Abstract
ObjectivesDepression is experienced by a large proportion of the workforce and associated with high costs to employers and employees. There is little research on how the social costs of depression vary by social and cultural context. This study investigates individual, workplace and societal factors associated with greater perceived discomfort regarding depression in the workplace, greater likelihood of employees taking time off of work as a result of depression and greater likelihood of disclosure of depression to one's employer.MethodsEmployees and managers (n = 7,065) were recruited from seven European countries to participate in the IDEA survey. Multivariable logistic regression models were used to examine associations between individual characteristics and country contextual characteristics in relation to workplace perceptions, likelihood of taking time off work and disclosing depression to an employer.ResultsOur findings suggest that structural factors such as benefit systems and flexible working hours are important for understanding workplace perceptions and consequences for employees with depression. However, manager responses that focus on offering help to the employee with depression appear to have stronger associations with positive perceptions in the workplace, and also with openness and disclosure by employees with depression.ConclusionThis study highlights the importance of individual, workplace and societal factors that may be associated with how people with depression are perceived and treated in the workplace, and, hence, factors that may be associated with openness and disclosure among employees with depression. Some responses, such as flexible working hours, may be helpful but are not necessarily sufficient, and our findings also emphasise the importance of support and openness of managers in addition to flexible working hours.
Highlights
According to the most recent Global Burden of Disease 2010 statistics, depression ranks as a leading cause of disability [1,2] and according to the World Health Organization, is the leading cause of disability worldwide, influencing 350 million people [3]
The impact of depression on productivity is related to illness severity, with comorbidity, chronicity and severity all contributing towards worse outcomes [10]; but, even mild depression is associated with significant productivity losses [11]
Depression is experienced by a large proportion of the workforce and associated with high costs to employers; there is little research on factors which may influence the experience of having and coping with depression in the workplace and how this may vary by cultural setting across Europe
Summary
According to the most recent Global Burden of Disease 2010 statistics, depression ranks as a leading cause of disability [1,2] and according to the World Health Organization, is the leading cause of disability worldwide, influencing 350 million people [3]. In Europe, it is estimated that depression accounts for 7.2% of the overall disease burden [4], with associated costs totalling around J92 billion and affecting 30 million EU citizens [4,5,6]. Population survey data from the USA estimate annual human capital loss to be $4,426 per employed person with major depression [9]. A more recent study of individuals using secondary mental health services in Sweden estimated the mean annual per person productivity losses to be J15,206 [7]. Major depression has a greater impact on workplace absenteeism than other chronic mental and physical disorders [12]. Presenteeism is especially significant for people with depression and may be associated with costs five times greater than those due to absenteeism [13,14]
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