Journal Of Occupational Rehabilitation[JOURNAL]
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200 papers
Establishing Key Domains for Measuring Workplace Mental Health: The Indicators of A Thriving Workplace Survey.
Iles R, Sheppard DM
J Occup Rehabil · 2025 May · PMID 40411687 · Publisher ↗
PURPOSE: The importance, value, and benefits of fostering mentally healthy workplaces are well established. The Indicators of a Thriving Workplace (ITW) questionnaire measures a range of individual psychological and orga...
PURPOSE: The importance, value, and benefits of fostering mentally healthy workplaces are well established. The Indicators of a Thriving Workplace (ITW) questionnaire measures a range of individual psychological and organisational factors as lead indicators of workplace mental health. The current study aimed to develop a valid summary set of indicators or domains of workplace mental health to enable comparisons across industries and sectors nationally. METHODS: Exploratory factor analysis and principal components analysis were sequentially performed on survey data from two independent samples selected from a nationally representative and large (n = 9,947) cohort of Australian workers. RESULTS: Five domains of workplace mental health aligning with the integrated approach to workplace mental health emerged and were confirmed: Leadership, Connectedness, Safety, Work Design, and Capability. When average domain scores were compared across industry, small but statistically significant differences were identified. CONCLUSION: The validation of these domains positions the ITW questionnaire as the first comprehensive measure of workplace mental health and well-being that focuses on thriving as a positive construct for Australian workers. Further, industry-based Domain profiling could provide a basis for the prioritisation of efforts to improve workplace mental health, with successful initiatives and practices perhaps adaptable to other industries. Interventions addressing workplace mental health are likely to be more successful when they are industry specific, although interventions responding to mental health challenges in the workplace, such as those tackling mental health-related stigma, may require less cross-industry tailoring.
A Shortened Upper Extremity Functional Capacity Evaluation for Patients with Complaints of Hand, Wrist, Forearm, and Elbow: Composition and Assessment of Construct Validity and Test-Retest Reliability.
Berduszek RJ, Dekker R, van der Sluis CK … +1 more , Reneman MF
J Occup Rehabil · 2026 Jun · PMID 40388036 · Full text
PURPOSE: Upper extremity functional capacity evaluation (UE-FCE) contains tests covering aspects of upper extremity functioning. UE-FCE tests usually consist of multiple repeated trials. Shortened UE-FCEs with less trial...
PURPOSE: Upper extremity functional capacity evaluation (UE-FCE) contains tests covering aspects of upper extremity functioning. UE-FCE tests usually consist of multiple repeated trials. Shortened UE-FCEs with less trials per test have been proposed but never tested in patients. The aims of this study were (1) to compose a shortened UE-FCE (fewer trials per test) and (2) to assess construct validity and test-retest reliability when applied in patients with nontraumatic musculoskeletal complaints of the hand, wrist, forearm, and elbow. METHODS: Participants performed a UE-FCE, with original full-length tests, twice (1 to 3 weeks apart). A shortened UE-FCE, with fewer trials per test, was composed based on the agreement (ICC ≥ 0.90) between shortened and original UE-FCE tests. Consequently, construct validity and test-retest reliability of the shortened UE-FCE tests were assessed. RESULTS: UE-FCEs were performed by 45 participants. The proposed shortened UE-FCE included one-trial tests for hand grip and finger strength (instead of three-trial tests), two-trial tests for fingertip and hand/forearm dexterity (instead of three-trial and four-trial tests, respectively). Overhead lifting and working tests were already one-trial tests and remain unchanged. Construct validity was demonstrated for hand grip strength of the left hand, overhead lifting, and overhead working, but not for hand grip strength of the right hand, finger strength, fingertip dexterity and hand and forearm dexterity. Test-retest reliability was above 0.70 for all tests, except for fingertip dexterity of the dominant hand (0.59). CONCLUSION: The shortened UE-FCE with fewer trials per test agreed strongly with the original UE-FCE. Using the shortened UE-FCE could save 18 min. Construct validity differed per UE-FCE test. Test-retest reliability was sufficient for all UE-FCE tests except fingertip dexterity of the dominant hand.
Designing a Multi-Stakeholder Intervention for Return to Work After Burnout. A Participatory Approach.
Geluk E, Lenstra R, Cambré B … +1 more , Van den Broeck A
J Occup Rehabil · 2026 Jun · PMID 40382527 · Publisher ↗
PURPOSE: Burnout is a leading cause of prolonged sick leave and workforce withdrawal, with high relapse rates after return to work (RTW). Despite its classification as an occupational phenomenon, RTW interventions for bu...
PURPOSE: Burnout is a leading cause of prolonged sick leave and workforce withdrawal, with high relapse rates after return to work (RTW). Despite its classification as an occupational phenomenon, RTW interventions for burnout to date predominantly focus on individual recovery, often neglecting workplace-directed strategies. This study aimed to develop a multi-stakeholder RTW intervention, integrating both individual and organizational components through a participatory, iterative design process. METHODS: Using a Design Thinking approach structured within the Double Diamond framework, this study employed a co-creation methodology to engage employees, supervisors, HR professionals, occupational health practitioners, and other RTW experts in the development of a comprehensive RTW intervention. The process unfolded through iterative cycles of stakeholder engagement, prototyping, and refinement. Formative usability testing was conducted to assess feasibility, practicality, and alignment with workplace needs. RESULTS: The intervention included three key components: (1) a neutral RTW facilitator role and corresponding training program for facilitators supporting employees and supervisors; (2) a structured step-by-step RTW process with distinct pre- and post-RTW phases; and (3) a supporting toolbox incorporating conversation cards and a digital tool for progress monitoring. CONCLUSION: This study highlights the feasibility of a multi-stakeholder, design-driven approach to RTW intervention development. By aligning the intervention with real-world needs through participatory design, the intervention holds the promise for reducing relapse and supporting sustainable RTW. Future research should evaluate its effectiveness in real-world implementation and its impact on long-term work retention.
Workplace Programs to Reduce Post-traumatic Stress Injuries Work Disability: First Responder Experiences.
Van Eerd D, Ragunathan S, Irvin E … +4 more , Varickanickal J, Tompa E, McElheran M, Brémault-Phillips S
J Occup Rehabil · 2026 Jun · PMID 40381153 · Full text
PURPOSE: First responders (FR-police, firefighters, paramedics) are exposed to trauma which can result in post-traumatic stress injuries (PTSI). Despite a lack of strong evidence on interventions to address PTSI work dis...
PURPOSE: First responders (FR-police, firefighters, paramedics) are exposed to trauma which can result in post-traumatic stress injuries (PTSI). Despite a lack of strong evidence on interventions to address PTSI work disability, workplace PTSI programs and policies are necessary to prevent work disability. The study objective was to examine experiences and perspectives about workplace programs, policies, and experiences related to the prevention of PTSI work disability among FR in Alberta, Canada. METHODS: This qualitative study collected the perspective of police members, firefighters, and paramedics in Alberta, Canada regarding current workplace PTSI programs and policies. Qualitative interview data underwent descriptive thematic analysis. RESULTS: Interviews were conducted with 47 FR members from police (16), fire (16), and paramedic (15) services who shared their experience with PTSI and workplace programs and policies. Three key themes emerged: improving culture, programs under development, and trusted communication. Three additional themes related to recommendations to improve programs and policies in the workplace were also identified: streamlined processes, better resources, and continue to reduce stigma. The themes and recommendations from participants provide practical information about how programs and policies can be improved. CONCLUSION: Interviews provided rich descriptions of current FR workplace PTSI practices and policies. While participants noted that awareness about PTSI and the culture of FR workplaces has improved, more needs to be done. Paramount were recommendations regarding the need for streamlined processes and better resources to reduce PTSI work disability. Study findings suggest that the development and implementation of workplace PTSI programs have a positive impact on FR organizations and on the mental wellbeing of the FR workforce. Future research should examine FR workplace program and policy development as well as implementation.
Facilitators and Barriers for a Stepped Care Approach to Promote Return to Work of Employees with Distress: A Multi-perspective Qualitative Study.
Lettinga HAM, van Oostrom SH, Zijlstra HP … +2 more , Anema JR, Proper KI
J Occup Rehabil · 2025 May · PMID 40379952 · Publisher ↗
PURPOSE: A stepped care approach, beginning with a low-intensity e-Health program followed by a high-intensity Participatory Approach led by a return-to-work (RTW) coordinator is a promising intervention to promote RTW o...
PURPOSE: A stepped care approach, beginning with a low-intensity e-Health program followed by a high-intensity Participatory Approach led by a return-to-work (RTW) coordinator is a promising intervention to promote RTW of employees on sick leave with distress. As this approach is new, determinants of its successful implementation remain unknown. This study aimed to identify the potential facilitators and barriers for a stepped care approach to promote RTW of employees with distress, from the perspective of employees, employers, and occupational physicians. METHODS: A qualitative study was performed consisting of individual semi-structured interviews with 10 employees, 5 supervisors, and two focus groups with 15 occupational physicians. The verbatim transcripts were inductively thematically coded. The Consolidated Framework for Implementation Research (CFIR) was applied to classify themes within its domains. RESULTS: Themes were constructed belonging to either the implementation or the content of the stepped care approach, falling within the CFIR domains "innovation," "outer setting," "inner setting," and "characteristics of the individual." From all three stakeholder groups, identified facilitators were the tailored program, enabling task adjustments, and the RTW coordinator to stimulate a good communicative relationship between employee and supervisor. Barriers identified were the timing of the stepped care approach, integrating the approach in the current RTW system, and low digital skills. CONCLUSION: Both facilitators and barriers were found for the implementation of the stepped care approach. This underlines the importance of an adaptive implementation strategy that takes into account workplace dynamics and tailored approaches to support the stakeholder groups' needs. TRIAL REGISTRATION: ISRCTN: 90663076. Registered on October 5, 2023.
Reflections of Autistic Adults on Employment Preparation Programs: A Qualitative Analysis.
Randolph JK, Benigno J, Markollari MZ … +1 more , Cheak-Zamora N
J Occup Rehabil · 2026 Jun · PMID 40372603 · Publisher ↗
PURPOSE: Autistic adults face significant barriers to employment. While caregiver and provider perspectives have informed transition programming to address these barriers, limited research has gathered insights directly...
PURPOSE: Autistic adults face significant barriers to employment. While caregiver and provider perspectives have informed transition programming to address these barriers, limited research has gathered insights directly from autistic adults. This study aimed to explore the experiences of autistic adults who completed an employment preparation program to identify the unmet needs and evaluate the impact on employment outcomes. METHODS: Semi-structured interviews were conducted with 16 autistic adults and consisted of 26 core questions, allowing for an exploratory line of questioning. This method was chosen to address the gap in the literature regarding autistic adults' direct experiences and needs. The interviews were analyzed using inductive thematic analysis, prioritizing participants' words and experiences revealing novel insights into transition services. Demographic information and closed-ended questions were analyzed using descriptive statistics. RESULTS: Participants expressed overall satisfaction with the programs, and most were currently employed, attributing their job obtainment to the transition program. Thematic analysis revealed four primary themes: (1) Job Skills; (2) Job Experience and Coaching; (3) Peer Relationships; and (4) Goal Setting. Participants reported benefits such as improved job obtainment skills, on-the-job experience, peer socialization, and practice setting goals. However, challenges were identified, including difficulties in maintaining relationships with peers and concerns about excessive involvement by job coaches. CONCLUSION: The findings highlight the benefits and limitations of employment preparation programs for autistic adults. The insights gained can inform the development of future programs and the training of personnel aiming to enhance the effectiveness of services for autistic adults seeking employment.
Healthcare Professionals' Experiences with Vocational Rehabilitation for People with Inflammatory Arthritis.
Madsen AB, Primdahl J, Christensen JR … +2 more , Bremander A, Madsen CMT
J Occup Rehabil · 2026 Jun · PMID 40358882 · Full text
PURPOSE: To explore healthcare professionals' (HPs') experiences of work-related challenges among people with inflammatory arthritis (IA). METHODS: A qualitative, interview study using a hermeneutic approach was planned....
PURPOSE: To explore healthcare professionals' (HPs') experiences of work-related challenges among people with inflammatory arthritis (IA). METHODS: A qualitative, interview study using a hermeneutic approach was planned. HPs with different professional backgrounds working with people with rheumatic diseases were recruited. An interview guide was developed according to relevant literature. The analysis followed Graneheim and Lundman's qualitative content analysis. RESULTS: Twenty-one HPs representing two municipalities, three hospitals, a university college and one patient organisation participated in individual semi-structured interviews. The analysis derived three themes: (1) Work identity and living with IA. The disease causes emotional and economic effects regarding fulfilling roles in everyday life, including work; (2) Opportunities and challenges when supporting patients. Promoting and inhibiting factors that affect retention in the labour market include organisational factors at work, opportunities for involving the patient's relatives and working interprofessionally and cross-sectorally; and (3) Cooperation with employers. People with IA use different strategies and opportunities for compensatory schemes to maintain work. Cooperation with employers is an important part of vocational rehabilitation. CONCLUSION: HPs experience that people with IA find it difficult to manage their everyday life, including work. HPs want to support people with IA to maintain their jobs but find it difficult if the patient has not informed the employer about the disease. This study clarifies the need for vocational rehabilitation to support people with IA to stay in work, from time of diagnosis through hospitalisation, municipal rehabilitation and job clarification.
The Influence of a Health Promotion Program on Health and Paid Employment Among Long-Term Non-employed Individuals in the Netherlands.
Hijdra RW, van Kalken M, de Zeeuw S … +3 more , Dijkstra A, Burdorf A, Schuring M
J Occup Rehabil · 2026 Jun · PMID 40343552 · Full text
PURPOSE: Long-term unemployment is accompanied by worse health, making it challenging to enter paid employment. This study aims to investigate effects of a health promotion program on physical and mental health, work abi...
PURPOSE: Long-term unemployment is accompanied by worse health, making it challenging to enter paid employment. This study aims to investigate effects of a health promotion program on physical and mental health, work ability, and entering paid employment among long-term non-employed individuals. METHODS: In a longitudinal study, Exercise Works participants (N = 208) and a treatment-as-usual group (N = 117) were followed with measurements at baseline, 3 months, and 12 months. The Exercise Works program is a health promotion program that lasts 12 to 18 weeks. It consists of individual- and group-based physical exercises, lifestyle education, and individual coaching for two half days per week. A generalized linear mixed model for repeated measurements was used to investigate changes within individuals in health status, employment participation, and work ability during the Exercise Works program in comparison to the control group. Subgroup analyses were performed based on socio-demographic characteristics and a per protocol analysis. Interviews with 20 participants and 21 professionals were conducted. RESULTS: This study demonstrated no significant improvements in physical and mental health, work ability and being in paid employment participation among participants of Exercise Works compared to the control group. Participants and professionals had a very positive impression of the Exercise Works program. CONCLUSION: Despite the Exercise Works program being positively received, the effect evaluation did not demonstrate its effectiveness. Complex problems of non-employed persons should be addressed when developing a health promotion program.
Bridging the Gap Between Rehabilitation and Return to Work: A Qualitative Evaluation of a Workplace Intervention for Low Back Pain.
Bernaers L, Willems TM, Rusu D … +3 more , Demoulin C, Van de Velde D, Braeckman L
J Occup Rehabil · 2026 Jun · PMID 40335877 · Publisher ↗
BACKGROUND: Low back pain (LBP) can lead to disability and sick leave, impacting work participation and overall health. Given the complex and multifactorial nature of LBP, Belgium's Federal Agency for Occupational Risks...
BACKGROUND: Low back pain (LBP) can lead to disability and sick leave, impacting work participation and overall health. Given the complex and multifactorial nature of LBP, Belgium's Federal Agency for Occupational Risks (FEDRIS) promotes a secondary prevention strategy for LBP among workers engaged in ergonomically demanding tasks. This strategy includes multidisciplinary-based rehabilitation and an optional workplace intervention (WPI), initiated upon employer request. The WPI component consists of a half-day ergonomic risk analysis at the workplace conducted by an external occupational health service. This paper is one of two parallel qualitative studies that explored the experiences and perspectives of employees and healthcare professionals (HCPs) on the secondary prevention program. The current study focuses on the optional WPI, aiming to identify its strengths, challenges, and potential solutions. METHODS: Between April 2022 and April 2023, six multicenter semistructured focus groups were held with 15 employees (2015-2019 program participants) and 24 HCPs (including external ergonomists) recruited from 11 Belgian rehabilitation centers and hospitals. Sessions were organized as employee-only, HCP-only, or mixed groups. All the interviews were anonymized, transcribed verbatim, and analyzed inductively via thematic analysis, with validation through data triangulation, intercoder checks, and participant feedback. RESULTS: The analysis reveals strengths, challenges, and solutions associated with the WPI before, during, and after implementation. Before the intervention, some HCPs recognized the WPIs' benefits, but limited awareness, employer hesitancy, practicality concerns, and job security fears presumably contributed to low application rates. The proposed solutions include proactive communication, streamlined processes, and enhanced employer engagement. During implementation, strengths included improved employee engagement and interdisciplinary collaboration, but challenges related to limited integration and timing affected effectiveness. Early ergonomic assessments and better communication are suggested. After the intervention, inconsistent feedback hindered sustainability, highlighting the need for systematic follow-up and stronger organizational commitment. CONCLUSIONS: The WPI provides some tangible benefits for sustainable return to work in Belgium's secondary prevention strategy for LBP, yet a few gaps remain. Low employer awareness, application hesitancy, and inconsistent follow-up hinder effective implementation. Equally, interdisciplinary collaboration and proactive ergonomic assessments are considered strengths of the WPI. Involving all key stakeholders emerges as critical for addressing practical concerns and ensuring ongoing support. Future refinements should prioritize streamlined processes, early-stage interventions, and consistent feedback.
Exploring Intersections of Race and Disability in the Context of Canadian Employment Support Systems Through the Experiences of Job Seekers/Workers, Employers, and Service Providers.
Grewal E, Durocher E, Premji S … +1 more , Gewurtz R
J Occup Rehabil · 2026 Jun · PMID 40279076 · Full text
PURPOSE: Racism and ableism have impacts at individual and organizational levels and can produce and reproduce inequities and injustices in diverse contexts. However, their intersection remains largely unexamined in the...
PURPOSE: Racism and ableism have impacts at individual and organizational levels and can produce and reproduce inequities and injustices in diverse contexts. However, their intersection remains largely unexamined in the provision of employment supports. The objective of this qualitative study is to identify barriers and facilitators within employment supports to seek strategies to improve the employment outcomes of racialized disabled job seekers and workers and address gaps faced by service providers and employers. METHODS: This study used interpretive description (Thorne S. Interpretive description: Qualitative research for applied practice; 2016.). Four racialized disabled job seekers and workers, two employers and four service providers from Canada participated in semi-structured interviews. Thematic analysis (Braun and Clarke in Qual Res Psychol 3:77-101, 2006) was used to analyze the data. FINDINGS: Five core themes were identified: (1) managing intersectional confusion; (2) employer education; (3) contextual barriers; (4) client-service provider relationships; and (5) urgency for solutions. CONCLUSION: This study provides grounding evidence about common concerns and barriers within existing employment support systems and can assist policymakers and service providers to better understand the complex and nuanced lived experiences of racialized disabled job seekers and workers.
Managers' Use of Organizational Resources when Supporting Employees with Common Mental Disorders: A Swedish Qualitative Study.
Tengelin E, Björk L, Corin L … +4 more , Hensing G, Staland-Nyman C, Ståhl C, Bertilsson M
J Occup Rehabil · 2026 Jun · PMID 40252151 · Full text
PURPOSE: Among the diverse tasks of managers, handling employees with common mental disorders (CMDs) is perceived as particularly challenging. Little is known about the organizational resources that managers use in these...
PURPOSE: Among the diverse tasks of managers, handling employees with common mental disorders (CMDs) is perceived as particularly challenging. Little is known about the organizational resources that managers use in these situations. The aim of this study was to explore the organizational resources that managers use when handling employees with CMDs and how they experience their use. METHODS: An interview study inspired by the critical incident technique was designed. Swedish managers (n = 35) were recruited if they were managers in a private company with at least 50 employees and had experience supporting one or more employees with a CMD in the last 2 years. An incident was defined as a situation when a manager needed to support an employee with a CMD. RESULTS: The analysis revealed managers' use of seven kinds of resources, and how the resource helped or hindered support to employees: (1) routines and structures; (2) frames for action; (3) training and education; (4) expert functions; (5) safety representatives from worker unions; (6) social support from colleagues and management; (7) interaction with employees. Secondary findings were personal and external resources, widening the study's organizational focus. CONCLUSIONS: This study is one of the first to explore managers' real-life experiences of the support available in their organization when managing employees with CMDs. Managers' experiences may help organizations provide structures for the management of individual cases of CMD at work. Resources flexible to the needs of managers in specific situations were experienced as supportive by participants in this study.
Predicting Work Disability Related to Spinal Pain: A Systematic Review of the Most Clinically Relevant Tools.
Gerard T, Lachance PL, Rabey M … +1 more , Tousignant-Laflamme Y
J Occup Rehabil · 2026 Mar · PMID 40238054 · Publisher ↗
PURPOSE: Musculoskeletal disorders, especially spinal conditions, are leading causes of disability, contributing significantly to work absenteeism and socio-economic burden. Rehabilitation is essential for promoting sust...
PURPOSE: Musculoskeletal disorders, especially spinal conditions, are leading causes of disability, contributing significantly to work absenteeism and socio-economic burden. Rehabilitation is essential for promoting sustainable return to work (RTW). However, clinicians need reliable tools with appropriate psychometric properties to determine patients' risk of persistent work disability and tailor interventions. This systematic review objectives were to (1) identify clinically useful questionnaires that enable clinicians to identify individuals with spinal pain (back or neck pain) at risk of work disability, and (2) document the psychometric properties of the identified questionnaires. METHODS: A systematic search was conducted in three databases from inception to 01/10/2025, to retrieve relevant studies. Studies were included if they reported self-administered questionnaires with ≤ 15 items predicting RTW outcomes in spinal disorders. Tools were evaluated based on psychometric properties (calibration, discrimination), and pragmatic characteristics (number of items, readability). RESULTS: Seventeen studies were retrieved including 16 unique questionnaires of which four demonstrated sufficient discrimination capability. From these, the Örebro musculoskeletal pain questionnaire 10-items (ÖMPQ- 10), STarT Back screening tool (SBST), and a single item from the ÖMPQ- 25 demonstrated acceptable to excellent discrimination for low back pain populations, but showed lower discrimination for mixed or neck pain populations. CONCLUSION: The SBST, ÖMPQ- 10, and single items from the ÖMPQ- 25 performed best in predicting RTW outcomes for low back pain. No questionnaire had sufficient discriminatory capability for neck pain. These results should be interpreted with caution, as the overall risk of bias assessment remains unclear for the OMPQ- 10 and high for the SBST. Further research is necessary to develop or validate tools specific to neck pain and mixed populations.
Correction: Occupational Health Nurses' Perceptions in Work Ability Risk Management and Analysis.
Sirkka J, Suhonen R, Liira J … +1 more , Stolt M
J Occup Rehabil · 2025 Jun · PMID 40192918 · Full text
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Disclosure Impact of Mental Health Conditions in the Workplace: A Scoping Review and a Thematic Analysis.
Richard C, Corbière M, Fiset-Renaud H … +6 more , Caiada M, Lamontagne J, Diotte F, Kik AM, Merlo R, Lecomte T
J Occup Rehabil · 2026 Mar · PMID 40192917 · Publisher ↗
OBJECTIVE: Disclosing one's mental health conditions in the workplace is essential for accessing accommodations, but it can also bring negative consequences. This scoping review aims at collecting positive and negative i...
OBJECTIVE: Disclosing one's mental health conditions in the workplace is essential for accessing accommodations, but it can also bring negative consequences. This scoping review aims at collecting positive and negative impacts of disclosing mental health conditions in the workplace, with the hope of better supporting employees and organizations facing mental health disclosure at work. METHOD: We conducted a synthesis of studies published between March 2000 and February 2025. Selected articles needed to address disclosure and mental health conditions in the workplace, from the perspective of employees, managers or organizations. Study biases were assessed using the Cochrane Risk of Bias Comparison. Articles were reviewed following principles of thematic analysis. RESULTS: The 71 included studies reflect the range of impacts of mental health conditions disclosure. In total, 5 overarching themes and 12 themes were generated for the positive outcomes, whereas 6 overarching themes and 19 themes were identified for the negative outcomes. Those themes reflected both individual and organizational perspectives. Positive responses include receiving accommodations, advocacy engagement, improvement in self-image, and better relationships within the work environment. Negative repercussions include unmet needs, refusal of assistance, diminished self-perception, regret over disclosure, and negative/discriminatory behavior from colleagues or managers, particularly in highly stereotyped jobs (e.g., Law enforcement). CONCLUSION: The scoping review highlights the repercussions of disclosing mental health conditions in the workplace and their specific implications for organizations, managers and employees. Recommendations for improving the impact of mental health conditions disclosure in the workplace are proposed.
Validation of JEM Soignances Job-Exposure Matrix Through Comparison with Self-Reported Exposures Among Healthcare Workers in CONSTANCES.
Singier A, Fadel M, Gilbert F … +5 more , Soignances Group, Ester-MESuRS Collaboration on Occupational Risks, Zins M, Temime L, Descatha A
J Occup Rehabil · 2026 Jun · PMID 40169469 · Full text
PURPOSE: A healthcare-specific job-exposure matrix, JEM Soignances, was recently developed to assess the occupational exposome of healthcare workers. This study aimed to compare estimates of known associations between oc...
PURPOSE: A healthcare-specific job-exposure matrix, JEM Soignances, was recently developed to assess the occupational exposome of healthcare workers. This study aimed to compare estimates of known associations between occupational exposures and health outcomes obtained using JEM Soignances and self-reported data. METHODS: Healthcare professionals from the CONSTANCES cohort with linked data from the French National Healthcare Database (SNDS) were included (n = 12219). Exposures were estimated using JEM Soignances (occupations and sectors of activity) and its alternative version (+ establishment size and status), as binary exposure at inclusion or as lifetime cumulative exposure (< 10y/ ≥ 10y). Association with relevant health outcomes (i.e., pain, depressive symptoms, hypertension, cancer, use of psychoactive drugs) were evaluated using logistic regression and compared to estimates obtained from self-reported exposure data in terms of direction, magnitude, and significance. RESULTS: For organizational exposures, 10/16 associations for JEM Soignances and 12/16 for the alternative version aligned with self-reported data in direction and magnitude. For biomechanical exposures, confidence intervals overlapped in 11/15 associations for JEM Soignances and in 9/15 for the alternative version. For the others, discrepancies generally lean toward underestimation. For psychosocial exposure, JEM Soignances revealed significant limitations: While self-reported effort-reward imbalance was strongly associated with depressive symptoms (aOR = 3.18[2.81;3.59]), JEM Soignances underestimated this association (aOR = 1.37[1.23;1.54]), and the alternative version failed to detect it (aOR = 0.99[0.87;1.13]). CONCLUSION: JEM Soignances demonstrated good agreement with self-reported data for organizational and biomechanical exposures but failed for psychosocial exposure, often underestimating or missing associations. Further research is needed to evaluate JEM Soignances validity for biological, chemical, and physical exposures.
Capturing the Perspectives of "Laypeople" on Policy Effectiveness: Employers' and Precariously Employed Workers' Suggested Improvements for the Workers' Compensation System and Work Injury Processes.
Billias N, MacEachen E
J Occup Rehabil · 2026 Mar · PMID 40169468 · Publisher ↗
PURPOSE: Precarious employment rates are rising, which challenges the effectiveness of current workers' compensation systems. Precariously employed workers encounter problems related to short-term and/or temporary employ...
PURPOSE: Precarious employment rates are rising, which challenges the effectiveness of current workers' compensation systems. Precariously employed workers encounter problems related to short-term and/or temporary employment, and complicated employment relationships. Few voices are captured in the literature from precariously employed workers and employers of these workers regarding day-to-day experience of workers' compensation policies. This article describes employers' and precariously employed workers' suggested changes and improvements to a workers' compensation system and other processes related to work injury and return-to-work. METHODS: Semi-structured interviews were conducted in Ontario, Canada with 36 precariously employed workers and 15 employers of precariously employed workers who were recruited via social media, email lists, cold calling, word-of-mouth, and the "snowball" method. Thematic code summaries were analyzed to identify suggested workers' compensation system improvements that relate to precarious employment. RESULTS: Employers' and precariously employed workers' suggestions fell into the categories of (1) communication, (2) worker health and healthcare, and (3) worker and employer support. CONCLUSION: Identifying precariously employed workers and employers of precariously employed workers' suggestions enables a better understanding of areas of improvement for workers' compensation policy and how these policy changes could affect these interested parties with regards to managing workplace rehabilitation and disability.
Comparing the Effectiveness of Digital and Conventional Rehabilitation Aftercare on Work Ability in Orthopedic Patients: A Longitudinal Study in Germany.
Schmidt D, Hedin J, Pelegrina A … +3 more , Weyland S, Rittmann LM, Jekauc D
J Occup Rehabil · 2026 Jun · PMID 40146406 · Full text
PURPOSE: The primary aim of this study was to compare the effectiveness of digital rehabilitation aftercare (digIRENA) with conventional rehabilitation aftercare (IRENA) and a control group without organized aftercare in...
PURPOSE: The primary aim of this study was to compare the effectiveness of digital rehabilitation aftercare (digIRENA) with conventional rehabilitation aftercare (IRENA) and a control group without organized aftercare in improving work ability among orthopedic patients. METHODS: A total of 1056 orthopedic rehabilitation patients were recruited from multiple rehabilitation clinics in Germany and randomly assigned to three groups: digIRENA (n = 405), IRENA (n = 352), or a control group (n = 299). Work ability was assessed using the short version of the Work Ability Index at four time points: baseline, 13, 26, and 43 weeks post-baseline. Repeated-measures ANOVA was conducted to examine longitudinal trends in work ability, with additional analyses to assess the impact of age, gender, and employment status on outcomes. RESULTS: Work ability improved significantly over time in all three groups (F = 37.6, p < 0.01, η = 0.045). In the unadjusted analysis, the interaction between time and group was significant (F = 2.2, p < 0.01, η = 0.006), indicating a steeper initial improvement in the digIRENA group compared to IRENA and control. However, when adjusting for age, gender, and employment status, this difference was no longer significant, suggesting that selection bias and baseline differences explain the unadjusted group effect. Across all groups, younger and unemployed participants showed greater improvements in work ability. CONCLUSION: In unadjusted comparisons, digital aftercare showed a steeper initial improvement in work ability. However, once key sociodemographic factors were controlled for, these group differences disappeared.
Advancing Work-Related Musculoskeletal Pain Science in the Journal of Occupational Rehabilitation: Time to Fully Adopt Biopsychosocial Approaches?
Reneman MF, O'Keeffe M, Belton J … +8 more , Falcon M, Main CJ, Moore P, Rohde I, Shaw WS, Smith BH, Aasdahl L, Hoegh M
J Occup Rehabil · 2025 Jun · PMID 40146405 · Publisher ↗
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Conceptualizing Stigma in the Injured Worker Literature: A Scoping Review.
Popovic M, Reynolds L, Noël C … +2 more , Cooper L, Maranzan KA
J Occup Rehabil · 2026 Mar · PMID 40100505 · Full text
PURPOSE: Injured workers experience stigmatization, but the current literature has not applied a stigma lens to this demographic. Stigmatizing experiences are described, but not by readily using the term "stigma," making...
PURPOSE: Injured workers experience stigmatization, but the current literature has not applied a stigma lens to this demographic. Stigmatizing experiences are described, but not by readily using the term "stigma," making it difficult to locate these works. The purpose of this scoping review was to identify the terms and phrases that are being used to describe the stigmatizing experiences of injured workers. METHODS: A scoping review was conducted, searching MEDLINE, PsycINFO, and CINAHL for papers that described the stigma experiences of injured workers. The main objectives were to determine (i) whether the term "stigma" was used (and if it was a major or minor term) and (ii) what terms were used to describe these stigmatizing experiences. Post hoc, the terms were grouped into components of popular stigma theories (Attribution Theory, Modified Labeling Theory, and the Regressive Self-Stigma Model). RESULTS: 100 articles were included in the review. 48% of the studies used the term "stigma," but of these studies, only 11 (23%) used "stigma" consistently throughout their papers. There were 271 unique terms identified that described the stigmatizing experiences injured workers face, which most commonly described cognitive and behavioral forms of stigma. CONCLUSIONS: This review confirmed that a stigma lens has not been adopted to describe the experiences of injured workers, but that prominent theories of public and structural stigma explain these experiences well. This review also consolidated the various terms used to describe stigma experiences of injured workers, which will improve accessibility of the current literature for knowledge users and interested parties.
Assisting Employers of Small and Medium-Sized Enterprises (SMEs) to Support Employees on Long-Term Sick-Leave: Development of a Web-Based SME Tool Using Intervention Mapping.
Beerda DCE, Schaafsma FG, Tamminga SJ … +3 more , de Wind A, de Rijk AE, Greidanus MA
J Occup Rehabil · 2026 Jun · PMID 40089654 · Full text
PURPOSE: Employers of small and medium-sized enterprises (SMEs) face challenges in supporting employees on long-term sick-leave, due to limited resources and expertise available. This study aimed to develop an interventi...
PURPOSE: Employers of small and medium-sized enterprises (SMEs) face challenges in supporting employees on long-term sick-leave, due to limited resources and expertise available. This study aimed to develop an intervention assisting employers of SMEs in supporting long-term sick-listed employees during sick-leave and return to work (RTW). METHODS: Intervention mapping (IM) steps 1-4 were employed to develop the intervention. For the needs assessment, 20 employers, 8 employees, 8 occupational physicians, and 9 other stakeholders were interviewed (step 1). A logic model of change was developed (step 2), followed by the identification of theoretical methods for achieving the changes required (step 3). The intervention was composed (step 4), incorporating the results of a pilot test with 4 employers, 4 employees, 4 occupational physicians, and 3 other stakeholders. RESULTS: Identified needs (step 1) span knowledge on legislation, communication skills, stakeholder engagement, practical support, actions regarding RTW, relapse prevention, and organizational policy. Using the self-determination theory as the theoretical basis for improving employer intention and ability to support sick-listed employees (steps 2 and 3), a web-based intervention was developed (step 4) (hereafter: SME tool). The SME tool includes succinct tips, communication videos, and practical checklists. Minor adjustments were made following the pilot test, such as adding supplementary information on privacy regulations and preventive strategies. CONCLUSION: By focusing on enhancing SME employers' intention and ability to support their long-term sick-listed employee(s), the developed SME tool has the potential to improve the satisfaction of employees with the sick-leave and RTW support of their employer during long-term sick-leave.
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