Early intervention to reduce sick-leave
Author(s): L. Havewald, K. Österburg, G. Abjornsson, B. Malmberg, B. Larsson, & B. Karlson Country: Sweden
Is the intervention sector specific?	No
Is the intervention usable with different enterprise sizes?	Yes
Is the intervention equally applicable to both genders?	Yes
Is the intervention based on theory?	Yes
Can the intervention approach be adapted/ tailored?	Yes
Does the intervention promote CSR and how?	The intervention was not explicitly linked to responsible business practices although it does promote employee well-being
Does the intervention promote social dialogue and how?	The core element of this intervention is promoting and developing communication between the employee and manager; thereby promoting social dialogue at the enterprise level.
Overview (including risk assessment and law – legal requirements etc.): The overall aim of this intervention is to reduce the mismatch between the individual and their working conditions. The target group for this intervention are individuals on sick-leave due to stress reactions or exhaustion; due to chronic occupational stress or a combination of occupational stress and private stress. The core element of the intervention is dialogue between the patient and their manager/supervisor, which is solution-orientated, but also considers both the causes of stress and possible hindrances within the patient’s work environment.
Implementation: The intervention consisted of five steps: Firstly, an interview was conducted to determine whether the sick leave is work-related or not. Secondly, if the individuals’ sick leave is determined to be work-related, the individual is assessed by a team of professionals: a doctor, psychologist and the project coordinator. Thirdly, a semi-structured interview with the patient’s manger is conducted. Fourthly, a common dialogue between the patient and the manager is initiated, with an overall focus on deriving solutions and an overall action plan for return to work, whilst also considering both the possible causes of stress and hindrances in the successful return-to-work. The aim of this meeting is to facilitate and establish common goals through communication in complex or difficult situations. The final stage of the intervention is a 3-hour education about work, stress and coping strategies for prevention for a group of patients, and for groups of managers from the patient’s worksite.
Practical applications: A multidisciplinary team of professionals is required to conduct the employee’s sick leave assessment; additionally, a trained professional to facilitate the dialogue between the employee and their manager. Individuals that participated in the intervention were from a large variety of occupational sectors; indicating the intervention’s applicability across occupational sectors.
Innovative aspects: The intervention uses the concept of social dialogue to initiate a solution-orientated approach; developed through active communication between patient and manager.
Evaluation (including process issues, outcomes and sustainability): The following intervention was evaluated by matching intervention participants with individuals with similar ailments and characteristics (albeit not participating in the intervention). The individuals were assessed pre-intervention, and at 6 and 12 months following its completion: both subjective (namely, the patients’ perception of his or her work prior to sick leave, subjective health, sleep and sleep quality, role conflict between work and private life, and personality) and objective measurements (saliva cortisol measurements) were collected. Additionally, interviews were conducted with both the patient and his or her manager to assess their perceptions surrounding the causes of the sick leave, and what elements could/should be changed to facilitate increase work capacity.
Benefits (including cost effectiveness): The evaluation of the current intervention is currently ongoing and only preliminary results can be provided. Six months following the end of the intervention 70% of individuals had returned to work and after 12 months 75%.
References: Havewald, L., Österburg, K., Abjornsson, G., Malmberg, B., Larsson, B. & Karlson, B. To facilitate return to work – Evaluation of an early intervention program to reduce sick-leave due to work stress and increase work capacity. In S. McIntyre & J. Houdmont Occupational Health Psychology: Key Paper of the European Academy of Occupational Health Psychology 7th ed. (p107-108). Edicoes ISMAI: Castelo da Maia, Portugal
Comments: A team of trained professions is required for the successful implementation of this intervention.