Return-to-work policies in Finnish occupational health services

Kivistö, Sirkku; Verbeek, Jos; Hirvonen, Maria; Varonen, Helena

doi:10.1093/occmed/kqm138

Cited by 9 publications

(10 citation statements)

References 12 publications

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“…The RTW of occupationally injured workers needs to be analyzed using a multi-dimensional approach because various factors such as personal characteristics, industrial factors, role of the physician, and the relationship with employers could be associated with the occupationally injured workers’ RTW [11, 12]. Especially, role of the physician and association with the employer have pivotal roles in RTW of occupationally injured workers.…”

Section: Introductionmentioning

confidence: 99%

Factors related to the physician and the employer influencing successful return to work in Korea: results from the first panel study of workers’ compensation insurance (PSWCI)

Lee¹,

Yoon²,

Roh³

et al. 2015

Ann of Occup and Environ Med

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ObjectivesThis study aims to investigate associated factors including the physician and the employer of successful return to work (RTW) in occupationally injured workers.MethodsThis study is based on the first panel study of workers’ compensation insurance (PSWCI), published in June 2014. The PSWCI is a sample survey of occupationally injured workers who completed medical care in 2012 (89,921 people). A total of 2000 subjects were sampled based on sex, age, nine metropolitan-based regions, disability ratings, duration of rehabilitation, and whether vocational rehabilitation service was used. We divided the study population into two groups: return to work (RTW) group (job retention, reemployment, unpaid family worker, and self-employment), and non-RTW group (joblessness and economical inactivity). The odds ratios (ORs) and 95 % confidence intervals (CI) related to differences in basic characteristics, part of physician and employer-related factors between those who succeeded to RTW and those who did not were measured using multivariable logistic regression model.ResultsThe success of RTW is 70.6 % (n = 1412) among participants. The ORs (95 % CI) of the participants belonging to RTW who received periodic recovery assessment from the medical care institution and the physician are 1.51 (1.07–2.13). The ORs (95 % CI) are 1.68 (1.05–2.69) for the RTW group who received work ability assessment and referral for vocational return. When the employer maintains the relationship with the occupationally injured worker, the worker has 1.39 times higher odds (95 % CI: 1.41–2.26) of the RTW group compared to the non-RTW group.ConclusionsThe physician and the employer have a significant impact on the RTW.

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Section: Introductionmentioning

confidence: 99%

Factors related to the physician and the employer influencing successful return to work in Korea: results from the first panel study of workers’ compensation insurance (PSWCI)

Lee¹,

Yoon²,

Roh³

et al. 2015

Ann of Occup and Environ Med

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“…While absenteeism is described in both low- and high-income countries, all the studies included in this review were conducted in high-income countries (HICs), with none from LMICs because there were no studies that described absenteeism regulatory mechanisms from LMICs. Twelve studies were from the United States, 2 , 4 , 26 , 28 – 35 three from the United Kingdom, 3 , 8 , 36 two from Canada, 37 , 38 three from Finland, 39 – 41 one from Belgium, 42 one from Sweden, 43 one from Norway, 44 one from Taiwan, 45 one study was a multicountry study across the United Kingdom, the Netherlands, the United States, and Australia, while another was conducted across Germany, Holland, Spain, and the United Kingdom.…”

Section: Resultsmentioning

confidence: 99%

“…These strategies have also been implemented in the United States. 30 , 41 Financial and incentive regulatory mechanisms characterized by providing financial rewards for good attendance were implemented among all cadres of health workers in the United Kingdom and the United States. 26 , 34 – 36 Health intervention mechanisms such as vaccination and exercise programs that aim at reducing work-related ill-health and absence among health workers have been implemented in the United Kingdom, 2 , 30 , 33 Norway, 44 Taiwan, 45 Sweden, 43 and Finland.…”

Section: Resultsmentioning

confidence: 99%

Regulatory mechanisms for absenteeism in the health sector: a systematic review of strategies and their implementation

Kisakye¹,

Tweheyo²,

Ssengooba³

et al. 2016

JHL

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BackgroundA systematic review was undertaken to identify regulatory mechanisms aimed at mitigating health care worker absenteeism, to describe where and how they have been implemented as well as their possible effects. The goal was to propose potential policy options for managing the problem of absenteeism among human resources for health in low- and middle-income countries. Mechanisms described in this review are at the local workplace and broader national policy level.MethodsA comprehensive online search was conducted on EMBASE, CINAHL, PubMed, Google Scholar, Google, and Social Science Citation Index using MEDLINE search terms. Retrieved studies were uploaded onto reference manager and screened by two independent reviewers. Only publications in English were included. Data were extracted and synthesized according to the objectives of the review.ResultsTwenty six of the 4,975 published articles retrieved were included. All were from high-income countries and covered all cadres of health workers. The regulatory mechanisms and possible effects include 1) organizational-level mechanisms being reported as effective in curbing absenteeism in low- and middle-income countries (LMICs); 2) prohibition of private sector activities in LMICs offering benefits but presenting a challenge for the government to monitor the health workforce; 3) contractual changes from temporary to fixed posts having been associated with no reduction in absenteeism and not being appropriate for LMICs; 4) multifaceted work interventions being implemented in most settings; 5) the possibility of using financial and incentive regulatory mechanisms in LMICs; 6) health intervention mechanisms reducing absenteeism when integrated with exercise programs; and 7) attendance by legislation during emergencies being criticized for violating human rights in the United States and not being effective in curbing absenteeism.ConclusionMost countries have applied multiple strategies to mitigate health care worker absenteeism. The success of these interventions is heavily influenced by the context within which they are applied.

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“…A literature search in PubMed using the key words ''rework'', ''return to work'', ''rehabilitation for corporation employee/worker'', and ''rehabilitation for company employee/worker'' identified only 13 articles since 1949 (Beutel et al, 1998;Salkever et al, 2003;Secker & Membrey, 2003;Nieuwenhuijsen et al, 2004;Anema et al, 2006;Glozier et al, 2006;Briand et al, 2007;Rebergen et al, 2007;Hatchard, 2008;van Oostrom et al, 2008;Kivistö et al, 2008;Landstad et al, 2009;Noordik et al, 2009). None of these articles was published by authors belonging to departments of psychiatry.…”

Section: Discussionmentioning

confidence: 99%

“Rework Program” in Japan: Innovative high‐level rehabilitation

Akiyama

Tsuchiya

Igarashi

et al. 2010

Asia-Pacific Psychiatry

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Introduction: The aim of this paper is to report on the Rework Program, a type of high-level rehabilitation program developed in Japan, and on Cognitive-Behavioral Group Therapy for Rework (CBGTR), which was also developed in Japan. Methods: With regard to the Rework Program, we first discuss conceptual issues, including the need for the Rework Program, rework identity, destigmatization as a desired outcome, and the perceived significance of the Rework Program. Its purpose, historical background, framework, criteria for participation, staffing, program categories, and assessment issues are then described. With regard to CBGTR, this paper describes its purpose, historical background, structure, staffing, content, shared themes, and group advantages. Results: As of 30 June 2010, 81 facilities in Japan offer the Rework Program; 55 of these facilities also provide CBGTR. Discussion: In Japan, the Rework Program and CBGTR are established practices. Systematic program standardization and effectiveness studies are currently being performed. These innovations in Japan may provide insight and ideas to colleagues in other regions.

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Return-to-work policies in Finnish occupational health services

Cited by 9 publications

References 12 publications

Factors related to the physician and the employer influencing successful return to work in Korea: results from the first panel study of workers’ compensation insurance (PSWCI)

Factors related to the physician and the employer influencing successful return to work in Korea: results from the first panel study of workers’ compensation insurance (PSWCI)

Regulatory mechanisms for absenteeism in the health sector: a systematic review of strategies and their implementation

“Rework Program” in Japan: Innovative high‐level rehabilitation

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