Return-to-Work Following Depression: What Work Accommodations Do Employers and Human Resources Directors Put in Place?

Abstract

The magnitude of economic and social costs related to common mental disorders has a profound impact on the workplace. Returning to work following depression is, therefore, a major issue for all stakeholders involved (employee, employer, human resources director, union, physician, etc.). Considering their role in the organization, Human Resources Directors (HRD) and employers have a decisive impact on the return-to-work (RTW) process. Purpose This study aims to determine which RTW accommodations are implemented, following depression, by one of the central stakeholders: HRD and employers. Methods 219 HRD/employers participated in a semi-structured telephone interview about RTW of employees after depression. From that interview, the question related to this article was: Do you put in place work accommodations for employees after a sick leave due to depression (yes or no)? If their response was positive, we asked: If yes, what were the work accommodations? Results 170 HRD/employers specified accommodations. The most common categories identified were related to: work schedule, task modifications, job change and work environment change. Accommodations directly related to the employee or the colleagues were considerably less mentioned and those concerning other RTW stakeholders, including supervisor, were almost absent. Conclusion Our results suggest that accommodations directly related to work aspects seemed to predominate in our sample of HRD/employers when an employee returned-to-work following depression. The relational aspect and the involvement of the different stakeholders are also not prioritized to accommodate the RTW. These results contrast with employer best practice guidelines for the RTW of workers with common mental disorders.

Enhanced Capacity to Act: Managers’ Perspectives When Participating in a Dialogue-Based Workplace Intervention for Employee Return to Work

“…As seen in the second building block in the key process of enhancing managerial agency, making work adjustments are important in an RTW processes for which the employer is responsible [23]. In contrast to the present intervention, it has been found that adjustments are rarely based on employee needs or functional limitations [51]. Employers have reported uncertainty regarding work accommodations for employees with mental health problems [25].…”

“…That study highlighted how perfectionism, high sense of responsibility, and difficulty in setting limits in demanding work situations can be obstacles in RTW [ 28 ]. Since the employee may have trouble seeing their own needs, it is especially important that the manager knows how to detect early signs of stress [ 26 ] and to provide timely support. Our results indicate that managers learned how to do this.…”

“…Several actors from the work, health, and insurance systems are involved in the RTW process [ 26 ]. However, there is a service and knowledge gap in the RTW process of persons with mental health problems [ 27 ], as well as between the different systems [ 28 ], that can make the RTW more difficult.…”

“…However, there is a service and knowledge gap in the RTW process of persons with mental health problems [ 27 ], as well as between the different systems [ 28 ], that can make the RTW more difficult. Strategies that facilitate RTW are clarity in the actors' roles and actions, and coordination between the systems [ 26 ]. The role of RTW coordinators is important in facilitating communication between the various actors and systems [ 26 , 28 , 29 ].…”

“…Strategies that facilitate RTW are clarity in the actors' roles and actions, and coordination between the systems [ 26 ]. The role of RTW coordinators is important in facilitating communication between the various actors and systems [ 26 , 28 , 29 ]. To promote communication and support between the workplace and people on sick leave, healthcare in Sweden has introduced rehabilitation coordinators in both primary and specialty healthcare [ 30 ].…”