Union Perceptions of Factors Related to the Return to Work of Employees with Depression

Abstract

Our results clarify the factors, from a union perspective, that may facilitate or hinder the return-to-work of employees absent from work due to depression.

As interações entre os atores no retorno ao trabalho após afastamento por transtorno mental: uma metaetnografia

“…These experiences emerge as: weakness, for not being able to manage their workload 18,19,20 ; mistrust in themselves, as they do not endure the demands of the job well 18,21 ; discredit, as they do not deal well with their own expectations of being a successful employee 18,21 ; sensitivity as to the reactions of others regarding their return to work 21,22 ; oppression for feeling forced to satisfy the expectations of others 13,20,21 ; and finally the impression they are being judged by the others for their work capability 20,23 . These elements may cause even more concerns and distress about the process of return to work 20 , feeling of shame and guilt 21 , need for isolation 20 , creating or reinforcing the negative image of a worker with mental disorders 21,24 , and discredit as to the possibility of being wellreceived and looked after at the workplace 18 . Based on these findings, the experience related to the return to work performance is characterized as an obstacle hard to overcome in the process of return, as this seems to depict an ethos, i.e., a way of being that is dominant in the attitude, values and feelings of individuals in a community.…”

“…The returning worker expects attitudes from coworkers such as: being attentive and sensitive listeners 18 , having a warm attitude 20,22 , being willing to have contact with the worker on sick leave, even during the period of absence 20 , sincere offering of help with the tasks, and understanding with the arrangements 20 . The attitudes that coworkers value in the worker who is return to work are: not being afraid to ask coworkers for help 22 , and trusting the coworkers 22 .…”

“…The outcome is an increase in self-esteem and believing in their own capability 18 , strengthening of their identity and acknowledgement of the worker's social status 20 , and the strengthening of the feeling that the worker will have a favorable environment for his/her return to work 24 . The development of support in the workplace is hampered by attitudes that harm the relationship between coworkers and the returning worker, in particular: the scorn, the mockery, excessive demands 26 , refusal to work with someone who had a bout of mental disorders 26 , and the skepticism of coworkers 22 .…”

“…The development of support in the workplace is hampered by attitudes that harm the relationship between coworkers and the returning worker, in particular: the scorn, the mockery, excessive demands 26 , refusal to work with someone who had a bout of mental disorders 26 , and the skepticism of coworkers 22 . Some authors mention the excessive curiosity of coworkers about the taboo on the confidentiality of medical information 20 , and the self-serving attitudes of those who welcome the returning worker because they want to pass on to him/her the load of work they had taken over. Other factors relate to the worker himself/herself, and include aggressiveness and emotional outbursts prior to the sick leave, or even in the return to work period, in addition to the mere fact of having a psychiatric disorder.…”

“…They may even serve as catalyst of stressful situations for the worker who is return to work 20 . The coworkers see the severe psychiatric disorder as a stigma, and that seems not to favor the contact prior to the return 24 .…”