Work and common psychiatric disorders

Abstract

SummaryPsychiatric disorders are now the most common reason for long-term sickness absence. The associated loss in productivity and the payment of disability benefits places a substantial burden on the economies of many developed countries. The occupational dysfunction associated with psychiatric disorders can also lead to poverty and social isolation. As a result the area of work and psychiatric disorders is a high priority for policymakers.There are two main agendas: for many researchers and clinicians the focus is on the need to overcome stigma and ensure people with severe psychiatric disorders have meaningful work; however the public health agenda predominantly relates to the more common disorders such as depression and anxiety, which contribute a greater burden of disability benefits and pensions. In this review we attempt to address this second agenda.The relatively sparse evidence available reveals a complex field with significant interplay between medical, psychological social and cultural factors. Sick leave can be a 'process' as well as an 'event'. In this review we propose a staged model where different risk and protective factors contribute to the onset of psychiatric disorders in the working population, the onset of short-term sickness absence, and the transition from short-to long-term absence. We also examine strategies to manage psychiatric disorder in the workforce with a view towards returning the employee to work.Our aim in this review is to highlight the complexity of the area, to stimulate debate and to identify important gaps in knowledge where further research might benefit both patients and wider society.

A prospective study of physical fitness, obesity, and the subsequent risk of mental disorders among healthy young adults in army training

“…Multiple adverse occupational outcomes, including absenteeism, reduced productivity, unemployment, disability and high health care utilization, have been linked to mental disorders [2][3][4][5]. In the U.S. military, mental disorders are the most common cause of hospitalizations among military men and second among women (following normal delivery) [6], and are associated with subsequent discharge from service for medical disability, misconduct/ legal problems, and unauthorized work absences [7][8][9].…”

Kartlegging av depressive symptomer ved hjertesykdom

“…Depression is a major cause of increased sickness absence in the case of somatic illness (8) and can be the determinant that excludes the person concerned from the labour market (9).…”

A New Online Mental Health Training Program for Workplace Managers: Pre-Post Pilot Study Assessing Feasibility, Usability, and Possible Effectiveness (Preprint)

“…The development or persistence of mental ill health for some workers may, in part, be related to their workplace [5], a link that has now been acknowledged as a major public health concern [4]. Anxiety and mood disorders are the most common mental illnesses seen in the working population [6][7][8]. These illnesses are treatable and often preventable, however, over recent decades, rates of functional impairment due to psychiatric conditions within the working age group have increased [9].…”

“…These illnesses are treatable and often preventable, however, over recent decades, rates of functional impairment due to psychiatric conditions within the working age group have increased [9]. This comes at a substantial cost to the individual, their workplace, and to the economy [4,7,[10][11][12][13][14]. In response, there is a growing focus on understanding how work can impact on mental health and how it can be addressed through workplace-based mental health and well-being interventions [5,15,16].…”

“…Such strategies include, but are not limited to, facilitating regular conversations with an employee, maintaining a focus on employee well-being, and developing an appropriate return to work plan if a worker is on long-term sickness absence for a mental health issue, regardless of the underlying cause [20,21]. Despite the availability of best practice guidelines detailing these primary, secondary and tertiary approaches to managing mental health in the workplace, managers often report uncertainty in how to best support employees experiencing or at risk of mental ill health [7,21].…”