Formulating a return-to-work decision for employees with major depressive disorders: occupational therapists’ experiences

Abstract

BackgroundMajor depressive disorder (MDD) is worldwide one of the most concerning health problems as it is associated with reduced work productivity and permanent disability. Occupational therapists are often called upon to make a return-to-work decision on employees with MDD in order to facilitate continued employment. Sustaining employment is in alignment with achieving the Millennium Development Goal 1: Eradicating extreme poverty, as it is known that people suffering from mental health disorders are frequently denied employment opportunities leading to reduced financial resources and therefore possible poverty.AimThis study described occupational therapists’ experiences of formulating a return-to-work decision on employees with MDD. It formed part of a larger study.SettingOccupational therapists working in vocational rehabilitation or mental health in South Africa with a postgraduate qualification in vocational rehabilitation or mental health participated in the study.MethodA qualitative research design was used. Two separate focus groups explored 11 occupational therapists’ experiences of formulating a return-to-work decision on employees with MDD. Ethics clearance number: S34/2007.ResultsSeven themes emerged, which were, (1) the biographical profile of the employee, (2) point of view of employer, (3) point of view of employee, (4) point of view of occupational therapist, (5) declaring the employee as temporary incapacitated, (6) declaring the employee as permanently incapacitated and (7) employee’s level of motivation.ConclusionOccupational therapists ought to have sound knowledge, skill, experience and the ability to collaborate with employees and employers in formulating a return-to-work decision.

Work-Anxiety Rather Than Cognitive Performance Contributes to Workability Decisions in Patients With Mental Disorders

“…This fits to qualitative research that found multiple aspects taken into consideration in sick leave decisions, such as the biographical profile of the employee, the employer´s perspective, the participants´ perspective, the occupational therapist´s perspective, the question of prognosis, i.e. whether declaring the employee as temporary or permanently incapacitated, and the employee's motivational state [10].…”

“…The evaluation of work ability is a complex process in which various information must be judged and integrated [10]. Work ability is not simply inferable from the mental and physical health status as such.…”

Stratégies de retour au travail d’employés ayant fait l’expérience d’une dépression : perspectives des employeurs et des cadres des ressources humaines

“…Ce principe est étroitement lié aux modèles de la gestion du personnel et du développement organisationnel auxquels peuvent souscrire l'employeur ou les ressources humaines dans le cadre de leur organisation 12 . Considérant que plusieurs études font ressortir que la durée de l'absence affecte négativement la motivation de l'employé à RaT 38,39 , il convient de bien planifier cette étape. Outre la motivation de l'individu à reprendre son travail, il est nécessaire d'évaluer sa capacité de travail, ses limitations fonctionnelles, ses attentes vis-à-vis du RaT et son sentiment d'efficacité pour surmonter certains obstacles perçus au RaT 40 et ainsi assurer la meilleure adéquation « individu-environnement de travail ».…”

Effect of Exercise on Cognition in Neurodegenerative Disorders: An Approach Focusing on BDNF

“…It is reported that 5% of the global population has been diagnosed with MDD and 1% with schizophrenia, and 20-30% of all of these patients are resistant to treatment (41)(42)(43). It is known that in MDD, the workload capacity of individuals is reduced by 80 to 90% compared to their healthy counterparts, and physical activity is decreased in schizophrenia and is accompanied by cognitive disorders (44,45).…”