Prevention of sick leave at the workplace: design of a cluster-randomized controlled trial of a problem-solving intervention among employees with common mental disorders

Abstract

Background Common mental disorders are highly prevalent in the working population, affecting about 1 in 5 persons in the Organisation for Economic Co-operation and Development countries. About 30% of those affected have a first period of sick leave. Despite several attempts to reduce the risk of sick leave among employees with common mental disorders, there is a lack of knowledge about effective, preventive interventions which aim to reduce such risks. This protocol describes the design of a study to evaluate the effectiveness of a problem-solving intervention delivered by first-line managers to employees with common mental disorders on the prevention of sick leave during the 12-month follow-up. Methods/design The study applies a two-armed cluster-randomized trial design of a problem-solving intervention conducted in private-sector companies. First-line managers are randomized into intervention- or control groups by computer-generated random numbers, allocation ratio 1:1. Employees are eligible if at risk for future sick leave due to common mental disorders. These are identified by self-reported psychological health measured by the General Health Questionnaire 12-item, cut-off ≥3, or a positive answer to risk of sick leave. The intervention is based on problem-solving principles. It involves the training of the first-line managers who then deliver the intervention to employees identified at risk of sick leave. First-line managers in the control group receives a lecture. Primary outcome is number of registered days of sick leave due to common mental disorders during the 12-month follow-up. Secondary outcomes are general health, psychological symptoms, work performance, work ability and psychosocial work environment. A process evaluation will examine the intervention’s reach, fidelity, dose delivered, dose received, satisfaction and context. Research assistants managing the screening procedure, outcome assessors and employees are blinded to randomization and allocation. Discussion The study includes analyses of the intervention’s effectiveness and an alongside process evaluation. Methodological strengths and limitations, for example the risk of selection bias, attrition and risk of contamination are discussed. Trial registration Clinicaltrials.gov NCT04975750 Date of registration: 08/16/2021.

Navigating work and life– a qualitative exploration of managers’ and employees’ views of return-to-work after sick leave due to common mental disorders

“…Organisational learning should also include managerial support and formal manager training. Training could consist of knowledge of risk factors for CMDs, prolonged RTW, and factors associated with RTW [ 10 , 51 ]. Training could also include communication and problem-solving techniques [ 51 ].…”

“…Training could consist of knowledge of risk factors for CMDs, prolonged RTW, and factors associated with RTW [ 10 , 51 ]. Training could also include communication and problem-solving techniques [ 51 ]. Moreover, support from HR, OHS consultants, and a management team is essential for helping to offset manager’s loneliness in RTW.…”

Strengthening supervisor support for employees with common mental health problems: developing a workplace intervention using intervention mapping

“…As found in other studies, they need to be facilitated by their organisation, through individual coaching and peer learning through consultation among colleague-supervisors [ 22 , 32 ]. It underscores the growing realization by employers that they should and can act pro-actively in prevention to promote mental health at the workplace, by being given the appropriate guidance [ 58 ].…”

“…Representatives of employees with CMHP were actively involved, however, we could not collect data on employee-level during the pre-test, due to privacy regulations and sensitivity to disclose CMHP. It would have been better to investigate the perception of employees with CMHP, as done in a previous study by Bjork Brämberg et al [ 58 ]. This also applies to the implementation and evaluation phase, as we target the behaviour and behavioural determinants of supervisors as a direct, proximal outcome of the intervention.…”

Predicting disability retirement among Abu Dhabi police using multiple measure of sickness absence

“…While, this study does not diagnose various health measures [ 2 ], this does indicate a need for intervention to reduce the possibility of disability retirement within this occupational group. Bramberg et al [ 58 ] recommend applying a structured problem-solving process addressed through stepwise meetings between the line-managers and the employee. This could help identify early interventions and maintain regular communication through education and training with probable candidate of disability retirement.…”