Sustainable Return to Work for Workers with Mental Health and Musculoskeletal Conditions

Abasiama Etuknwa (), Kevin Daniels, Rachel Nayani and Constanze Eib
Additional contact information
Abasiama Etuknwa: Swiss Reinsurance Company Ltd., London EC3A 8EP, UK
Kevin Daniels: Norwich Research Park, Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK
Rachel Nayani: Norwich Research Park, Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK
Constanze Eib: Department of Psychology, Uppsala University, 752 36 Uppsala, Sweden

IJERPH, 2023, vol. 20, issue 2, 1-17

Abstract: Common mental health and musculoskeletal disorders (CMDs and MSDs) are two of the most significant causes of non-participation in employment amongst working age adults. Background: This case study fills an important gap in the scientific literature on reintegration back to work after sickness absence due to CMDs and MSDs. It particularly examines the return to work (RTW) experiences of sick-listed employees to understand the facilitators and barriers of sustainable RTW. Methods: Using a realist evaluation approach within a qualitative inquiry, perceptions of employees were explored to provide in-depth understanding of what, how and under what circumstances sustainable RTW can be enabled for employees absent on a short- or long-term basis. Repeat face-to-face semi-structured interviews were conducted with 22 participants (15 women and 7 men, aged 30–50 years and sick-listed with MSDs and CMDs) who were recruited using purposive sampling. Data was thematically analysed. Results: A total of 2 main codes and 5 subcodes were developed and grouped into three theoretical abstractions. As a result of validating the context, mechanism, and outcome configurations with accounts of participants, all three initial theories explaining the most prominent mechanisms that either facilitates or impedes a sustainable RTW for people with CMDs and MSDs were justified. Conclusions: Our findings reveal the active role of line managers on the RTW outcomes of returning employees. However, line-manager’s competence and ability to effectively support and implement appropriate RTW strategies suited to employees’ hinges on working in alignment with key stakeholders and returning employees.

Keywords: flexible working; line manager; rehabilitation; return to work; sickness absence management; working conditions-job quality (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2023
References: View references in EconPapers View complete reference list from CitEc
Citations:

Downloads: (external link)
https://www.mdpi.com/1660-4601/20/2/1057/pdf (application/pdf)
https://www.mdpi.com/1660-4601/20/2/1057/ (text/html)

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:gam:jijerp:v:20:y:2023:i:2:p:1057-:d:1027840

Access Statistics for this article

IJERPH is currently edited by Ms. Jenna Liu

More articles in IJERPH from MDPI
Bibliographic data for series maintained by MDPI Indexing Manager ().