Work-related Sickness Absence Research Articles

Early retirement intentions among Abu Dhabi Police: investigating the role of psychosocial work factors and sickness absenteeism

BackgroundPolice departments are encouraged to integrate their health and safety management systems with the operational arrangements to demonstrate commitment to the improvement of working environment in the police is by the collection and analysis of occupational health data such as sickness absence and early retirement intention.MethodsAbout 760 responses to the Occupational Health and Safety Survey by the Abu Dhabi Police employees was used to analyse the early retirement intentions considering the work-related factors and sickness absence data.ResultsLogistic regression results of the unadjusted model reported higher odds that lower levels of co-worker support, supervisor support, workplace support related to intentions of early retirement. Also, unfavourable perception of health management increases the odds to early retirement among the employees.ConclusionThe outcome of this study provides insights into the determinants of early retirement intentions in the less explored region of middle-east, specifically in Abu Dhabi. Thorough analysis of such data will help police organisations to prioritise plans and improve the health and wellbeing of officers, in turn contributing to strengthening the fight against crime and minimizing the number of occupational injuries and premature exit from paid work.

Effectiveness of health-oriented leadership interventions for improving health and wellbeing of employees: a systematic review

AimTo identify and summarize the evidence for the effect of health-oriented leadership interventions on health and well-being outcomes at the employee level following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement (Moher et al. 2009).Subject and MethodsA systematic search of relevant studies was conducted in multiple databases. Randomized controlled trials (RCTs), cluster-randomized controlled trials (cRCTs) and controlled before–after studies (CBAs) were included based on the following criteria: interventions that addressed supervisors, to raise awareness for the importance of health issues, teach mindfulness practices for conscious awareness, reduce stress and promote resources at the level of individual behavior, and evaluated the effect on at least one outcome of psychomental stress, absenteeism and well-being on the employee level.ResultsOf 6126 publications retrieved, ten studies were identified for analysis. Significant effects of leadership training were reported on exhaustion tendency, self-reported sickness absence, work-related sickness absence and job satisfaction in studies comparing health-oriented training programs to no intervention. Studies comparing health-oriented leadership training to other training did not report significant effects. Risk of bias was judged to be high in seven studies and unclear in three studies.ConclusionEvidence for the effectiveness of health-oriented leadership interventions on employees’ stress, absenteeism or well-being is judged to be low, clearly indicating the need for more and higher-quality research.

Process Evaluation of an Operational-Level Job Stress Intervention Aimed at Decreasing Sickness Absence among Public Sector Employees in Sweden.

Work-related sickness absence carries large societal costs, and interventions aimed at decreasing sickness absence need to be performed in an effective way. This study evaluated the implementation process of an operational-level job stress intervention, implemented between 2017 and 2018 in the public sector, by assessing the extent to which the allocated resources reached the intended target group, if the planned measures could be expected to address the relevant work environmental challenges, and if the planned measures were implemented. Data were collected from applications for funding in the intervention (n = 154), structured interviews (n = 20), and register data on sickness absence (n = 2912) and working conditions (n = 1477). Thematic analysis was used to classify the level of the work environmental challenges, the level and perspective of the suggested measures, and the “measure-to-challenge correspondence”. Overall, participating workplaces (n = 71) had both higher sickness absence (p = 0.01) and worse reported working conditions compared to their corresponding reference groups. A measure-to-challenge correspondence was seen in 42% of the measures, and individual-level measures were mostly suggested for organisational-level work environment challenges. Almost all planned measures (94%) were ultimately implemented. When performing operational-level interventions, managers and their human resource partners need support in designing measures that address the work environmental challenges at their workplace.

Descriptive study of sickness absence in Spanish regions in 2018: database study

ObjectivesTo provide a wide and thorough description of sickness absence (SA) in Spain, focussing on the different regions of the country and the main characteristics of SA.MethodsA study of the...

Work-Related Exposures and Sickness Absence Trajectories: A Nationally Representative Follow-up Study among Finnish Working-Aged People.

The contribution of physically demanding work to the developmental trajectories of sickness absence (SA) has seldom been examined. We analyzed the associations of 12 physical work exposures, individually and in combination, with SA trajectories among the occupationally active in the Finnish nationally representative Health 2000 survey. We included 3814 participants aged 30–59 years at baseline, when exposure history to work-related factors was reported. The survey and interview responses were linked with the annual number of medically confirmed SA spells through 2002–2008 from national registries. Trajectory analyses identified three SA subgroups: 1 = low (54.6%), 2 = slowly increasing (33.7%), and 3 = high (11.7%). After adjustments, sitting or use of keyboard >1 year was inversely associated with the high SA trajectory (odds ratio, OR, 0.57; 95% 95% confidence interval, CI, 0.43–0.77). The odds of belonging to the trajectory of high SA increased with an increasing number of risk factors, and was highest for those with ≥4 physical workload factors (OR 2.71; 95% CI 1.99–3.69). In conclusion, these findings highlight the need to find ways to better maintain the work ability of those in physically loading work, particularly when there occurs exposure to several workload factors.

Workplace mental health programmes: the role of managers

Mental illnesses, led by depressive disorders, have long ranked within the top ten in terms of the global burden of disease 1 WHODepression Fact Sheet. http://www.who.int/mediacentre/factsheets/fs369/en/Date: February, 2017 Google Scholar , 2 Üstün TN Ayuso-Mateos JL Chatterji S Mathers C Murray CJ Global burden of depressive disorders in the year 2000. Br J Psychiatry. 2004; 184: 386-392 Crossref PubMed Scopus (1305) Google Scholar , 3 Greden JF Recurrent depression: its overwhelming burden. in: Greden JF Treatment of recurrent depression. American Psychiatric Publishing, Washington, DC2001 Google Scholar and in 2017, WHO categorised depression as the leading cause of disability worldwide. 4 WHO“Depression: let's Talk” says WHO, as depression tops list of causes for ill health. http://www.who.int/mediacentre/news/releases/2017/world-health-day/en/Date: March 30, 2017 Google Scholar Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trialA 4-h manager mental health training programme could lead to a significant reduction in work-related sickness absence, with an associated return on investment of £9.98 for each pound spent on such training. Further research is needed to confirm these findings and test their applicability in other work settings. Full-Text PDF

Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial

Mental illness is one of the most rapidly increasing causes of long-term sickness absence, despite improved rates of detection and development of more effective interventions. However, mental health training for managers might help improve occupational outcomes for people with mental health problems. We aimed to investigate the effect of mental health training on managers' knowledge, attitudes, confidence, and behaviour towards employees with mental health problems, and its effect on employee sickness absence. We did a cluster randomised controlled trial of manager mental health training within a large Australian fire and rescue service, with a 6-month follow-up. Managers (clusters) at the level of duty commander or equivalent were randomly assigned (1:1) using an online random sequence generator to either a 4-h face-to-face RESPECT mental health training programme or a deferred training control group. Researchers, managers, and employees were not masked to the outcome of randomisation. Firefighters and station officers supervised by each manager were included in the study via their anonymised sickness absence records. The primary outcome measure was change in sickness absence among those supervised by each of the managers. We analysed rates of work-related sick leave and standard sick leave seperately, with rate being defined as sickness absence hours divided by the sum of hours of sickness absence and hours of attendance. This trial was registered with the Australian New Zealand Clinical Trials Registry (ACTRN12613001156774). 128 managers were recruited between Feb 18, 2014, and May 17, 2014. 46 (71%) of 65 managers allocated to the intervention group received the intervention, and 42 (67%) of 63 managers allocated to the control group were entered in the deferred training group. Managers and their employees were followed up and reassessed at 6 months after randomisation. 25 managers (1233 employees) in the intervention group and 19 managers (733 employees) in the control group provided data for the primary analysis. During the 6-month follow-up, the mean rate of work-related sick leave decreased by 0·28 percentage points (pp) from a pre-training mean of 1·56% (SE 0·23) in the intervention group and increased by 0·28 pp from 0·95% (0·20) in the control group (p=0·049), corresponding to a reduction of 6·45 h per employee per 6 months. The mean percentage of standard sick leave increased by 0·48 pp from 4·97% (0·22) in the intervention group and by 0·31 pp from 5·27% (0·21) in the control group (p=0·169). A 4-h manager mental health training programme could lead to a significant reduction in work-related sickness absence, with an associated return on investment of £9.98 for each pound spent on such training. Further research is needed to confirm these findings and test their applicability in other work settings. NSW Health and Employers Mutual Ltd.

Investigating the attitudes of nurses who are obese.

The prevalence of obesity is higher among nurses than in any other group of healthcare professionals. Obesity is an issue for the nursing workforce because of its effects on work-related sickness absence and productivity, through related conditions such as arthritis and diabetes. Aim To investigate the attitudes, motivations and behaviours of, and the uptake of workplace health initiatives by, nurses who are obese. Method Nurses who are or were obese and who practised in England were recruited at the Royal College of Nursing congress in Glasgow in June 2016. Participants were asked to complete a short survey on their attitudes to weight, and the effectiveness and availability of workplace health initiatives. Results A total of 196 nurses were surveyed, of which 95% (n=186) wanted to lose weight and 94% (n=185) thought that it was an issue for nurses to be obese, particularly because being obese made it challenging to discuss weight-loss and healthy lifestyles with patients. Participants expressed an interest in undertaking workplace health initiatives if these could be accommodated around their working hours and were free. However, 38% (n=75) of participants reported that their workplace did not offer any such initiatives to improve staff health. Conclusion Obesity is often considered to be the result of an individual's lifestyle choices; however, nurses may experience environmental constraints in relation to their working practices that may affect their ability to lead healthy lifestyles. These factors should be addressed to reduce the high levels of obesity in the nursing workforce.

Reporting and prediction of work-related sickness absence by general practitioners.

Information on sickness absence (SA) duration in general practice is difficult to record. The duration of absence certified by general practitioners (GPs) can be viewed as a prognosis for return to work. The Health and Occupation Research network in General Practice (THOR-GP) collects SA information from GPs associated with cases of work-related ill-health. A sample of these cases is followed up 1 year retrospectively to gather information on the duration of absence. To examine the extent of the underestimation of SA in routinely reported data and to investigate how well GPs predict patients' return to work. THOR-GPs submit case and SA information using a web-based form. GPs who submitted selected cases were asked about the total number of days of SA and whether the patient had returned to work. THOR-GPs' routine SA data collection underestimated absence duration by 61%. According to the retrospective data, a much larger proportion of periods of absence due to work-related mental ill-health developed into long-term SA (60%) than episodes attributed to musculoskeletal disorders (32%). In over half the reported cases, the return to work was longer than the GP initially predicted. THOR-GP prospectively reported SA data underestimated the total length of absence; however, these data can examine the episodic rates of absence within different groups. More accurate longitudinal data can be collected retrospectively. GPs' ability to predict the length of time a patient will be away from work is important to enable treatment and rehabilitation planning in order to decrease the likelihood of a patient falling into long-term SA.

Non work-related sickness absence in 2013 in a Spanish banking sector company

To describe the incidence and duration of episodes of non work-related temporary sickness absence (SA) between January and December of 2013, by diagnostic groups, in a banking sector company. Cross-sectional study of 3.193 episodes of SA (≥ day), excluding work-related injuries and illnesses. The distribution of the duration of SA episodes by medical diagnosis was analyzed by calculating the median duration, 25th and 75th percentiles, mean and standard deviation. The median duration of SA was 9 days for cases where there was a medical diagnosis (n=2.931, 91.8%); the 25th and 75th percentiles were 4 and 32 days, respectively. The most frequent pathologies were respiratory (19.9%), followed by musculoskeletal (19.1%) and pregnancy-related disorders (17.3%). Neoplasms had the longest median duration (49 days), followed by pregnancy-related disorders (39 days) and psychiatric disorders (23 days). Overall sickness absence incidence in our study population was lower, but had a longer duration, as compared to similar studies. The incidence and duration by diagnostic groups were very similar to that reported in the literature, except for pregnancy-related disorders, where both were clearly higher (incidence 4 to 11 times and duration 0.4 times larger) in our company (<0.001). This analysis is useful from a prevention perspective, and suggests the need to prioritize the study to the control of potential workplace exposures that might be affecting pregnant workers' health.

Selected aspects of absence at work and work-related health problems in Polish enterprises

Workers’ working conditions, work-related health problems and sickness absence are interdependent factors. Both workers’ health problems and their absence are adverse events which generate significant costs for both Poland's Social Insurance Institution (ZUS) and employers. Despite the related burdens, it is difficult to assess the number of workers who experience work-related health problems, to indicate the share of those workers who have been unfit for work owing to such disorders and to indicate the types of workers’ disorders which are caused by factors the workers are exposed to in the working environment. This article presents the findings of surveys carried out in selected production and service-providing companies, assessing the scale and nature of work-related health problems and their links with workers’ sickness absence.

Occupational gratification crisis and sickness absence in Germany: Cross-sectional results from the lidA-study

Demographic change is leading to a shrinking and ageing workforce in industrialized nations. Therefore, sickness absence may become a relevant problem. Increasing absenteeism and retirement rates due to mental disorders raise the question of an association between work-related stress and sickness absence. Studies on this matter, particularly in older employees, are rare. We studied for the first time in Germany the relationship between effort-reward imbalance (ERI) and overall or long-term sickness absence. LidA ( "Living at Work") is a German cohort study on work, age, health, and work participation. A total of 6,339 employees born in 1959 and 1965 who were subject to social insurance contributions were interviewed nationwide using a representative sample concept. The response rate was 27.3 %. The sample showed high representativeness and no selectivity relating to 16 sociodemographic items. Sickness absence was defined as at least one long-term sickness absence with at least 43 days of absenteeism. Work-related stress was parameterized by ERI tertiles. Multiple logistic regression adjusting for age, sex, mental disorders, social status, and working time was performed. High levels of work-related stress were significantly associated with overall and long-term sickness absence among older employees after adjusting for covariates. Our unique findings on work-related stress and sickness absence in Germany are in agreement with the results of most international studies. Reducing work-related stress could help to preserve the workforce.

Has the fit note reduced general practice sickness certification rates?

In 2010, the fit note replaced the sick note to help focus on what people are capable of doing, rather than signing patients 'off sick'. To compare proportions of work-related ill-health issued with sickness certification pre- and post-fit note introduction and assess sickness absence trends. General practitioners (GPs) report data on work-related ill-health and sickness absence via The Health and Occupation Research network in General Practice. The proportion of cases issued with sickness certification 4 years before and 3 years after the fit note introduction were compared. Changes in certification incidence rate ratios were measured over time. Participating GPs reported 5517 cases of work-related ill-health. Pre-fit note introduction 50% of cases were certified sick. There was no change in the proportion of cases certified sick in the first year post-fit note, despite 13% of cases classified as 'maybe fit'. However, in the second year, the proportion of cases certified sick had reduced significantly (41%) and a larger proportion (19%) was advised on workplace adjustments. In the third year post-introduction, there was a slight rise in the proportion of cases certified sick; therefore, although there was a fall of 2% per annum in certification rates, this was not significant. In the first year post-fit note introduction, modifications to work were recommended for people who would previously have been declared fit. Trends analyses showed a slight decrease in the certification rate, possibly indicating GPs will become more practised in advising on workplace adjustments.

Assessing fitness for work: GPs judgment making

Background: The complexity of a fitness for work consultation is well documented. General practitioners (GPs) find that such consultations often create conflict and they feel ill-prepared for the task.Objectives: We aimed to examine the consultation process in the fitness for work consultation and to report on the response of GPs to two hypothetical consultations of work related sickness absence, one of a psychological and one of a physical nature.Methods: Three areas of the consultation were examined; social/family circumstances, workplace history and information required assessing the severity of the condition. We used a randomized design using an online questionnaire completed by 62 GPs located in the Republic of Ireland. Analysis was conducted in NVivo 8 qualitative software using thematic and content analysis techniques.Results: GPs may be expected to collect and consider information relating to social, domestic, financial, lifestyle and workplace factors, including workload, job satisfaction, job strain, work ethic, inter staff relationships and employee support mechanisms. The mode of presentation may trigger specific information seeking in the consultation.Conclusion: GPs may evaluate fitness for work in a variety of ways depending on medical and non-medical factors. Further research should further examine the factors that may influence the GPs decision to prescribe sickness leave.

Influence of New Secondary Diagnoses on the Duration of Non–Work-Related Sickness Absence Episodes

To describe the frequency and distribution of new diagnoses (codiagnoses) arising during a sickness absence (SA) episode, and to analyze their effect on duration of non-work-related SA in Spain. Prospective cohort study from 2004 to 2007. Overall, 15,246 episodes occurred in a population base of 632,000 workers. Median duration of the episodes was the measured outcome. A Cox survival analysis, stratified by sex, estimated the hazard ratio to case closure adjusting by initial diagnosis, codiagnoses, demographic, and employment-related variables. The effect of an increasing number of codiagnoses on duration of the SA episode was evidenced by a progressively decreasing hazard ratio. This was present in both sexes, although the effect was greater in men. New conditions arising in the course of a SA episode significantly prolong its duration.

Registered nurses' health in community elderly care in Sweden

To describe registered nurses' (RNs) ratings of their work-related health problems, sickness presence and sickness absence in community care of older people. To describe RNs' perceptions of time, competence and emotional pressure at work. To describe associations between time, knowledge and emotional pressure with RNs' perceptions of work-related health problems, sickness presence and sickness absence. There is a global nursing shortage. It is a challenge to provide working conditions that enable RNs to deliver quality nursing care. A descriptive design and a structured questionnaire were used. 213 RNs in 60 care homes for older people participated, with a response rate of 62%. RNs' reported work-related health problems, such as neck/back disorders, dry skin/dry mucous membranes, muscles/joints disorders, sleep disorders and headache. They had periods of fatigue/unhappiness/sadness because of their work (37%). Most of the RNs felt at times psychologically exhausted after work, with difficulties leaving their thoughts of work behind. RNs stated high sickness presence (68%) and high sickness absence (63%). They perceived high time pressure, adequate competence and emotional pressure at work. There was a weak to moderate correlation between RNs' health problems and time pressure. We cannot afford a greater shortage of RNs in community care of older people. Politicians and employers need to develop a coordinated package of policies that provide a long-term and sustainable solution with healthy workplaces. It is important to prevent RNs' work-related health problems and time pressure at work.

Work-related sickness absence as reported by UK general practitioners

Issues surrounding sickness absence are of interest due to growing awareness of the costs to employers and the UK economy, a greater understanding of the interaction between health and work, and increasing evidence that work is beneficial to physical and mental well-being. The Health & Occupation Reporting network in General Practice (THOR-GP) is a national source of information on work-related sickness absence. To assess the factors influencing work-related sickness absence in the UK. General practitioners (GPs) report cases of work-related ill-health via an online web form. Sickness absence information reported with each case was compared by demographic information, diagnosis/symptom and employment factors. Between 2006 and 2009, THOR-GP received 5683 case reports of work-related ill-health; 53% were musculoskeletal diagnoses and 31% were mental ill-health diagnoses. Over half (56%) of cases reported had associated sickness absence. Diagnosis had a highly significant influence on the occurrence of any associated sickness absence. Eighty-one per cent of mental ill-health cases were reported to result in sickness absence compared to 50% of musculoskeletal cases. Public sector employees incurred sickness absence more frequently than those from the private sector. Industries with the highest mental ill-health incidence rates had sickness absence episodes most frequently. Within employment groups, levels of sickness absence were inversely proportional to the level of self-employment. These data reported by GPs with vocational training in occupational medicine may help to inform policy decisions targeting work-related exposures and the management of sickness absence, thereby reducing the UK burden of work-related sickness absence.

Using multiple data sources to triangulate work-related ill-health incidence estimates

ObjectivesA number of data sources help inform policy decisions regarding the risk of work-related ill-health and sickness absence. This study aimed to compare self-reported and medically reported data from a...

Work-related ill health and associated sickness absence in the waste and recycling industry

ObjectivesApproximately 200 000 workers are employed in the UK waste sector and an estimated 1.5 million working days per year are perhaps lost across the sector due to work related...

Medical certification: is it in the patient's best interest?

The paper on ‘work-related sickness absence negotiations: GPs’ qualitative perspectives’1 provided invaluable insight into the feelings and perceptions of GPs who are asked by their patients to provide medical certification regarding absence from work. It highlights the vast differences between GPs concerning the provision of medical certification. The paper also highlighted that several GPs felt that it would be detrimental to the doctor–patient referral if the medical certificate was not provided.1 However, the question remains ‘if a patient was to ask for a therapy that would not be in their best interests should we as GPs still go ahead and prescribe …