Systematic co-operation between employer, occupational health service and social insurance office: A 6-year follow-up of vocational rehabilitation for people on sick-leave, including economic benefits

Kärrholm, Jenny; Ekholm, Karolina; Ekholm, Jan; Bergroth, Alf; Ekholm, Kristina Schüldt

doi:10.2340/16501977-0233

Cited by 22 publications

(14 citation statements)

References 23 publications

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“…Furthermore, the opinions of our participants are completely anonymous and cannot be linked to specific individuals or the reintegration services where these professionals work. Our data are consistent with other studies that found that commitment of stakeholders should be stimulated to achieve successful RTW (43,44). According to the findings in this study, our participants are important external RTW stakeholders who act as motivators for employees on long-term sick leave.…”

Section: Dekkers-sánchez Et Alsupporting

confidence: 81%

What promotes sustained return to work of employees on long-term sick leave? Perspectives of vocational rehabilitation professionals

Dekkers-Sánchez

Wind

Sluiter

et al. 2011

Scand J Work Environ Health

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Objectives The aim of this study was to (i) explore promoting factors for sustained return to work (RTW), according to vocational rehabilitation professionals (VRP) that are amenable to change for employees who have been on sick leave >18 months and (ii) gain insight into crucial aspects of interventions.Methods Semi-structured interviews were carried out with 23 VRP. All interviews were transcribed fullyverbatim. An inductive analysis of the transcripts was performed, using a process of identifying, coding, and categorizing the primary patterns in the data.Results Key influenceable promoting factors for sustained RTW by long-term sick-listed employees include:employee-based vocational guidance; integral, effective communication between the sick-listed employee and all RTW stakeholders; personal factors; a supportive work environment; and a stimulating social environment. Crucial aspects of interventions include: gathering information and setting priorities; improving qualifications; influencing cognitions; monitoring the sick-listed employee through the rehabilitation process; offering tailormade interventions at different stages within a personal time-bound action plan; and preparing the employee and the work environment for RTW.Conclusions Sustained RTW for long-term sick-listed employees can be achieved by focusing on the influenceable promoting factors for RTW. The use of combined interventions in a holistic approach involving the worker and his environment is considered the best way to address the multicausality of work disability and could help maximize RTW outcomes.Key terms long-term sickness absence; return-to-work facilitators; RTW; RTW coordinators; sickness absence; work disablement; work rehabilitation. [E-mail: p.m.dekkers@amc.uva.nl] Long-term sick leave is a major socioeconomic problem in Western countries due to the enormous financial costs for society (1). Several studies have shown the importance of the return-to-work (RTW) transition process for employees on long-term sick leave (2-4). Early research has shown that the probability of RTW decreases as the duration of sick leave lengthens (5). Achieving early job reintegration of chronic work-disabled employees is a difficult goal to accomplish due to the complexity of factors involved, and the issue needs ongoing attention.An employee on long-term sick leave is an individual who functions in a complex context in which different factors can play a role, such as medical, personal, environmental, or work-related factors (6). These factors can either perpetuate sick leave or promote RTW (7) among employees who have been sick-listed for >1.5 years; the factors that stimulate RTW may be different from those that facilitate a sustained RTW. Some promoting factors for RTW are potentially influenceable and could offer opportunities for health professionals to improve work participation. Therefore, stimulation of these positive factors is important to facilitate work resumption of employees on long-term sick leave.There are several important actors...

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Section: Dekkers-sánchez Et Alsupporting

confidence: 81%

What promotes sustained return to work of employees on long-term sick leave? Perspectives of vocational rehabilitation professionals

Dekkers-Sánchez

Wind

Sluiter

et al. 2011

Scand J Work Environ Health

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“…The remaining 4 studies (4%) all used ad hoc approaches that (41, 45-48, 51, 56-58, 60, 62, 64, 66, 68, 70, 72-75, 79, 81, 83, 84, 87-90, 92, 93, 95, 97, 98, 100-102, 105, 107-110, 113, 117-125) North-America 34 (39, 40, 43, 44, 50, 52-55, 59, 61, 63, 65, 69, 71, 76, 80, 82, 85, 86, 91, 94, 96, 99, 103, 106, 111, 112, 114-116, 126- (39, 41, 42, 44, 45,49,50,(52)(53)(54)(55)59,60,67,68,70,71,76,77,82,87,95,115, 128) Inferred: 19 (40, 43, 46,57,61,63,65,80,86,91,92,94,96,103,111,116,(125)(126)(127)56,62,64,66,69,72,73,75,78,79,81,(83)(84)(85)…”

Section: Productivity Estimation Methodsmentioning

confidence: 99%

“…Measure for reduced productivity at work/ while working 31 (39, 41-44, 56, 60-65, 69, 70, 72, 77, 82, 87, 89, 94, 95, 98, 103, 104, 114, 115, 118, 119, 123, 124, 128) Source presenteeism Employee survey 18 (41, 44,56,62,64,69,72,82,87,89,94,95,98,104,115,118,119, 123) Simulated / assumptions 7 (39, 43, 44,103,114,124, 128) Previous studies 6 (42,60,61,63,65,70) Firm data 1 (115) Employer survey 1 (77) Survey/instrument presenteeism 56,62,69,82,94,95,118,119,123) Days (unspecified) 49 (39, 40, 42, 46,49,(51)(52)(53)(54)58,60,62,64,66,71,72,74,75,(77)(78)…”

Section: Presenteeismmentioning

confidence: 99%

Productivity estimation in economic evaluations of occupational health and safety interventions: a systematic review

Steel¹,

Godderis²,

Luyten³

2018

Scand J Work Environ Health

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Productivity estimation is a key factor in demonstrating the cost-effectiveness of occupational health and safety (OHS). However, the studies analysed in this systematic review lack standardization, exclude important factors, and the precision, validity and reliability of estimates widely differs. Researchers should be aware of how the method and precision of estimating productivity affects results, and, ultimately, the economic attractiveness of OHS. Key terms: absenteeism; cost-effectiveness; economic evaluation; friction cost; human capital; indirect cost; measurement; methodology; occupational health; occupational health and safety; presenteeism; productivity estimation; review; systematic review; valuation; work This article in PubMed: www.ncbi.nlm.nih.gov/pubmed/29405241 Additional materialPlease note that there is additional material available belonging to this article on the Scandinavian Journal of Work, Environment & Health -website. Scand J Work Environ Health -online first 1Review Productivity estimation in economic evaluations of occupational health and safety interventions: a systematic review by Jonas Steel, MSc, 1 Lode Godderis, MD,2,3 Jeroen Luyten, PhD 1,4 Steel J, Godderis L, Luyten J. Productivity estimation in economic evaluations of occupational health and safety interventions: a systematic review. Scand J Work Environ Health -online first. doi:10.5271/sjweh.3715Objectives Occupational health and safety (OHS) interventions' effect on worker productivity is an essential, but complex element of the value of these programs. The trustworthiness of economic evaluation studies, aiming to provide guidance to decision-makers in the field of OHS, depends at least partly on how accurately productivity changes are measured. We aim to review the methods used to estimate productivity changes in recently published economic evaluations of OHS interventions. MethodsWe performed systematic searches of economic evaluations of OHS programs published between 2007 and 2017 and reviewed these studies' methods to quantify the programs' impact on worker productivity ResultsOf the 90 identified studies, 44 used a human capital approach, 17 a friction cost approach, 13 stated productivity in natural units (eg, a cost-per-absence-day-avoided), 7 made use of compensation expenses, 4 used output-based methods, 4 an "ad hoc" approach, and 1 study did not state its method. Different approaches were combined in 19 studies. Within these methods, we observed a wide diversity in their precise implementation, especially regarding the measurement and valuation of absenteeism and presenteeism.Conclusions Productivity is a key element of the economic attractiveness of investing in OHS. Economic evaluation studies of OHS would benefit from more methodological standardization in their approach to quantifying productivity change. Future research should better account for the methodological uncertainty that occurs in estimating it in order to demonstrate the impact that particular choices and approaches to productivity estimation ca...

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“…A Swedish study showed the clear inancial and operational beneits of systematic and solution-oriented co-operation for all parties involved [50].…”

Section: External Stakeholdersmentioning

confidence: 99%

Understanding the Stakeholders as a Success Factor for Effective Occupational Health Care

Auvinen¹

2017

Occupational Health

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Efective occupational health care at the workplace requires collaboration, partnerships and alliances with internal, interface and external stakeholders. Essential steps for solid work with various stakeholders are identiication of key stakeholders, systematic analysis of their views and positions, and development of stakeholder participation and involvement. Stakeholder analysis aims to evaluate and understand stakeholders from the perspective of an organization. Stakeholder analysis starts with identifying and classifying the key stakeholders. After their identiication, questions are asked about their position, interest, inluence, inter-relations, networks and other characteristics of stakeholders, with reference to their past and present positions, and future potential. The results are presented as stakeholder maps as well as by the power-interest matrix of the stakeholders. Stakeholder analysis serves an organization and its various actors as a guideline in identifying, planning and implementing strategies for managing stakeholder relationships and utilizing the full potential of various stakeholders in developing occupational health care.

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Systematic co-operation between employer, occupational health service and social insurance office: A 6-year follow-up of vocational rehabilitation for people on sick-leave, including economic benefits

Cited by 22 publications

References 23 publications

What promotes sustained return to work of employees on long-term sick leave? Perspectives of vocational rehabilitation professionals

What promotes sustained return to work of employees on long-term sick leave? Perspectives of vocational rehabilitation professionals

Productivity estimation in economic evaluations of occupational health and safety interventions: a systematic review

Understanding the Stakeholders as a Success Factor for Effective Occupational Health Care

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