“Inclusive working life in Norway”: a registry-based five-year follow-up study

Foss, Line; Gravseth, Hans Magne; Kristensen, Petter; Claussen, Bjørgulf; Mehlum, Ingrid Sivesind; Skyberg, Knut

doi:10.1186/1745-6673-8-19

Cited by 19 publications

(26 citation statements)

References 20 publications

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“…Within company interventions are therefore considered to be an important mean to reduce disability rates [17]. Earlier Norwegian studies found no effect of working in an IW company [18,19]. However, the dependent variable in these studies was sickness absence, not disability.…”

Section: Introductionmentioning

confidence: 99%

“…However, the dependent variable in these studies was sickness absence, not disability. In addition, one of the studies [18] only looked at the effect of working in a company with or without an IW-agreement and not the effect of working in a company with or without preventive workplace interventions. In other words, they have mainly measured the possible effect of working in a company that has access to different public services offered exclusively to IW companies and not the effect of actually having access to preventive workplace interventions.…”

Section: Introductionmentioning

confidence: 99%

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Do workplace interventions reduce disability rates?

Midtsundstad

Nielsen

2016

OCCMED

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BackgroundIncreasing life expectancy and decreasing fertility have led to a shift in the workforce age structure towards older age groups. Deteriorating health and reduced work capacity are among the challenges to retaining older workers in the labour force.AimsTo examine whether workplace interventions to facilitate work among employees with health problems or reduced work capacity affect disability rates among employees aged 50 years and older.MethodsData from a survey of Norwegian companies (n = 713) were linked with registry data on their employees aged 50-61 years (n = 30771). By means of a difference-in-differences approach, we compared change in likelihood of receiving a full disability pension among employees in companies with and without workplace interventions.ResultsEmployees in companies reporting to have workplace interventions in 2005 had a higher risk of receiving full disability pension during the period 2001-03 compared with employees in companies without such interventions [odds ratio (OR) 1.25, 95% confidence interval (CI) 1.07-1.45]. During the period 2005-07, there was an overall reduction in disability rates (OR 0.83, 95% CI 0.71-0.96) in both the intervention and control group. However, employees in companies reporting to have interventions in 2005 experienced an additional reduction in an employee’s likelihood of receiving a full disability pension (OR 0.80, 95% CI 0.64-0.99) compared with employees in companies without interventions.ConclusionsInterventions to facilitate work among employees with health problems or reduced work capacity have reduced disability rates among employees aged 50-61. This suggests that companies’ preventive interventions are an effective means to retain older workers with deteriorating health.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Do workplace interventions reduce disability rates?

Midtsundstad

Nielsen

2016

OCCMED

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“…Five valuable measures have however been proposed in a review on how to measure SA, and cumulative incidence is one of these (17). We chose to use cumulative incidence because the same measure of SA has been used in earlier scienti c papers evaluating the IA Agreement's impact on sickness absence (7,8), thus enabling easier comparisons of results. Our choice was also based on a belief that LSAS could capture changes resulting from the IA interventions, which aim to reduce long lasting and recurring sickness absence spells, and may lead to shorter (< 16 days) and fewer SA spells.…”

Section: Outcome (Long-term Sickness Absence Spells)mentioning

confidence: 99%

“…Two studies showed no impact on SA (7,8), while more recent studies, using causal inference methods, found positive impacts with a higher probability of returning to work (9) and a lower likelihood of receiving a full disability pension (10). These studies are, however, done on selected samples, such as participants on work rehabilitation (9) and older employees aged 50-61 (10), highlighting the need for studies on other samples/cohorts.…”

mentioning

confidence: 98%

Long-term sickness absence among young and middle-aged workers in Norway: The impact of a population-level intervention

Hanvold¹,

Kristensen²,

Corbett

et al. 2020

Preprint

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Abstract Background The study objective was to evaluate the impact of a population-level intervention (the IA Agreement) on the one-year risk for long-term sickness absence spells (LSAS) among young and middle aged workers in Norway. Methods Using an observational design, we conducted a quasi-experimental study to analyse registry data on individual LSAS for all employed individuals in 2000 (n=298 690) and 2005 (n=352 618), born in Norway between 1976 and 1967. The intervention of interest was the tripartite agreement for a more inclusive working life (the IA Agreement). We estimated difference in pre-post differences (DID) in LSAS between individuals working in IA companies with the intervention and companies without, in 2000 and 2005. We used logistic regression models and present odds ratios (DID OR) with accompanying 95% CI. We stratified analyses by sex, industry and company size. Results . We found no significant change in the overall risk of long-term sickness absence spells after implementing the intervention among young and middle aged workers. Stratified by sex, the intervention resulted in a slight decrease in LSAS risk among female workers (DID OR 0.93 (0.91-0.96)) while the intervention showed no impact among male workers (DID OR 1.01 (0.97-1.06)). We found that companies signing the IA Agreement were large (≥50 employees) and often within the manufacturing and health and social sectors. In large manufacturing companies, we found a reduction in LSAS, among workers both in companies with and without the intervention, resulting in no statistically significant impact of the IA intervention. In large health and social companies, we found an increase in LSAS among workers both in companies with and without the intervention. The increase was smaller among the workers in companies offering the IA intervention compared with workers in companies without, resulting in a positive impact of the IA intervention in the health and social industry. This impact was statistically significant only among female workers. Conclusions The results indicate that the impact of the IA Agreement on the risk of long-term sickness absence spells varies considerably depending on sex and industry. These findings suggest that reducing LSAS may warrant industry-specific interventions.

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“…An RCT assessing the effect of this program in three municipalities found it to be effective in one but not the other municipalities (17). Similarly, the Norwegian Inclusive Working Life Program, taking place for the first time in 2001, was not found to reduce the overall long-term sickness absence rate in companies that had adopted the agreement (18). These somewhat contradictory results may indicate that decisions to prescribe sick leave or look for RTW alternatives may not be easily changed by legislation.…”

mentioning

confidence: 97%