Employer burden of mild, moderate, and severe major depressive disorder: mental health services utilization and costs, and work performance

Birnbaum, Howard G.; Kessler, Ronald C.; Kelley, Brien S.; Ben-Hamadi, Rym; Joish, Vijay N.; Greenberg, Paul E.

doi:10.1002/da.20580

Cited by 331 publications

(248 citation statements)

References 26 publications

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“…We assume for this analysis that the intervention was for 15 months, 7.5% of individuals screened positive for depression and that (based on nationally representative data from the National Comorbidity Survey in the USA) among those with depression, the prevalence of mild, moderate and severe depression was 13.8%, 38.5% and 47.7%, respectively (Birnbaum et al, 2010).…”

Section: Discussionmentioning

confidence: 99%

Evaluating the economic impact of screening and treatment for depression in the workplace

Evans‐Lacko

Koeser

Knapp

et al. 2016

European Neuropsychopharmacology

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Depression is the most common psychiatric illness and cause of disability, and associated with durable impacts on productivity and represents one of the major causes of workplace absenteeism and presenteeism. Few studies, however, examine the economic impact of treatment of depression in the workplace, particularly from the perspective of the employer. We estimated the relative costeffectiveness of treatment for employees with depression in the workplace. We used a decisionanalytic model to estimate the relative cost-effectiveness of (i) psychotherapy, (ii) pharmacotherapy and (iii) combination of psychotherapy and pharmacotherapy and whether they reduce sickness, absenteeism and presenteeism for people with depression. Costs and savings to the employer were also estimated, and policy recommendations made about how best to translate this evidence into practice. Both pharmacotherapy treatment and psychotherapy treatment were found to be costsaving from the perspective of the employer. Psychotherapy was found to be the most cost-effective option with an incremental cost-effectiveness ratio of €22,225. This study provides evidence that screening and treatment for depression in the workplace is cost-effective and represents a worthwhile investment from the business perspective.

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Section: Discussionmentioning

confidence: 99%

Evaluating the economic impact of screening and treatment for depression in the workplace

Evans‐Lacko

Koeser

Knapp

et al. 2016

European Neuropsychopharmacology

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“…Regarding societal cost, discussions are also taking place in abroad [22] [23]. The survey by the Ministry of Health, Labour and Welfare (2014) reported that among patients who are hospitalized for an extended period, those who need urgent support for their daily or social life in addition to disease management and care often lacks access to these supports [24].…”

Section: Long Hospitalization and Changes In Treatment Environments Fmentioning

confidence: 99%

Health Resource Utilization and Comorbidities in Patients with Mental Disorders: Analysis Based on Health Insurance Claim Data

Kazawa¹,

Iwamoto²,

Rahman³

et al. 2017

Health

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“…Meanwhile, employee ability to attend work is often impacted (Birnbaum et al, 2010;Seymour 2010;De Lorenzo, 2003;Lim, Sanderson Corrigan, Todd & Bodenhausen, 2010;Andrews, 2000) and sickness presenteeism, where illness affects an employee's ability to undertake normal work duties, is often compromised, with studies showing it to be normally far more costly than absenteeism (Dewa et al, 2004;Begg, Vos, Barker, Stevenson, Stanley & Lopez, 2007;Druss, Rosenheck & Sledge, 2000).…”

Section: Functional Issuesmentioning

confidence: 99%

“…While anxiety disorders are far higher in frequency than other mental disorders (ABS, 2007), employees with depression are often found to have the highest per employee costs with higher levels presenteeism and absenteeism which is often a feature of significant cognitive impairment (Birnbaum, Kessler, Kelley, BenHamadi, Joish Corrigan, Todd & Bodenhausen, 2010Greenberg, 2010Seymour, 2010;ILO, 2000). Paulus and Yu (2012) note that persons with anxiety and/or depression experience significant deficits to judgment, including reduced risk taking, heightened sensitivity to losses and significantly reduced pleasure in obtaining a reward.…”

Section: Impaired Work Outcomesmentioning

confidence: 99%

Employee Mental Illness: Moving Towards a Dominant Discourse in Management & HRM

Lorenzo¹

2014

IJBM

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On a global scale, mental illness affects on average one in five employees in any twelve month period, and is well represented in the medical research literature as a dominant discourse. However, its presence in management and human resource management (HRM) research literature, while certainly on the rise, is less prevalent than it is in medical and related areas of research. At the same time, discussion of employee mental illness and its effects on employee performance and/or attendance, barely rates a mention in management and HRM textbooks, nor is it a common part of the curricula for university and other forms of higher education seeking to equip our future managers and HRM staff with the necessary skills and knowledge to be effective leaders. This paper will show that employee mental illness is a pervasive element of all workplaces, and as a consequence, policies to manage this phenomenon are not only vital, but overdue. Furthermore, it will be posited that this subject requires immediate inclusion in the teaching programs and textbooks of our future managers and HRM staff, and should be elevated from relative obscurity in such offerings to the status of a dominant discourse.

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Employer burden of mild, moderate, and severe major depressive disorder: mental health services utilization and costs, and work performance

Abstract: MDD severity is significantly associated with increased treatment usage/costs, treatment adequacy, unemployment, and disability and with reduced work performance.

Cited by 331 publications

References 26 publications

Evaluating the economic impact of screening and treatment for depression in the workplace

Evaluating the economic impact of screening and treatment for depression in the workplace

Health Resource Utilization and Comorbidities in Patients with Mental Disorders: Analysis Based on Health Insurance Claim Data

Employee Mental Illness: Moving Towards a Dominant Discourse in Management & HRM

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