Women’s perceived work environment after stress-related rehabilitation: experiences from the ReDO project

“…The importance of the work environment for returning to work is well-known [8][9][10]12], and the present study could support these facts. Secondary outcomes have been studied more rarely in relation to the work environment, and this study contributed with new knowledge showing that a positive change in the participants' perceptions of the work environment was associated with better long-term outcomes in terms of both well-being and perceptions of everyday occupations.…”

“…The opposite, poor support and bad relations with work managers and colleagues, tends to lead to increased stress [11]. In another study, where the intervention group received support to identify perceived problems in their work environment and find solutions accordingly, the intervention group returned to work to a higher extent than the control group [12]. The impact on health by factors such as support, demands and decision latitude at work was described in the early 1990s in the Demand -Control model, and support, a sense of control and manageable demands were found to be health-promoting [13].…”

“…Besides wellbeing, another secondary outcome of relevance, particularly when addressing people's whole occupational situation and not only paid work, is the way everyday occupations are perceived and valued [21]. As mentioned before, the work environment is important for success in work rehabilitation [8][9][10]12], but to our knowledge no one has investigated the relation between perception of work environment and all of the factors addressed here -return to work, wellbeing and perceptions of everyday occupations.…”

Facilitadores del reintegro laboral en trabajadores con patología mental de origen laboral: una revisión sistemática

“…Una adecuada comunicación entre los distintos actores involucrados y un diálogo abierto y franco entre el supervisor directo y el trabajador disminuye los sentimientos y cogniciones negativas del trabajador respecto a su lugar de trabajo 19,29 , siendo relevante los acuerdos para mejorar y regular la comunicación 26,30 .…”

“…En particular, la evidencia destaca el desarrollo de intervenciones con una perspectiva multidisciplinaria para comprender y abordar la patología 34,36 . Se enfatiza la necesidad de que la intervención tenga una clara orientación al lugar de trabajo, y que exista la posibilidad real de desarrollar cambios en la situación laboral, permitiendo un manejo beneficioso del proceso de rehabilitación 30 . Muijzer 19 plantea que una intervención temprana enfocada en el trabajador, en la reducción del estrés, el entrenamiento en habilidades, y el apoyo del supervisor en el trabajo, serán aspectos clave que promoverán una conducta positiva del trabajador para el reintegro temprano.…”