Personal and social factors affect return to work after illness

Support from leaders and co-workers, as well as a positive attitude, are most likely to allow a longer-term return to work for employees after sick leave, according to a new research study conducted by the company. University of East Anglia (UEA).

The review badessed the impact of personal and social factors on the sustainable return to work after poor health due to musculoskeletal disorders, such as joint and back pain, and common mental health problems such as stress. depression or anxiety.

He also compared the effects of these factors on both types of conditions, which are recognized as the most common causes of absence for illness in developed countries.

Personal and social factors have been found to support a sustainable return to work after illness. However, the return to sustainable work does not seem to result from a single factor. Instead, it seems to be influenced by a combination of several factors.

EBU researchers Norwich Business School and Uppsala University in Sweden found that the most consistent evidence of a sustainable return to work was support from line managers or supervisors and co-workers, with employees a positive attitude and high self-efficacy – abilities to achieve a goal or result – to be younger and have a higher level of education.

The review examined evidence from 79 previous studies conducted between 1989 and 2017. Its results are published in the Journal of vocational rehabilitation.

For the purpose of the review, a sustainable return to work has been defined as a stable return, whether full-time or part-time, for the original or modified position, for a period of at least three months, without relapse or disease. occurrence.

Lead author Abasiama Etuknwa, a postgraduate researcher at UEA, said, "These findings will help us understand what factors can either cause or hinder a sustainable return to work. Social environment and personal factors such as attitudes and self-efficacy appear to have a positive impact on maintainable return to work outcomes.

"It is essential to promote a culture of support in the workplace, a culture that allows workers to come back from feeling valued, dignified and not necessarily blamed for the absence, as they would improve attitudes at the workplace. work and facilitate return to work. "

The economic cost of sick leave increases every year. Extended absences for illness are badociated with a reduced likelihood of return to work, which becomes costly for employers, which increases the urgency of helping workers to return sooner.

The co-author, Kevin Daniels, professor of organizational behavior at UEA, said: "To reduce the costs badociated with sick leave and reduce the risk of long-term disability badociated with a prolonged absence from It is essential to better understand the factors that hinder or facilitate a sustainable return to work for staff on the list of diseases with common musculoskeletal disorders and mental disorders.

"Previous studies have shown how bad jobs can be at the root of health problems, but there is also strong evidence that quality jobs, such as those that allow a reasonable balance between Work and personal life allow employees to tell how their work is done Managers who support them are an important part of quick recovery from illness episodes and are generally beneficial to physical and mental health. "

Other personal factors identified as having an impact on return to work include economic status / income, duration of absence sickness, employment contract / security. There was no consistent evidence of the impact of gender on the return to sustainable work.

Social factors also included job creation – employees redefined their job based on their motivations, strengths and pbadions – and related practices, such as changes made to their work by employees or how whose work was done.

The authors say the review provides employers and policy makers with information on the key factors that will help implement more effective return-to-work programs.

"Existing return-to-work programs should encourage constructive interactions between managers and their colleagues and workers returning to work during the process, particularly as this could have a direct impact on the sustainable return to work, as well as that's an indirect effect by reinforcing the attitude of work returns and self-efficacy, "said Miss Etuknwa.

"Although the return to work takes place in a complex system involving employers' organizations and the health system, since the role played by line managers is constant, we recommend that decision-makers consider ways of guiding employers. "

This guidance could: describe the supporting role of line managers and other key workplace professionals, such as human resources professionals and occupational health service providers, during the return-to-work process; train these professionals in the process of return to work and the effective management and support of workers returning to work; and define ways to help line managers provide the necessary support.

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"Sustainable return to work: a systematic review focusing on personal and social factors
Factors, Abasiama Etuknwa, Kevin Daniels, Constanze Eib, is published in the Journal of vocational rehabilitation.

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