Women on sickness absence—views of possibilities and obstacles for returning to work. A focus group study

Abstract

In this study we have received an understanding of the complex situation of being on sickness absence due to work related strain. We have learned the importance of recognizing the context of the individual and understanding the interplay between the person and the environment. As professionals in rehabilitation we can use this knowledge to create a rehabilitation programme supporting people back to work.

Early and Late Return to Work After Sick Leave: Predictors in a Cohort of Sick-Listed Individuals with Common Mental Disorders

“…Personal resources are in all likelihood affected by health status, i.e., a higher degree of mental symptoms may lead to a reduction of personal resources and individual agency [49]. High internal demands for performance and perfectionism among employees in career jobs are associated with the onset of mental disorders [50,51]. In jobs with a higher socioeconomic position, becoming sick-listed with a mental diagnosis may therefore be a greater threat to selfefficacy, symptom satisfaction and other personal resources, compared with other jobs.…”

As interações entre os atores no retorno ao trabalho após afastamento por transtorno mental: uma metaetnografia

“…The outcome is an increase in self-esteem and believing in their own capability 18 , strengthening of their identity and acknowledgement of the worker's social status 20 , and the strengthening of the feeling that the worker will have a favorable environment for his/her return to work 24 . The development of support in the workplace is hampered by attitudes that harm the relationship between coworkers and the returning worker, in particular: the scorn, the mockery, excessive demands 26 , refusal to work with someone who had a bout of mental disorders 26 , and the skepticism of coworkers 22 .…”

“…These experiences emerge as: weakness, for not being able to manage their workload 18,19,20 ; mistrust in themselves, as they do not endure the demands of the job well 18,21 ; discredit, as they do not deal well with their own expectations of being a successful employee 18,21 ; sensitivity as to the reactions of others regarding their return to work 21,22 ; oppression for feeling forced to satisfy the expectations of others 13,20,21 ; and finally the impression they are being judged by the others for their work capability 20,23 . These elements may cause even more concerns and distress about the process of return to work 20 , feeling of shame and guilt 21 , need for isolation 20 , creating or reinforcing the negative image of a worker with mental disorders 21,24 , and discredit as to the possibility of being wellreceived and looked after at the workplace 18 . Based on these findings, the experience related to the return to work performance is characterized as an obstacle hard to overcome in the process of return, as this seems to depict an ethos, i.e., a way of being that is dominant in the attitude, values and feelings of individuals in a community.…”

“…The returning worker expects attitudes from coworkers such as: being attentive and sensitive listeners 18 , having a warm attitude 20,22 , being willing to have contact with the worker on sick leave, even during the period of absence 20 , sincere offering of help with the tasks, and understanding with the arrangements 20 . The attitudes that coworkers value in the worker who is return to work are: not being afraid to ask coworkers for help 22 , and trusting the coworkers 22 .…”

“…The studies that were reviewed provide some coping strategies regarding work performance: (a) to provide positive feedback as to the current capability and competence of the worker to perform the tasks, highlighting his/her strengths and skills 18,25 ; (b) to offer help in reviewing personal performance expectations 20 ; (c) to work on self-acceptance of the current condition, in order to make the necessary adjustments to support the efforts to reconnect with co-workers 22 ; (d) to implement affirmative actions in the workplace, such as talking about the mental disorders he/ she had 22 ; (e) to learn how to deal with emotions and feelings related to work demands 13 ; (f ) to discuss the performance of professional activities among the stakeholders involved in the return to work of employees with mental disorders 22 ; and (g) to reflect and attribute new meaning to the different senses developed, considering the work ethics 21 .…”