Work Disability Prevention in the Netherlands

Rijk, Angelique de

doi:10.4324/9780429443398-14

Cited by 19 publications

(30 citation statements)

References 10 publications

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“…Employees randomised to the control group will not inform their employer about the online toolbox and will therefore receive care as usual from their employer. It might be that care as usual is still fairly good care in the current design, since study participation might lead to changed behaviour towards their employer (for example, asking more questions or demanding more support), and since the Dutch Gatekeeper Improvement Act stimulates active employer involvement regarding the RTW process [47]. However, the Dutch legislation is very general and of limited effect [47], which endorses the added value of the online toolbox for the intervention group.…”

Section: Methodological Considerationsmentioning

confidence: 99%

The MiLES intervention targeting employers to promote successful return to work of employees with cancer: design of a pilot randomised controlled trial

Greidanus

Boer

Rijk

et al. 2020

Trials

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Background: Employers express a need for support to facilitate the return to work (RTW) process of employees with cancer. We have developed the MiLES intervention, an online toolbox targeting employers during the RTW of employees with cancer. To evaluate the MiLES intervention, we propose the design of a pilot randomised controlled trial (RCT). The aim of this pilot is to determine whether a future RCT to study the effectiveness of this intervention on successful RTW of employees with cancer is feasible. Secondary aims are to obtain preliminary results on the effectiveness of the intervention and to determine the sample size needed in a future definitive RCT. Methods: A pilot RCT with a 6-month follow-up will be conducted. Using medical specialists at Dutch hospitals, we aim to enrol 90 participants diagnosed with cancer (<2 years earlier) aged 18-63 years who are in paid employment with an employer and who are currently sick-listed or partly sick-listed for <1 year. Participants randomised to the intervention group will be asked to inform their employer about the online toolbox supporting employers during the RTW process of employees with cancer. Participants in the control group will receive 'care as usual' from their employer. All measures will be assessed at the level of the employee using questionnaires at baseline and after 3 and 6 months of follow-up. The feasibility of a future RCT will be determined using criteria concerning methodrelated uncertainties and acceptability of the study protocol. The primary effect measure will be successful RTW (that is, RTW perceived as being successful by the cancer survivor themselves). This effect measure will be used to perform the sample size calculation for a future definitive RCT. Discussion: The design is proposed to determine the feasibility to study the effectiveness of the MiLES intervention targeting employers on the successful RTW of employees diagnosed with cancer. This pilot RCT can increase the probability of a successful future definitive RCT on the effectiveness of the intervention and potentially obviate the need to carry out an unfeasible and resource-intensive study.

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Section: Methodological Considerationsmentioning

confidence: 99%

The MiLES intervention targeting employers to promote successful return to work of employees with cancer: design of a pilot randomised controlled trial

Greidanus

Boer

Rijk

et al. 2020

Trials

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“…In the Netherlands, employers have far-reaching legal responsibilities concerning RTW care for employees on sick leave, as laid down in the Dutch Gatekeeper Improvement Act, which requires the active involvement of employers in the work resumption program of employees, right from the start of an employee's absence from work and continuing for a period of 2 years [36]. In addition to this active involvement, Dutch employers are obliged to continue 70% of the employee's salary payment for 2 years of sick leave if needed, including job protection [36]. All Dutch employees also have, by law, access to an occupational physician, who provides them with health-and labor-related care when they are sicklisted [36].…”

Section: Settingmentioning

confidence: 99%

“…In addition to this active involvement, Dutch employers are obliged to continue 70% of the employee's salary payment for 2 years of sick leave if needed, including job protection [36]. All Dutch employees also have, by law, access to an occupational physician, who provides them with health-and labor-related care when they are sicklisted [36]. Occupational physicians also advise employers concerning sickness absence procedures [36].…”

Section: Settingmentioning

confidence: 99%

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Supporting employers to enhance the return to work of cancer survivors: development of a web-based intervention (MiLES intervention)

et al. 2020

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Purpose The purpose of this study was to develop an intervention targeting employers, with the aim of enhancing cancer survivors' return to work (RTW). Methods Intervention Mapping was used to combine information gathered from several procedures involving numerous stakeholders, for example, employers, cancer survivors, oncological occupational physicians, and e-health experts. Results Employers indicated that they require tailored support during four RTW phases: (1) disclosure, (2) treatment, (3) RTW planning, and (4) actual RTW. The most important employer actions were identified for each RTW phase, for instance, "communicate," "support practically," and "assess work ability," and thereafter formulated as the performance objectives of the intervention. The trans-theoretical model of change was used as a theoretical framework, and several methodologies were employed to induce the desired behavior change, for example modeling, tailoring, and active learning. Subsequently, a webbased intervention with interactive videos, conversation checklists, links to reliable external sources, and succinct, tailored tips and information was developed and adjusted on the basis of pre-tests with different stakeholders. Conclusions The intervention was developed with input from employers and all relevant stakeholders in the RTW of cancer survivors. The systematic, step-wise development resulted in a succinct and easily accessible intervention targeting the most important employer actions during all RTW phases. As such, the intervention corresponds with employers' needs and preferences in practice. Implications for cancer survivors By providing employers with support, the intervention could well be the missing link in efforts to optimize the work participation of cancer survivors.

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“…Organizations commonly perceive such legislation and policies as a burden, e.g. because Dutch employers must pay at least 70% of the salary of a sick employee during the first 2 years of sickness absence [30]. This in fact might lead employers to try to avoid hiring a person with a disability [29].…”

Section: Settingmentioning

confidence: 99%

Evaluation of an intervention to support decisions on disclosure in the employment setting (DECIDES): study protocol of a longitudinal cluster-randomized controlled trial

Janssens

Weeghel

Henderson

et al. 2020

Trials

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Background: Unemployment rates are higher among people with mental health issues/illness (MHI) than in the general working population, and many of them face the dilemma of whether or not to disclose their MHI when searching for employment. Disclosure can lead to rejection and discrimination, but alternatively can also have important advantages that may be necessary to retain employment. Whether disclosure decisions lead to sustainable employment depends on many factors, of which unemployed people themselves can only influence their decision to disclose or not and the way in which they communicate. This study evaluates the costeffectiveness of an intervention to support unemployed people with MHI in their disclosure decision and communication. Methods: This is a two-armed, clustered, randomized controlled trial with longitudinal design and randomization at organization level. An intervention will be examined, which consists of a disclosure decision aid tool (CORAL.NL) for unemployed people and workplace stigma-awareness training especially designed for employment specialists, which focusses on how to support unemployed people in their disclosure decisions. Participants in the intervention group are unemployed people who receive support from trained employment specialists from organizations allocated to the intervention group, and receive the CORAL.NL decision aid after baseline. The control group consists of unemployed people who receive support as usual from employment specialists from different organizations allocated to the control group. Primary outcomes are: cost-effectiveness of the intervention, e.g. healthcare costs, having employment, days until start of employment, independency of social security, having other forms of employment and decision making about disclosing MHI. Secondary outcomes are mental health and wellbeing, stigma and discrimination and work-related factors. Financial income data are collected via the registration systems of Dutch municipalities and Statistics Netherlands, and by questionnaires at baseline, and at 3, 6 and 12 months.

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Work Disability Prevention in the Netherlands

Cited by 19 publications

References 10 publications

The MiLES intervention targeting employers to promote successful return to work of employees with cancer: design of a pilot randomised controlled trial

The MiLES intervention targeting employers to promote successful return to work of employees with cancer: design of a pilot randomised controlled trial

Supporting employers to enhance the return to work of cancer survivors: development of a web-based intervention (MiLES intervention)

Evaluation of an intervention to support decisions on disclosure in the employment setting (DECIDES): study protocol of a longitudinal cluster-randomized controlled trial

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