Search

To compare an innovative activating intervention with "care as usual" (control group) for the guidance of employees on sickness leave because of an adjustment disorder. It was hypothesised that the intervention would be more effective than care as usual in lowering the intensity of symptoms, increasing psychological resources, and decreasing sickness leave duration. A prospective, cluster randomised controlled trial was carried out with 192 patients on first sickness leave for an adjustment disorder. Symptom intensity, sickness duration, and return to work rates were measured at 3 months and 12 months. Analyses were performed on an intention to treat basis. At 3 months, significantly more patients in the intervention group had returned to work compared with the control group. At 12 months all patients had returned to work, but sickness leave was shorter in the intervention group than in the control group. The experimental intervention for adjustment disorders was successful in shortening sick leave duration, mainly by decreasing long term absenteeism.

This paper, presented at the ninth European Congress on Work and Organizational Psychology, Helsinki, Finland, 12-15 May 1999, gives the results of a study to document the processes and mechanisms of workplace initiatives to reduce absenteeism related with ill health, by identifying the methods used and the role played by different groups. Examples of 23 workplaces of actions to reduce absenteeism focused on the health of the workers, taken from eight European countries and covering a wide range of sectors, are analysed and described. The analysis revealed the following aspects as important to successfully reduce absenteeism relating to ill health: systematic approach; co-ordinating project team; clear tasks and responsibilities for the persons involved in the activities; active support from senior and line management; active worker participation; good information and communication with all staff; involvement of the personnel department and the occupational health service; involvement of works councils, health & safety committees or trade unions; a balanced package of measures and the treatment of workplace absenteeism as a normal company phenomenon.

This paper, presented at the ninth European Congress on Work and Organizational Psychology, Helsinki, Finland, 12-15 May 1999, gives the results of a study to document the processes and mechanisms of workplace initiatives to reduce absenteeism related with ill health, by identifying the methods used and the role played by different groups. Examples of 23 workplaces of actions to reduce absenteeism focused on the health of the workers, taken from eight European countries and covering a wide range of sectors, are analysed and described. The analysis revealed the following aspects as important to successfully reduce absenteeism relating to ill health: systematic approach; co-ordinating project team; clear tasks and responsibilities for the persons involved in the activities; active support from senior and line management; active worker participation; good information and communication with all staff; involvement of the personnel department and the occupational health service; involvement of works councils, health & safety committees or trade unions; a balanced package of measures and the treatment of workplace absenteeism as a normal company phenomenon.

Ill-health is the main cause of workplace absenteeism yet relatively few enterprises have addressed this issue systematically. This portfolio of initiatives to prevent or reduce ill-health associated with absenteeism shows in some detail how leading business have developed innovative approaches to the problem. The detailed documentation of initiatives is based upon studies in eight European countries. This portfolio focuses upon case studies from 23 workplaces. These cases from main material for the assessment of organisational, prevention and reintegration initiatives designed to combat the causes of ill-health and absenteeism from work. The studies document the process of establishing such initiatives at the workplace, The participation of different groups in the workforce, and analyse the costs and benefits of the measures. These analyses lead to the identification of key factors influencing the success of the absenteeism initiatives, and the specification of lessons for good practice.

Ill-health is the main cause of workplace absenteeism yet relatively few enterprises have addressed this issue systematically. This portfolio of initiatives to prevent or reduce ill-health associated with absenteeism shows in some detail how leading business have developed innovative approaches to the problem. The detailed documentation of initiatives is based upon studies in eight European countries. This portfolio focuses upon case studies from 23 workplaces. These cases from main material for the assessment of organisational, prevention and reintegration initiatives designed to combat the causes of ill-health and absenteeism from work. The studies document the process of establishing such initiatives at the workplace, The participation of different groups in the workforce, and analyse the costs and benefits of the measures. These analyses lead to the identification of key factors influencing the success of the absenteeism initiatives, and the specification of lessons for good practice.