Unsupportive Work Environments Research Articles

The Influence of Work-Life Balance, Workload and Work Environment on Burnout among Teachers in Melaka Tengah District, Malaysia

Teacher burnout emerges as a complex issue intertwined with challenges in maintaining work-life balance, managing heavy workloads, and navigating the work environment within the educational sector. Factors such as the difficulty in achieving a balance between professional responsibilities and personal well-being, excessive work demands, and unsupportive work environments significantly contribute to the risk and prevalence of burnout among teachers. Efforts to address these contributing factors through supportive policies, workload management, and the cultivation of a positive work atmosphere are essential for mitigating burnout and enhancing teacher well-being and retention. This study determines the relationships between work-life balance, workload, work environment, and teacher burnout, utilizing a quantitative approach with data from 332 teachers via a Google Form survey. The findings reveal a positive relationship between work-life balance and burnout, challenging the notion that improved balance alone mitigates burnout. Workload demonstrates a strong positive association with burnout, highlighting the impact of increased demands on teachers. Conversely, a positive work environment exhibits a negative relationship with burnout, suggesting that a supportive organizational climate acts as a protective factor. This study underscores the need for a holistic approach to teacher well-being, recognizing the intricate relationships between workload, personal life, and the organizational environment. These findings offer valuable insights for educational institutions aiming to foster a supportive work environment and mitigate the adverse effects of burnout among teachers.

Familial and Social Implications of Breast and Gynaecological cancer in Kerala, India

BackgroundDue to the paucity of reliable data to determine the components of family-based comprehensive care for cancer in India, we explored the familial implications of gynaecological and breast cancer diagnosis and treatment through a mixed-method study. MethodsThe mixed method study included 130 women aged above 18 with a confirmed diagnosis of gynaecological or breast cancer recruited from three selected tertiary hospitals in Kerala, India. Information on quality of life (36-Item Short Form Survey (SF-36)), psychological distress (distress thermometer), and the familial, interpersonal, social, and community impacts of cancer (semi-structured interview guide) were elicited. Linear regression was used to identify the factors associated with distress and the factors were explored further using thematic analysis. ResultsPatients included in the study (n = 130; mean age 57.5 years) had moderate or mild (66.9%) to severe (25.4%) distress. Concerns about work (93%), difficulty in; home care and housing (82%), care for dependents (65%), unempathetic family (87.6%), isolation (70%), and body image (65%) were major reasons for their distress. Physiological, social, and family-related stressors among the respondents included challenges in physical functioning, intense physical symptoms like fatigue, loss of appetite and sleep, role restrictions, alterations in family responsibilities, functional dependency, inadequate family support, challenges in social and interpersonal interactions, and an unsupportive work environment. ConclusionCancer is a health crisis that involves psychological, social, and economic distress, compelling professionals to design multifaceted individualized care packages rather than only concentrating on medical management to alleviate their distress.

In Their Own Voices: A Critical Narrative Review of Black Women Faculty Members’ First-Person Accounts of Racial Trauma Across Higher Education

Phenomenon : Black women often face more challenges in academic medicine than others and are leaving the profession due to unsupportive work environments, systematic neglect, and experiences of invisibility. Research offers insight into Black women faculty experiences, but studies have largely been conducted on their experiences rather than written by them. We analyzed first-person narratives exploring Black women faculty members’ experiences with racial trauma across the academy considering the intersectionality of racism and sexism to lay the foundation for understanding Black women physicians’ faculty experiences in similar spaces. Approach : We gathered first-person narratives of Black women faculty members in the U.S. from ERIC, Web of Science, and Ovid Medline. We used a variety of terms to draw out potential experiences with trauma (e.g., microaggressions, stigma, prejudice). Articles were screened by two researchers, with a third resolving conflicts. Drawing on constructs from Black feminist theory, two researchers extracted from each article authors’ claims about: (a) their institutions, (b) their experiences in those spaces, and (c) suggestions for change. We then analyzed these data through the lens of racial trauma while also noting the effects of gendered racism. Findings : We identified four key themes from the 46 first-person accounts of racial trauma of Black faculty members in higher education: pressures arising from being “the only” or “one of few”; elimination of value through the “cloak of invisibility” and “unconscious assumptions”; the psychological burden of “walking a tightrope”; and communal responsibility, asking “if not us, then who?” Insights : Black women’s narratives are necessary to unearth their specific truths as individuals who experience intersectional oppression because of their marginalized racial and gender identities. This may also assist with better understanding opportunities to dismantle the oppressive structures and practices hindering more diverse, equitable, and inclusive institutional environments where their representation, voice, and experience gives space for them to thrive and not simply survive within the academy, including and not limited to medicine.

How Mental Health Nurses Report Their Compassion Fatigue and Compassion Satisfaction: A Cross-Sectional Study and the Implications for Healthcare Leaders

Compassion fatigue is the cost of caring for others in emotional pain where the helping professional absorbs the trauma of those they help and cannot detach emotionally at the end of the day. Stressful and perceived unsupportive work environments may leave the caregiver at a heightened risk for compassion fatigue. To study the level of compassion fatigue and compassion satisfaction experienced by mental health nurses. A descriptive, cross-sectional, electronic survey design was utilized. The Professional Quality of Life Scale-5 was used. The study was conducted at a large, urban hospital that exclusively treats patients with mental health and addiction issues located in Ontario, Canada. The sample included all nurses who were listed on the hospital’s Email list. All nurses who are displayed on this list are mental health nurses. Analyses were conducted to assess for differences between the characteristics and the subscales of professional quality of life. One hundred and forty-eight mental health nurses completed a questionnaire. The response rate was 21%. Seventy-six percent reported moderate levels of burnout, 59% reported moderate levels of secondary traumatic stress, and 21% reported high levels of compassion satisfaction. Predictors were seen for the characteristics of gender, ethnicity, marital status, area, exposure to violence and support felt. Compassion fatigue has clear implications. Organizations willing to invest in reducing it, have the potential to improve patient outcomes and the well-being of nurses. The majority of mental health nurses reported moderate levels for each of the subscales.

A Review of Disparities in Outcomes of Hospitalized Patients with Limited English Proficiency: The Importance of Nursing Resources

Abstract: Language barriers significantly affect communication between patients and health care staff and are associated with receipt of lower-quality care. Registered nurses are well positioned members of the health care team to reduce and eliminate disparities for patients with limited English proficiency (LEP). Current evidence recommends nurses use interpreters or translation devices to overcome language barriers; however, these recommendations fail to recognize that structural system-level factors, such as unsupportive work environments and poor nurse-to-patient staffing ratios, reduce nurses' ability to implement these recommendations. The Quality Health Outcomes Model (QHOM) is a useful framework for understanding relationships between hospital systems, the delivery of care interventions, and patient outcomes. The goal of this manuscript is to use the QHOM and existing empirical evidence to present a new perspective on the long-standing clinical challenge of reducing language-related health outcome disparities by considering the context in which nurses deliver patient care.

A rapid review of opportunities and challenges in the implementation of social prescription interventions for addressing the unmet needs of individuals living with long-term chronic conditions

BackgroundPeople with long-term chronic conditions often struggle to access and navigate complex health and social services. Social prescription (SP) interventions, a patient-centred approach, help individuals identify their holistic needs and increase access to non-clinical resources, thus leading to improved health and well-being. This review explores existing SP interventions for people with long-term chronic conditions and identifies the opportunities and challenges of implementing them in primary healthcare settings.MethodsThis rapid review followed the Preferred Reporting Items for Systematic Review and Meta-analysis guidelines and searched relevant articles in three databases (PubMed/MEDLINE, EMBASE, and Web of Science) by using subject headings and keywords combined with Boolean operators. The search encompassed articles published between January 2010 and June 2023. Two authors independently conducted study screening and data abstraction using predefined criteria. A descriptive synthesis process using content analysis was performed to summarise the literature.ResultsFifteen studies were included, with all but one conducted in the United Kingdom, and revealed that social prescribers help guide patients with long-term chronic conditions to various local initiatives related to health and social needs. Effective implementation of SP interventions relies on building strong relationships between social prescribers and patients, characterised by trust, empathy, and effective communication. A holistic approach to addressing the unmet needs of people with long-term chronic conditions, digital technology utilisation, competent social prescribers, collaborative healthcare partnerships, clinical leadership, and access to local resources are all vital components of successful SP intervention. However, the implementation of SP interventions faces numerous challenges, including accessibility and utilisation barriers, communication gaps, staffing issues, an unsupportive work environment, inadequate training, lack of awareness, time management struggles, coordination and collaboration difficulties, and resource constraints.ConclusionThe present review emphasises the importance of addressing the holistic needs of people with long-term chronic conditions through collaboration and coordination, training of social prescribers, community connections, availability of local resources, and primary care leadership to ensure successful interventions, ultimately leading to improved patient health and well-being outcomes. This study calls for the need to develop or utilise appropriate tools that can capture people's holistic needs, as well as an implementation framework to guide future contextual SP interventions.

Continuing Professional Development for Lis Professionals in University Libraries of Punjab

A study was conducted to assess the competencies, needs, and trends in continuing professional development for Library and Information Science (LIS) professionals in university libraries in Punjab, Pakistan. The study covered both public and private sector universities and included sub-campuses. Data was gathered through convenience sampling using questionnaires distributed through various methods. The findings revealed that LIS professionals were well-versed in certain aspects of their field, such as library advocacy, ethics, and collection management. However, they exhibited a moderate level of familiarity with other areas, including the lifecycle of information, cataloging standards, and organizational principles. The study identified areas where LIS professionals required further training, including communication skills, knowledge of library history, problem-solving techniques, awareness of social and cultural policies, legal frameworks, and various aspects of information lifecycle management. Additionally, the study identified several barriers to continuing professional development, such as a lack of interest, limited resources, a shortage of experts, inadequate infrastructure, time constraints, unsupportive work environments, and a scarcity of training opportunities in the country. In summary, the study highlighted the need for targeted professional development opportunities for LIS professionals in Punjab, Pakistan, while recognizing the challenges they face in accessing such opportunities.

THE PERSISTENCE OF AGE DISCRIMINATION IN SHAPING LATE WORKING LIVES

Abstract The aging population and subsequent demographic shift have driven the Extended Working Lives (EWL) agenda to become an important policy goal. However, millions of older workers leave the workforce each year due to unsupportive work environments attributed in part or in whole to ageist policies and practices, raising questions about older workers’ perceptions of themselves in the workforce and what this means for the EWL agenda. Using data from 25 qualitative interviews, our research finds that ageism continues to play a part in the decision-making process of older workers when considering their future. These findings fall into two categories: Age barriers within the workplace and Perceptions. Age barriers within the workplace include tasks or events that incite a feeling of separation from younger peers, such as training, social interaction, and digitization. Perceptions are older workers’ internalized expectations of themselves and their abilities. Our findings suggest these perceptions do not align with the reality for older workers, thus contributing to internalized ageism. The need to target stereotypical attitudes towards older workers was highlighted as an age barrier to employment before the turn of the century. However, despite the Extended working Lives, Active Aging and Fuller Working Lives Agendas changing the policy context around older workers, this research suggests that the same stereotypes continue to pervade older workers both externally from policy and practice and internally in self-perceptions. A life-course approach to policy is needed to improve conditions for older workers and to challenge ageist stereotypes in a meaningful way.

자애명상 병행 집단미술치료가 보육교사의 자기자비와 직무스트레스에 미치는 효과

The purpose of this study is to verify the effect of group art therapy combined with loving-kindness meditation on self-compassion and job stress of childcare teachers. The subjects of the study were 12 childcare teachers in J City who reported experiencing job-related stress (6 in the experimental group, 6 in the control group). Art Therapy was held once a week from July to August 2022, for a total of 8 sessions, 80 minutes each. The results of the self-compassion scale and job stress scale for the experimental and control groups before and after implementing the program are as follows. As follows. First, the experimental group's overall self-compassion, self-kindness, universal humanity, and mindfulness abilities were found to have improved. Second, the experimental group's job stress related to overall job stress, unsupportive work environment, peer teacher relationship, and parent relationship decreased. Therefore, the possibility of using loving-kindness meditation and group art therapy as psychological treatment for teachers in childcare settings was confirmed.

Cancer Center Staff Satisfaction: Descriptive Results of a Canadian Study.

Caring for cancer patients is generally considered very rewarding work, but it can also be stressful and demanding. Therefore, it is important for oncology healthcare professionals to feel satisfied with their work environment in order to provide the best care possible. An ethics-approved 61-item staff satisfaction survey was developed in-house to gain insights regarding workplace satisfaction among all staff at The Ottawa Hospital Cancer Center. Descriptive statistics were used to analyze the responses. A total of 478 individuals completed the online survey, with 75.1% women, 23.2% men, and 1.7% preferring not to say. This represented the vast majority (>75%) of cancer center staff. The approximate breakdown according to healthcare professional type was as follows: 21% nurses, 20% radiation therapists, 18% physicians, 13% clerical staff, and 28% other types of staff. Almost all (97.4%) generally enjoyed their work, with 60% stating "very much" and 37.4% stating "a little bit", and 93.3% found working with cancer patients rewarding. The overall satisfaction level at work was high, with 30.1% reporting "very satisfied" and 54.2% "somewhat satisfied". However, in terms of their work being stressful, 18.6% stated it was "very much" and 62.1% "a little bit". Also, in terms of their workload, 61.3% stated it was "very busy" and 10% stated it was "excessively busy". The most enjoyable aspects of work were listed as interactions with colleagues, interactions with patients, and learning new things. The least enjoyable aspects of work were excessive workload, a perceived unsupportive work environment, and technology problems. Levels of satisfaction and stress at work varied according to role at the cancer center. Most cancer center staff seem to enjoy their work and find it rewarding. However, the work environment can be challenging and stressful. Areas for improvement include managing workloads, ensuring staff feel supported, and improving the user-friendliness of technology.

Perceived Organizational Support in Special Needs Education Teachers

Special education teachers have more burnout than other teachers. In many cases, an unsupportive work environment led to stress, followed by burnout and a desire to quit the profession. The way they deliver services to special needs children, require different approaches and treatments than other children, will be impacted by the organization’s lack of support. This study aimed to investigate how Indonesian special needs education teachers perceived organizational support. Focus Group Discussions (FGDs), a qualitative methodology, were used in the study with 10 special education teachers from various regions. The Perceived Organizational Support Scale developed by Rhoades and Eisenberger’s (2002) theory served as the basis for the participant’s questions and discussions. The findings of this study suggested that their employers’ assistance in terms of fairness, supervision support, organizational reward and job conditions was still lacking. Special needs education teachers in private schools and special needs education teachers in public schools have distinct regulatory approaches to staff welfare and health, which has an impact on the performance of taking care of children with special needs.
 Keywords: Organizational support, Special needs education, Teacher

Going to the Source: Discussions With Early and Mid-Career Faculty From Groups Underrepresented in Biomedical Research to Develop and Enhance CFAR Services.

To include, sustain, and retain HIV-focused early career faculty from groups historically excluded from biomedical research, the Providence/Boston Center for AIDS Research (CFAR) conducted focus groups and individual interviews with early and mid-career faculty to discern their needs. We conducted focus groups and interviews with 15 faculty at institutions affiliated with Providence/Boston CFAR from groups underrepresented in biomedical research. The discussion was guided using the domains of an Asset Bundle Model encompassing scientific human capital, social capital, and financial capital. Participants' identities, including their race, ethnicity, gender, sexual orientation, and being a parent affected their vision of themselves as scientists. Participants reported confusion or limited training on or access to resources for professional development, hiring staff, meeting NIH reporting requirements, international research, support for working parents, sabbaticals, and addressing workplace conflict or unsupportive work environments. Some described feeling like they were a burden on their mentors who seemed overextended. They identified attributes of effective mentors, such as believing in and investing in the mentee; having the requisite content area expertise and self-confidence; being able to identify mentees needs and meet them where they are; and being consistent, communicative, respectful, and kind. They described a need for additional education and support preresearch and postresearch grant award management. To learn how to equitably serve all interested in HIV research, CFARs should engage and include perspectives from scientists who have historically been excluded from biomedical research. Our future work will test, implement, and disseminate the ideas generated by these focus group discussions.

A STUDY ON EFFECT OF LABOUR TURNOVER TO ACHIEVE ORGANISATIONAL GOAL AT TEXCO FASHIONS, DODDABALLAPUR.

Abstract: This study delves into the significant impact of labor turnover on achieving organizational goals within the textile industry. The textile sector, characterized by its labour-intensive nature, often grapples with high turnover rates, which can hinder the attainment of strategic objectives. This research investigates the intricate relationship between labor turnover & organizational success, aiming to uncover strategies that mitigate turnover's adverse effects. By analysing data from various textile , this study identifies a range of consequences linked to labor turnover, such as reduced productivity, increased training costs, & disrupted workflow. Moreover, it explores the underlying factors contributing to turnover, including job dissatisfaction, lack of growth opportunities, and unsupportive work environments. The research then shifts its focus to potential solutions, suggesting the implementation of robust employee retention programs, improved job design, & comprehensive skill development initiatives. By understanding the intricate dynamics between labor turnover & organizational achievement, this study offers valuable insights that textile industry leaders can utilize to foster a stable & productive workforce, ultimately driving the industry towards its strategic goals Key words : . Labor turnover Organizational goals, Textile industry, Employee retention, Workforce stability, Productivity , Training costs, Job satisfaction , Growth opportunities, Work environment, Job design, Skill development

Six Sigma Method for Improving the Quality of a Flat LM Type. An Evidence-Based Case Study of a PT. SPM

PT. SPM is a steel cutting manufacturing company. PT. SPM encountered difficulties during the manufacturing process as a result of the large number of production products classified as defective, particularly flat steel products of the Flat LM type. The company will undoubtedly suffer a loss as a result of the high number of defective products. To reduce the number of defects in manufactured products and to minimize company losses, a study was conducted using the six sigma DMAIC method to ascertain the primary causes of defects and possible improvements. According to the results of the DMAIC analysis, the most prevalent types of defects were dimensional defects that did not match the percentage of 58 percent; non-elbow defects that did not match the percentage of 24 percent; and scratch defects that did not match the percentage of 17 percent. The value of the company's process capability remains less than one (0.776), and the sigma level remains less than six (3.88). There are numerous factors that contribute to defects, including operator negligence, suboptimal machine performance, and an unsupportive work environment. Numerous improvement proposals were made in response to priority issues, including developing SOPs for worker training, developing OPL for the cutting process, and developing machine maintenance checksheets.

The impact of university-based education on nursing professional identity: a qualitative examination of students' experiences.

To examine graduate students' perceptions of their nursing professional identity within the university-based educational system. A qualitative phenomenological approach was adopted involving the completion of in-depth interviews and focus groups among master's degree students in Morocco. The shift to university-based nursing education system was associated with the development of a positive self-image, sense of empowerment, and attachment to professional values in addition to role extension and involvement in research. The perceived external barriers such as negative social image, role ambiguity, and unsupportive work environments, limit the reach of the positive influence of the educational shift and may lead to doubts in integrating the clinical workspace.

Ableism in the Healthcare Professions

<h3>Objective(s)</h3> To systematically explore the experiences and impact of workplace discrimination and ableism among healthcare providers and trainees with disabilities. <h3>Data Sources</h3> Systematic searches of seven databases (Ovid Medline, Embase, Healthstar, PsychInfo, Scopus, CINAHL and Web of Science) were conducted. <h3>Study Selection</h3> Inclusion criteria involved: a sample of healthcare providers or trainees with a disability, an empirical study with an outcome related to discrimination or ableism, published in a peer-reviewed journal from 2000-2021 (without language restrictions). Five reviewers independently applied the inclusion criteria and rated the study quality. <h3>Data Extraction</h3> Data were extracted by the first author using a standardized template that aligned with our research objective. Four additional authors reviewed the data table for accuracy. <h3>Data Synthesis</h3> Studies were analyzed following the guidelines for narrative synthesis. Forty-eight studies met our inclusion criteria, representing 13,815 participants across six countries over a 21-year period. The findings highlighted rates and types of workplace ableism, which occurred at the institutional (i.e., inaccessible environments, physical barriers and unsupportive work environments) and individual-level (i.e., negative attitudes, bullying, harassment). The impact of ableism on healthcare providers included difficulty disclosing their condition due to fear of stigma, and effects on well-being and career development. <h3>Conclusions</h3> Our findings revealed a critical need for more research on the experiences of ableism amongst healthcare providers and the impact it has on their well-being. Further efforts should explore mechanisms for including and welcoming people with disabilities in healthcare professions. <h3>Author(s) Disclosures</h3> None.

Work-related stressors and mental health among LGBTQ workers: Results from a cross-sectional survey.

Lesbian, gay, bisexual, transgender, and queer (LGBTQ) individuals experience high rates of adverse mental health outcomes due to the stressors they experience in families, communities, and society more broadly. Work and workplaces have the potential to influence these outcomes given their ability to amplify minority stress, and their ability to influence social and economic wellbeing in this already marginalized population. This study aims to identify how sociodemographic characteristics and characteristics of work, including degree of precarity, industry and perceived workplace support for LGBTQ people, influence self-reported mental health among LGBTQ people in two Canadian cities. Self-identified LGBTQ workers ≥16 years of age (n = 531) in Sudbury and Windsor, Ontario, Canada were given an online survey between July 6 and December 2, 2018. Multivariate ordinal logistic regression was used to calculate odds ratios (OR) to evaluate differences in gender identity, age, income, industry, social precarity, work environment, and substance use among workers who self-reported very poor, poor, or neutral mental health, compared with a referent group that self-reported good or very good mental health on a five-point Likert scale about general mental health. LGBTQ workers with poor or neutral mental health had greater odds of: being cisgender women or trans compared with being cisgender men; being aged <35 years compared with ≥35 years; working in low-wage service sectors compared with blue collar jobs; earning <$20,000/year compared with ≥$20,000/year; working in a non-standard work situation or being unemployed compared with working in full-time permanent employment; feeling often or always unable to schedule time with friends due to work; feeling unsure or negative about their work environment; and using substances to cope with work. Both precarious work and unsupportive work environments contribute to poor mental health among LGBTQ people. These factors are compounded for trans workers who face poorer mental health than cis-LGBQ workers in similar environments.

Willing but not able: A survey of New Zealand health practitioners' interests in providing second trimester abortion care and the obstacles they face.

In 2020, abortion was removed from the Crimes Act. Abortions under 20 weeks gestation no longer require an indication and criteria for abortion above 20 weeks gestation has broadened. Prior to law reform, all abortions were provided on licensed premises and the responsible health practitioner was a doctor. Subsequently, any health practitioner with abortion in their scope of practice can provide abortion care. To describe the characteristics of health practitioners who expressed an interest in participating in second trimester abortion care, and to identify and describe the barriers to providing an optimal second trimester abortion service. This was an exponential non-discriminating snowball email survey using tick boxes and open comments. Quantitative data were analysed using descriptive statistics and free-text components were analysed using a general inductive approach. The 113 respondents included: 38 hospital-based obstetrics and gynaecology doctors, 22 primary care doctors, 13 midwives and 14 nurses/nurse practitioners. Thirty-three (29.2%) and 62 (54.9%) respondents reported interest in providing second trimester surgical and medical abortion care respectively. The most commonly identified barrier to both surgical and medical second trimester abortion provision was lack of trained staff, followed by an unsupportive work environment. Thematic analysis aligned with these findings and commonly featured difficulty in accessing feticide. We need to actively recruit and train all health practitioners interested in providing second trimester abortion care to strengthen the workforce. This requires an organisation to oversee an inclusive national framework for abortion training, including feticide, and provide professional supervision.

Exploring reasons for sick leave due to common mental disorders from the perspective of employees and managers – what has gender got to do with it?

ABSTRACT Purpose The purpose of this study was to explore the employee and the managerial experience of reasons for sick leave due to CMDs in relation to work and private life, through the lens of a transactional perspective of everyday life occupation and gender norms. Methods Semi-structured interviews were conducted with 17 employees on sick leave due to CMDs and 11 managers. By using transactional and gender perspectives in a reflexive thematic analysis, themes were generated in a constant comparative process. Findings Four themes were identified: a) struggling to keep up with work pressure and worker norms; b) struggling with insecurity in an unsupportive work environment; c) managing private responsibilities through flexible work schedules, and d) managing emotions alongside unfavourable working conditions. Conclusion Sick leave due to CMDs was understood as related to experiences of accumulated events situated in different social, cultural, and societal contexts of everyday life. Practices and policies should encourage an open dialogue about work and private life and health between employees and managers. To build healthy and sustainable work environments practices should also aim for increased awareness of social norms. A better understanding may facilitate the identification of situations in work and private life that are problematic for the employee.

Lessons Learned by Rehabilitation Counselors and Physicians in Services to COVID-19 Long-Haulers: A Qualitative Study

Coronavirus disease (COVID-19) may cause long-lasting adverse consequences after acute recovery, including functional limitations and reduced work capacity. Individuals with long-lasting complications of COVID-19 are known as long-haulers. There is a knowledge gap on how COVID-19 complications affect return-to-work (RTW) efforts. We aimed to describe the challenges that long-haulers encounter when returning to work from the perspectives of rehabilitation professionals. In this study, four certified rehabilitation counselors and four rehabilitation physicians in U.S. outpatient rehabilitation centers participated in focus groups. Participants discussed challenges in working with long-haulers, including personal attributes, post–COVID-19 symptoms and complications, uncertain recovery and unpredictable outcomes, limited health care accessibility and support, and unsupportive work environments. Participants provide individualized services to meet long-haulers’ diverse needs as they do for all persons with disabilities, although they expressed uncertainty due to the variable disease course and risk of infection. Modifying workplace policies, especially gradual RTW, were frequently mentioned accommodations. The findings highlight the RTW issues of long-haulers. We provide recommendations on increasing awareness of the challenges and job accommodations of long-haulers.