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Several studies have identified the main barriers and facilitators that breast cancer survivors experience in the return to work (RTW). The authors conducted a qualitative study using focus group discussions with a group of female non-metastatic breast cancer survivors (n = 6), a group of health professionals from different medical specialties (n = 8), and a third group of company managers mainly composed of human resources managers (n = 7). The study was carried out between March and December 2021 in Zaragoza (Spain). Transcripts were analyzed using inductive content analysis to identify work-related barriers and facilitators and coded by the research team. Barriers identified included physical and cognitive symptoms, psychosocial problems, lack of knowledge and coordination (health professional, patients, and managers), legal vacuum, physical change, time constraints, work characteristics (lower skilled jobs), unsupportive supervisors and coworkers, family problems and self-demand. Facilitators included family and work support, physical activity and rehabilitation, personalized attention, interdisciplinary collaboration, legal advice for workers, knowledge about breast cancer in companies, positive aspects of work, elaboration of protocols for RTW in women with breast cancer. RTW in working women with breast cancer requires a personalized and holistic view that includes the perspectives of patients, healthcare professionals and company managers.

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Occupational hypersensitivity to alpha-amylase among bakers and workers in the pharmaceutical industry has been described. We present the results of skin tests and in vitro methods used to assess alpha-amylase sensitivity in 259 millers. There was no occupational contact with the enzyme in this population. Positive skin tests to this allergen were obtained in 16 subjects (6.18 per cent), specific IgE values were found in seven subjects (2.7 per cent), specific IgG was detected on 45 workers (17.37 per cent) and high values for IgG (> 2.5 absorbance units) were found in 12 subjects (4.63 per cent). Furthermore, specific IgE and IgG could be determined in several sera by immunoblotting. All these facts suggested that millers were sensitized to Aspergillus oryzae alpha-amylase, although the allergen was not used by these workers. A cross-reaction cannot be excluded; however, it is the authors' opinion that wheat or wheat flour is a natural substrate for fungi and that the moulds that grow on cereals or cereal-derived by-products need to secrete amylases to support their own development. Hence the workers may be indirectly sensitized to amylases.

Introduction. Recognition of best practices in workplace health promotion is an important task that significantly affects the expansion of those programs. Once the program has been developed, its effectiveness becomes the most critical point of evaluation to guarantee achievements in the improvement of workers' health. Objectives. To identify the practices for evaluating the effectiveness of workplace health promotion programs. Material and Methods: A search was performed on MEDLINE through PubMed with the MeSH: "Occupational Health", "Health Promotion" and "Program Evaluation", from the year 2000 to the year 2020 for studies with the following designs: Meta-analyses, Systematic reviews, Randomized Clinical Trials and Clinical Trials. Results: The most common topic of workplace health promotion programs (WHP) was increasing physical activity and avoiding a sedentary lifestyle, followed by stress management and finally smoking cessation and musculoskeletal disorders. The post-intervention measurements were most often done at 6 months and 12. The most commonly used indicators were the number of steps, weight, BMI, % body fat, waist circumference, blood pressure, sedentary time, level of physical activity and time of moderate-vigorous physical activity, daily energy output, life purpose, life satisfaction, mood and stress level. Conclusions: Although a great variability was observed in the evaluation of WHP programs, there were also common aspects. These results will help with designing WHP programs and defining evidence-based evaluation of their effectiveness. It is important to remember that WHP programs must be customized, taking into consideration the needs of each organization's workforce.