Return-to-Work Outcomes Following Work Disability: Stakeholder Motivations, Interests and Concerns

Abstract

It is suggested that more clearly articulating and operationalizing stakeholders' perspectives will allow researchers to advance the understanding of RTW interventions and outcomes.

Workers with a chronic disease and work disability

“…In reality we have an increasingly globalised labour market with more work stress, less job security [44], and sometimes work accommodation may be difficult to organise, for instance because there is no opportunity for alternative duties [45]. Up to now little attention has been paid to the motivations, interests and concerns of employers or managers [46]. Research on demandside factors related to hiring and keeping workers with disabilities shows some posi tive attitudes to workers with a chronic condition, but also ambivalence about their productivity [47].…”

Work Disability Prevention Research: Current and Future Prospects

“…There are many stakeholders who have a strong interest in the problem of work disability-including affected workers, supervisors, co-workers, unions, employers, health care providers, insurers, governments, and society at large [7]. Preventable work disability has become an important public health problem (health, social and economic) in many societies, despite scientific advances in this area [8].…”

Development of a new tool to evaluate work support needs and guide vocational rehabilitation: the Work-ability Support Scale (WSS)

“…It is possible for rehabilitation to help people (even with significant impairment) regain sufficient functional ability to return to their job, gain the skills required to do a modified job, or have transferrable skills for a different job [11]. However, there are constraints and judgement involved on the part of stakeholders concerning how long rehabilitation may take, what resources are available and when decisions need to be made about alternatives and adaptations [12]. Further difficulties are encountered where the disability experienced by an individual is such that work--ability can be achieved for few or no available jobs and, depending on their circumstances, a planned and supported withdrawal from work may be an appropriate pathway to consider.…”

“…Such tools can also be useful for other stakeholders, including employers, funders, and the individual themselves to communicate the reasons for rehabilitation planning decisions or monitor progress [12].…”

“…This includes impairments/functional limitations directly related to a person's injury or illness, limitations resulting from the primary condition or existing prior to them, the person's prior training and experience as well as personal circumstances, and contextual factors including the labour market, financial matters and employment relationships [15]. This complexity is recognised by practitioners and researchers alike but is largely not reflected in the assessment tools available to them [12,16,17]. Our review of the concept of work--ability and the available tools for measuring work--ability published in 2010 [15] identified that although there were a vast range of factors that research had shown to affect work--ability and rehabilitation planning, there were no tools available that measured all of those factors.…”