Journal Of Occupational Rehabilitation[JOURNAL]

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Correction: Determinants of Sustainable Return to Work After Burnout or Depression: A Longitudinal Cohort Study.

Deprez A, Boets I, Vandenbroeck S … +1 more , Godderis L

J Occup Rehabil · 2026 Jul · PMID 42397512 · Publisher ↗

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Are There Differences in Return-to-Work Experiences for Workers Who Acquired COVID-19 at Work Compared to Workers who Sustained a Non-COVID-19 Work-Related Injury or Illness?

Smith P, Severin C, Nadalin V … +5 more , Carnide N, Jetha A, Koehoorn M, Peters CE, Mustard C

J Occup Rehabil · 2026 Jun · PMID 42371267 · Publisher ↗

PURPOSE: To compare rates of return to work (RTW), at 18 months post-injury/infection, between workers with an absence from work due to COVID-19 and those with non-COVID injuries and illnesses, and to examine if RTW diff... PURPOSE: To compare rates of return to work (RTW), at 18 months post-injury/infection, between workers with an absence from work due to COVID-19 and those with non-COVID injuries and illnesses, and to examine if RTW differences are explained by different factors in the RTW process. METHODS: Telephone interviews were conducted among 18,000 workers with accepted lost-time workers' compensation claims 18 months after their claim acceptance: 607 with work-related COVID-19 infections (oversampled) and 393 with other work-related injuries/illnesses. Potential outcome mediation models examined factors at the individual, workplace, healthcare provider, and system level involved in differences in RTW between workers with COVID-19 and non-COVID-19 claims, adjusting for a range of confounders. RESULTS: At 18 months post-injury, approximately 13 more workers with COVID-19 infections were at work, per 100 workers, compared to those with other injuries or illnesses. Differences in self-rated health, experiencing financial difficulties, and disagreement with the workers' compensation agency, explained between 12 and 21% of these total differences (between 1 and 2 more workers returning to work per 100 workers). Other mediators explained relatively little of the total effect. CONCLUSION: Workers with work-related COVID-19 infections have better RTW rates, 18 months post-injury, compared to workers with other types of work-related injuries. The results of our study suggest that factors identified as important for RTW at the workplace and healthcare provider level may not be generalizable to the context of COVID-19 infections, within the context of the COVID pandemic.

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Association Between Mental Health of Patients with Work-Related Injury and Their Compensation Claim Status: Exploratory Findings from the IMPRovE Trial.

Camões-Costa V, Nolidin K, Collie A … +6 more , Chakraborty S, Kenardy J, Brijnath B, Mortimer D, Enticott J, Mazza D

J Occup Rehabil · 2026 Jun · PMID 42365541 · Publisher ↗

PURPOSE: Workers' compensation claims processes may exacerbate mental health symptoms for individuals with work-related mental health conditions (WR-MHCs). This study examined associations between mental health outcomes... PURPOSE: Workers' compensation claims processes may exacerbate mental health symptoms for individuals with work-related mental health conditions (WR-MHCs). This study examined associations between mental health outcomes and contemporaneous claim status. METHODS: Data of this cohort study were drawn from 153 general practice patients with WR-MHCs providing 422 observations, enrolled in the IMPRovE trial across Australia. Workers' compensation claim status (accepted, rejected, being assessed, or no claim), working status, and mental health outcomes (Depression Anxiety Stress Scale-21 (DASS-21) and Short-form health survey) were assessed via 3-monthly surveys. Mixed-effects linear regression models were used to assess the relationship between claim status and outcomes, adjusting for intervention status, working status, time-point, state, clinic size, location, age, and gender. RESULTS: On the DASS-21, patients with a claim application being assessed reported significantly poorer overall mental health outcomes than those with accepted claims (e.g. stress: β = 5.73, 95% CI 1.69-9.77), rejected claims (e.g. depression: β = 5.88, 95% CI 1.12-10.63), or no claim (e.g. overall mental health: β = 6.14, 95% CI 2.87-9.42). No significant differences were found between patients with accepted, rejected, or no claim. CONCLUSION: In this cohort, poorer mental health outcomes were observed amongst individuals with work-related mental health conditions whose workers' compensation claims were being assessed, compared with other claim statuses. No differences were observed between accepted, rejected, or no-claim groups. These findings indicate that the adjudication phase of the claims process may be particularly challenging for some individuals and warrant targeted clinical and system-level attention. Further research is needed to establish causality and design interventions that can address causal mechanisms.

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Longterm Persistence and Scalability of a Coordinated Return to Work Model in Healthcare: A Registry-Based Study Across Clinical Pathways.

Lavikainen P, Heiskanen J, Kangas P … +1 more , Martikainen J

J Occup Rehabil · 2026 Jun · PMID 42360404 · Publisher ↗

PURPOSE: To examine the long-term persistence of an individualized coordinated return to work (CRTW) model on the return-to-work (RTW) duration among hip and knee arthroplasty patients and the immediate effectiveness of... PURPOSE: To examine the long-term persistence of an individualized coordinated return to work (CRTW) model on the return-to-work (RTW) duration among hip and knee arthroplasty patients and the immediate effectiveness of the model after implementation in cardiology patients. METHODS: Electronic health records (EHRs) from five regions in Finland were used to identify working-age employees. Long-term sickness absence days were calculated between the date of admission and the final day of full-time sickness absence. Fixed effects linear models were used for region-level comparisons in hip and knee arthroplasty patients and difference-in-difference approach for cardiology patients. RESULTS: Mean RTW was 74.7 (SD 48.5) days in hip and 89.3 (55.1) days in knee arthroplasty in the CRTW region over the follow-up. Mean difference in RTW between the CRTW and control regions was - 9.8 days (95% CI: - 15.8, - 3.9; p = 0.001) for hip and - 6.9 days (95% CI: - 12.6, - 1.2; p = 0.018) for knee arthroplasty patients. Mean RTW days among cardiology patients were 57.4 (67.1) in pre- and 46.1 (51.5) in post-implementation period in the CRTW region. No statistically significant difference in RTW duration between the CRTW and control region was observed in cardiology patients. CONCLUSION: Hip and knee arthroplasty patients in the CRTW regions continued to return to work sooner than those in the control regions even several years after the CRTW model implementation. Among cardiology patients, no evidence of systematic differences in level between the regions were seen. Future studies with larger sample sizes are needed confirm the effectiveness of the CRTW model in cardiology.

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Supporting Work Participation in Rheumatic and Musculoskeletal Disorders: Outcomes from Work-Able Solutions a Multisite Work-Focused Occupational Therapy Intervention.

Codd Y, Somerville S, Mahon K … +6 more , Glennon O, Fitzgerald T, Brownlee J, Stapleton T, Killeen G, Kane D

J Occup Rehabil · 2026 Jun · PMID 42340559 · Publisher ↗

PURPOSE: To describe the implementation and outcomes of Work-Able Solutions a multisite, early access, work-focused occupational therapy intervention, adopting a transdiagnostic approach to support job retention, return... PURPOSE: To describe the implementation and outcomes of Work-Able Solutions a multisite, early access, work-focused occupational therapy intervention, adopting a transdiagnostic approach to support job retention, return to work, and work role functioning. METHODS: Working-age adults with rheumatic and musculoskeletal disorders (RMDs), employed or receiving illness benefits ≤ 6 months, and reporting work difficulties were recruited across three sites. Participants received a 2 h assessment followed by individualised occupational therapy sessions, delivered face-to-face, virtually, or at the workplace. Interventions were guided by the Person-Environment-Occupation-Performance framework, incorporating biopsychosocial and person-centred strategies for symptom management, overcoming workplace barriers, self-advocacy, reasonable accommodations, and return-to-work planning. Primary outcomes were work status and illness benefit; secondary outcomes included work role functioning, future work ability, perceived job loss risk, quality of life, and symptom burden. Outcomes were collected pre-post-intervention and three-month follow-up. Non-parametric analyses included McNemar, Friedman, and Wilcoxon signed-rank tests. RESULTS: 283 participants were recruited (mean age 47.9 ± 11.7 years, 72% female); 195 completed three-month follow-up. Work status improved post-intervention (p < 0.001) and was sustained at follow-up (p = 0.003). Illness benefit usage declined (p < 0.001). Work role functioning, quality of life, coping, and symptom measures (pain, fatigue, disability) improved post-intervention and at three months (all p < 0.001). Future work concerns and perceived likelihood of job loss due to RMD decreased (p < 0.001). CONCLUSION: Early individualised work-focused occupational therapy supports adults with RMDs to maintain employment, enhance role functioning, improve quality of life, and symptoms, indicating real-world effectiveness for job retention and return to work.

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Cost-Consequence Analysis of the Return to Work (RTW) Program for Workers with Disabilities in Indonesia: Health, Economic and Productivity Outcomes.

Kurnianto AA, Amer F, Putri AD … +3 more , Paranata A, Nemeskéri Z, Ágoston I

J Occup Rehabil · 2026 Jun · PMID 42340558 · Publisher ↗

PURPOSE: This study assesses the cost consequence of the Return To Work (RTW) program for disabled workers who suffered from occupational injury in Indonesia in last decade. The question was whether or not RTW programs r... PURPOSE: This study assesses the cost consequence of the Return To Work (RTW) program for disabled workers who suffered from occupational injury in Indonesia in last decade. The question was whether or not RTW programs result in improved health, economic, and productivity results compared with traditional treatments. METHODS: Retrospective design was conducted to analyze the occupational injury claim records by evaluating the cost consequences of the RTW program in Indonesia. We compared 1353 RTW claims with 10,602 occupational injury claims. Cost-consequence analysis reported disaggregated outcomes (Lost Time Injury Days (LTIDs), RTW rates, medical costs, productivity losses) following CHEERS 2022 guidelines. Costs were adjusted to USD using the Indonesian Consumer Price Index and average exchange rate data in 2022. RESULTS: Occupational injury with RTW claims had higher average direct medical treatment costs (USD 822.50 vs USD 262.25) and greater productivity losses than non RTW claims (USD 46239.60 vs USD 28261.20) due to the complex nature of the cases included in the program. RTW cases had longer LTIDs (350.3 vs 214.1 days) and higher productivity‑related costs, reflecting a more complex casemix, but also markedly higher RTW success rates than usual care where 84.0% RTW vs 20.3% non RTW cases. CONCLUSION: The RTW program has resulted in different patterns of costs and outcomes than traditional treatments. These differences should be considered by decision-makers when determining how to allocate resources effectively.

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Effectiveness of the Participatory Approach on Return-to-Work of Sick-Listed Workers: A Systematic Review and Meta-analysis.

de Smalen AW, Maarleveld JM, Burchell G … +5 more , Huysmans MA, Juurlink TT, Beekman ATF, Anema JR, Schelvis RMC

J Occup Rehabil · 2026 Jun · PMID 42319608 · Publisher ↗

PURPOSE: To synthesize the evidence regarding the effectiveness of the participatory approach (PA) on return to work (RTW) of sick-listed workers compared to usual care and other interventions. METHODS: A systematic revi... PURPOSE: To synthesize the evidence regarding the effectiveness of the participatory approach (PA) on return to work (RTW) of sick-listed workers compared to usual care and other interventions. METHODS: A systematic review and meta-analysis were conducted according to the PRISMA guidelines, searching five databases for evidence from their inception until February 2025. Studies were eligible for inclusion if they included sick-listed workers, conducted a PA intervention at the workplace focused on RTW, and included a comparison group. Data on RTW, health, and economic outcomes were extracted, and the quality of the studies was appraised. Data on time until full and lasting RTW were pooled, and a meta-analysis was conducted, followed by an assessment of the certainty of the evidence. RESULTS: Eight randomized controlled trials reported across 14 papers were included. Half of the studies had a good quality score, whereas the remaining studies were considered of poor (n = 3) or fair (n = 1) quality. While no significant overall effect of the PA on time until full and lasting RTW was found, a statistically significant effect in favor of the PA was observed among sick-listed workers with low back pain (LBP) compared to control conditions. CONCLUSION: The evidence provides moderate certainty that the PA is effective in reducing time to full and lasting RTW for sick-listed workers with LBP compared to usual care. However, for workers sick-listed due to mental health conditions or mixed health complaints, the evidence does not support its effectiveness, and the certainty of this evidence is very low. More high-quality research and realist evaluations across different settings and populations are needed to strengthen the evidence on the PA as an RTW intervention and to explain its underlying working mechanisms.

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Barriers and Facilitators of Career Development among Employees with Disabilities: A Global Scoping Review.

Tandiayuk S, Handoyo S, Hendriani W

J Occup Rehabil · 2026 Jun · PMID 42307849 · Publisher ↗

BACKGROUND: Promoting equal career opportunities for employees with disabilities is a key component of workplace inclusion and vocational rehabilitation. However, employees with disabilities continue to face unique chall... BACKGROUND: Promoting equal career opportunities for employees with disabilities is a key component of workplace inclusion and vocational rehabilitation. However, employees with disabilities continue to face unique challenges in their career development. Identifying both barriers and facilitators is essential to guide organizational practices and policy. METHOD: This scoping review was conducted using the Population, Concept, and Context (PCC) framework and reported in accordance with the PRISMA extension for scoping review guidelines. Systematic searches were conducted across the Web of Science, Scopus, PsycINFO, EBSCO, PubMed, Google Scholar, Semantic Scholar, and IEEE Xplore databases. Studies were eligible if they examined factors influencing the career development of employees with disabilities in organizational settings. RESULT: From 2781 references extracted, 10 studies were selected. The synthesis revealed barriers and facilitators across three domain: (1) individual factors (e.g., career self-management); (2) group-level factors (e.g., support system); (3) organizational factors (e.g., workplace accommodation); and (4) family (e.g., family advocacy and expectation). CONCLUSION: This review highlights the multidimensional nature of career development for employees with disabilities. By categorizing the influencing factors into individual, group, family, and organizational levels, the findings provide a foundation for future research and practical strategies to promote inclusive career advancement.

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Work Disability and Rehabilitation in Workers with Hearing Loss: A Scoping Review.

Chauhan T, Tsimpida D

J Occup Rehabil · 2026 Jun · PMID 42274883 · Publisher ↗

PURPOSE: As organisations increasingly prioritise inclusive employment, more people with disabilities are entering the workforce. Hearing loss, a common yet often invisible disability, presents a significant and under-re... PURPOSE: As organisations increasingly prioritise inclusive employment, more people with disabilities are entering the workforce. Hearing loss, a common yet often invisible disability, presents a significant and under-recognised occupational health challenge. This scoping review synthesises evidence on how individuals with hearing loss navigate workplace demands and examines the implications for occupational health policy and practice. METHODS: A scoping review of literature published between 2010 and 2025 was conducted following PRISMA-ScR guidance. Systematic searches were completed across Scopus, PubMed/MEDLINE, and Web of Science to identify studies examining hearing loss in relation to work participation and occupational health outcomes. Eligible studies were synthesised using thematic analysis. RESULTS: Thirty-four studies met inclusion criteria across diverse countries and occupational settings. Four interrelated themes were identified: (1) individual strategies for managing hearing loss at work, including communication approaches and decisions around disclosure; (2) workplace accommodations, encompassing technological and environmental supports, training and organisational initiatives, and social connectedness, alongside persistent gaps between policy intent and practice; (3) occupational health and wellbeing outcomes, including psychosocial impacts, work-related fatigue, need for recovery, identity negotiation, and occupational stress; and (4) multi-level recommendations addressing individual, organisational, and policy domains to support sustainable employment. CONCLUSION: Hearing loss in the workplace presents substantial occupational health implications, including psychosocial stress, communication barriers, and increased need for recovery after work. Workplace accommodations show potential to support inclusion and improve health outcomes, yet implementation remains inconsistent. Further research is needed to rigorously evaluate occupational health interventions and accommodations, particularly within low- and middle-income contexts where evidence is limited.

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Mapping Employability Assessments for Adults with Limitations of Functioning: A Scoping Review.

Lecours A, Bédard-Mercier R

J Occup Rehabil · 2026 Jun · PMID 42268503 · Publisher ↗

PURPOSE: Work is a fundamental life domain, providing income, social engagement, and a sense of identity. Despite evidence that employment can support recovery, rehabilitation, and well-being, adults with limitations of... PURPOSE: Work is a fundamental life domain, providing income, social engagement, and a sense of identity. Despite evidence that employment can support recovery, rehabilitation, and well-being, adults with limitations of functioning continue to face barriers to labor market participation. Employability assessments are central for access to vocational services, income support, and workplace accommodations, yet little is known about how these assessments are conducted across contexts. This study aimed to explore practices used in assessing employability among individuals with limitations of functioning. METHODS: A structured four-step scoping review drew on scientific and grey literature published since 2005 in English or French. It systematically identified, selected, analyzed, and extracted evidence on employability assessment among adults with functional limitations. RESULTS: The review identified 37 documents, revealing variation in assessment objectives, models, content, and methods. Assessments address individual factors (e.g., health, skills), environmental contexts (e.g., workplace, institutional settings), and activities and participation (e.g., job tasks, daily living). Data collection relies on interviews, observations, and standardized tools, often combined. Key challenges include overreliance on medical information, variability across assessors, administrative constraints, and assessment-related burden. CONCLUSION: This study identifies key components documented in employability assessments and highlights variation in assessment objectives and approaches, from standardized procedures to professional judgment, shaped by broader social and political contexts. These findings underscore the need for more reflective assessment practices.

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Sustainable Livelihoods and Disability at Work: Experiences, Resources, and Coping in Ethiopia.

Wondimu H, Misganaw H, Melkamu G

J Occup Rehabil · 2026 May · PMID 42171927 · Publisher ↗

This study qualitatively explores the lived experiences of people with disabilities in the workplace in Wolkite Town, Ethiopia, through the lens of a sustainable livelihood approach (framework). Although there is a growi... This study qualitatively explores the lived experiences of people with disabilities in the workplace in Wolkite Town, Ethiopia, through the lens of a sustainable livelihood approach (framework). Although there is a growing interest across existing studies on employment barriers for people with disabilities, few studies have examined how the interplay of social, human, and financial barriers shapes workplace experiences in low-resource urban settings. This phenomenological study involved key informants and in-depth interviews with 30 participants to investigate the challenges faced by people with disabilities in the workplace, the social and livelihood resources they mobilize, and the coping mechanisms they wield. Three main themes emerged from the study: difficulties in the workplace, social and livelihood resources, and coping mechanisms. The results of the study highlight widespread structural and attitudinal obstacles, such as discrimination in the workplace, lack of accessible infrastructure, social stigma, and institutional negligence, which contribute to poor access to human, social, physical, and financial capital. Regardless of these limitations, people with disabilities can be resilient, although they do not react to these challenges without adaptive coping strategies including cognitive reframing, social network dependence, and problem engagement. When the voices of people with disabilities are central, this study will provide context-specific knowledge to guide interventions that put the perspective of disabled individuals at the center of livelihood interventions and offer equitable employment opportunities in low-resource locations.

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Longitudinal Associations Between Core Health Domains, Assessed Using the PROMIS-29, and Work Ability in a Working Population: Findings from the Lifelines Cohort Study.

Toben D, de Wind A, Roorda LD … +1 more , Anema J

J Occup Rehabil · 2026 May · PMID 42166084 · Publisher ↗

OBJECTIVE: To investigate the longitudinal relationship between core health domains, assessed with the Patient-Reported Outcomes Measurement Information System (PROMIS-2)9, and work ability, and explore how this relation... OBJECTIVE: To investigate the longitudinal relationship between core health domains, assessed with the Patient-Reported Outcomes Measurement Information System (PROMIS-2)9, and work ability, and explore how this relationship differs for physical and mental work ability. METHODS: Data representing 22,608 workers were obtained from two waves of the Lifelines Cohort Study, a large population-based cohort in the Netherlands. Eight health domains, assessed at baseline using PROMIS-29 v2.1, were analyzed in relation to work ability, assessed at follow-up with single WAI items. Ordinal logistic regression analysis was used to model these relationships, adjusting for age, BMI, leisure-time physical activity, and follow-up time, and evaluating effect modification by gender. RESULTS: All PROMIS health domains were significantly associated with work ability at 4.6 years follow-up. Health domains reflecting worse health, e.g., fatigue, showed an inverse association with work ability (OR: 0.75, CI: 0.72-0.78), whereas domains reflecting better health, e.g., ability to participate in social roles and activities, showed positive associations (OR: 1.28, CI: 1.23-1.34). Some health domains, like physical function (OR: 1,35 CI: 1.26-1.45) and pain interference (OR: 0.84, CI: 0.78-0.91) were associated with physical work ability only, whereas anxiety, depression, fatigue, sleep disturbance, ability to participate in social roles and activities, and pain intensity were associated with both physical and mental work ability. CONCLUSION: Health domains, assessed using the PROMIS-29, are longitudinally associated with general, physical and mental work ability. PROMIS-29 might be used to identify workers at risk of reduced work ability and potential sickness absence. Further research is needed to verify this and should directly examine the relationship between PROMIS-29 scores and objective sickness absence rates.

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Workplace Adjustments and Sick Leave Duration Among Individuals with Stress-Related Disorders: A Longitudinal Register Follow-up in Sweden.

Beno A, Hensing G, Jonsdottir IH

J Occup Rehabil · 2026 May · PMID 42159903 · Publisher ↗

BACKGROUND: Sick leave with stress-related disorders has increased substantially in Sweden and other OECD countries, posing a significant challenge to public health and workforce participation. whilst employer support ha... BACKGROUND: Sick leave with stress-related disorders has increased substantially in Sweden and other OECD countries, posing a significant challenge to public health and workforce participation. whilst employer support has been shown to contribute to return to work (RTW), there is limited evidence regarding which specific workplace adjustments facilitate this process. OBJECTIVE: This study aims to investigate the types of workplace adjustments individuals with stress-related disorders receive to facilitate RTW and whether such adjustments are associated with a reduced number of sick leave days. METHODS: This study combined data from a national survey of 1,412 individuals on long-term sick leave due to stress-related disorders (ICD-10 F43 codes) with register data on sick leave from the Swedish Social Insurance Agency. Workplace adjustments were self-reported via a multiple-choice questionnaire. Sick leave outcomes were measured as gross and net sick leave days at 6 and 18 months. Multivariable quantile regression was used to examine associations between reported adjustments and the distribution of sick leave days, adjusting for age, sex, and education. RESULTS: Eighty per cent of participants reported having received at least one workplace adjustment, with changes in work tasks being most common. Quantile regression analyses revealed that workplace adjustments were associated with fewer net sick leave days, particularly among individuals with longer durations of sick leave. At 18 months, individuals who had received workplace adjustments had significantly fewer net sick leave days across the 40th to 90th percentiles, with the largest difference at the 90th percentile (153 fewer net sick leave days; p < 0.001). CONCLUSIONS: Workplace adjustments were associated with shorter durations of sick leave among individuals with stress-related disorders, particularly among those with prolonged sick leave. These findings highlight the potential relevance of individualised workplace adjustments in the rehabilitation process.

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The Implementation of the Toolbox "Talk About Pain-Take Action Together" to Improve Musculoskeletal Pain Management in the Workplace.

Rossen CB, Jannsen BE, Stochkendahl MJ … +2 more , Christiansen DH, Hubeishy MH

J Occup Rehabil · 2026 May · PMID 42154431 · Publisher ↗

PURPOSE: Musculoskeletal disorders (MSDs) are a leading cause of sickness absence from work and early retirement. While structured workplace dialogues about musculoskeletal pain are recommended, their implementation rema... PURPOSE: Musculoskeletal disorders (MSDs) are a leading cause of sickness absence from work and early retirement. While structured workplace dialogues about musculoskeletal pain are recommended, their implementation remains challenging. This study explored the implementation of the 'Talk About Pain-Take Action Together'' toolbox in two Danish public workplaces. METHODS: Qualitative observational implementation study informed by reflexive thematic analysis was conducted. Two workplaces with physically demanding roles were included: one with researcher-initiated implementation during the study period and one with internally initiated implementation prior to the study. Data were collected through observations, memos, emails, and four focus group interviews with 10 participants including employees, managers, and occupational safety and health consultants. RESULTS: Workplace 1 (WP1) implemented the toolbox, employing seven strategies: identifying and preparing champions, conducting a local needs assessment, distributing educational materials, reminding clinicians, tailoring strategies, organising implementation team meetings, and creating learning collaboratives. Key enablers included management engagement, ongoing exposure, and creating a safe environment, whereas lack of time was identified as a barrier. At workplace 2 (WP2), three strategies were employed: identifying and preparing champions, distributing educational materials, and conducting educational meetings. However, the toolbox was never fully implemented, hindered by time-related barriers, organisational restructuring, and unclear roles and responsibilities. CONCLUSIONS: Effective implementation of workplace MSD interventions requires management engagement, time allocation, and clear roles.

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Predictors of Mental Health-Related Sick Leave at Referral to Clinical Psychology: A Population-Based Study Using Electronic Health Records.

González-Blanch C, Martínez-Gómez S, Pérez-García-Abad S … +7 more , Ruiz-Gutiérrez J, Miras-Aguilar MDM, Ramos-Barrón C, Pariente-Rodrigo E, Piñán-Setién L, Otero-Cabanillas N, Priede MI

J Occup Rehabil · 2026 May · PMID 42151719 · Publisher ↗

PURPOSE: To examine factors associated with sick leave status at referral to clinical psychology and its duration using electronic health records (EHRs). METHODS: A population-based observational study was conducted with... PURPOSE: To examine factors associated with sick leave status at referral to clinical psychology and its duration using electronic health records (EHRs). METHODS: A population-based observational study was conducted with 2,765 patients referred from primary care to mental health units in a regional public healthcare system in Spain in 2021. Sociodemographic and clinical variables were analysed, and a subsample of 400 patients provided additional data on healthcare use and prior sick leave. Logistic regression and generalized linear models were applied. RESULTS: At referral, 22.1% of patients were on sick leave (median = 181 d). In analyses based on the full sample, psychopharmacological treatment and being in a relationship were associated with higher odds, whereas female sex was associated with lower odds. In the subsample including prior history variables, prior sick leave emerged as the strongest predictor of both status and duration. CONCLUSIONS: Routine clinical variables have limited predictive value, whereas prior sick leave episodes are a key and readily available indicator of risk for prolonged sick leave. Incorporating standardized clinical and work-related measures into EHRs may facilitate early identification of individuals at risk of prolonged sick leave and permanent work disability.

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Strengthening the IPS Workforce: Designing a Competency-Based IPS Workforce Development Framework for Headspace Centres in Australia.

Kunin M, Chinnery G, van Twest Farmer J … +2 more , Whiting J, Killackey E

J Occup Rehabil · 2026 May · PMID 42133260 · Publisher ↗

PURPOSE: This project aimed to develop the Individual Placement and Support (IPS) Workforce Development Framework to address challenges in IPS workforce availability, capacity, and capability in headspace centres across... PURPOSE: This project aimed to develop the Individual Placement and Support (IPS) Workforce Development Framework to address challenges in IPS workforce availability, capacity, and capability in headspace centres across Australia, with the goal of improving vocational recovery outcomes for young people with mental ill-health. METHODS: A mixed-methods approach informed the development of an IPS Competency Framework and an aligned IPS Workforce Development Framework. Data were collected through workforce surveys, focus groups, interviews, and a literature review. Participants included IPS vocational specialists, supervisors, headspace centre and lead agency managers, and experts from the broader vocational and IPS sectors. A comprehensive options paper and Theory of Change guided the design of the IPS Competency Framework and IPS Workforce Development Framework. RESULTS: The workforce assessment revealed capability gaps, variations in recruitment practices, concerns about career pathways, and staff retention issues. Considerable diversity in vocational specialists' backgrounds and experience, along with a lack of clearly defined competencies for the role, was also apparent. In response, an IPS Competency Framework was developed outlining six core competency domains and four foundational values necessary for IPS vocational specialists working with young people with mental ill-health. The IPS Workforce Development Framework defines flexible, scalable strategies such as training and credentialing, peer-to-peer learning, strengthening recruitment processes, and career pathways, aligned to the identified competencies. CONCLUSION: The competency-based IPS Workforce Development Framework offers a comprehensive, system-level response to workforce challenges and marks an important step towards strengthening the IPS workforce in Australia. Ongoing evaluation will be essential to refine its implementation and improve IPS delivery for young people.

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Determinants of Sustainable Return to Work After Burnout or Depression: A Longitudinal Cohort Study.

Deprez A, Boets I, Vandenbroeck S … +1 more , Godderis L

J Occup Rehabil · 2026 May · PMID 42129002 · Publisher ↗

PURPOSE: People with common mental disorders (CMDs) such as depression and burnout have a high recurrence rate of sickness absence (SA). Few studies have investigated the determinants of sustainable return to work (SRTW)... PURPOSE: People with common mental disorders (CMDs) such as depression and burnout have a high recurrence rate of sickness absence (SA). Few studies have investigated the determinants of sustainable return to work (SRTW) after a CMD. The objective of this study was to identify determinants of SRTW, operationalized as recurrent SA and work ability after the return. METHODS: Participants were 148 employees that returned to work from April 2022 to January 2024 after CMD-related SA. In this prospective longitudinal cohort study, participants were followed up for one year after their return to work (RTW) by means of five questionnaires. Survival analysis and linear regression were carried out for recurrent SA and work ability outcomes, respectively. RESULTS: By twelve months after initial RTW, 27.9% of patients experience recurrent SA, as estimated by the Kaplan-Meier method. Cox proportional hazards regression reveals that patients having a higher symptom severity of anxiety and depression at time of RTW have a significantly higher risk of recurrent SA (HR = 1.176, 95% CI [1.027-1.346], p = 0.019). At time of RTW, better work ability is linked to being married, higher self-efficacy, and greater controllability, while fixed shifts and higher depressive symptoms predict poorer work ability. Three months after RTW, resilience emerges as a positive predictor, whereas at six and nine months, depressive symptoms and controllability remain significant predictors, respectively. CONCLUSION: Symptoms of depression and anxiety at the start of RTW influence recurrent SA and work ability thereafter for people suffering from a CMD.

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Role Perception and Needs of Employers of Small and Medium-Sized Enterprises Regarding the Return-to-Work of Long-Term Sick-Listed Employees.

Beerda DCE, Greidanus MA, Schaafsma FG … +4 more , van Doeveren EEM, de Wind A, de Rijk A, Tamminga SJ

J Occup Rehabil · 2026 May · PMID 42113419 · Publisher ↗

PURPOSE: Employers can have an important role in optimizing return-to-work (RTW) support during long-term sick leave. The scarce research shows that especially small and medium-sized enterprise (SME) employers experience... PURPOSE: Employers can have an important role in optimizing return-to-work (RTW) support during long-term sick leave. The scarce research shows that especially small and medium-sized enterprise (SME) employers experience this as complex and demanding. In the Netherlands, RTW support is even mandatory by law. This study aims to explore the experiences and needs of Dutch SME employers during long-term sick leave and RTW. METHODS: Semi-structured interviews were conducted with employers in executive positions at SMEs (≤ 250 employees) who had supervised at least one long-term (> 6 weeks) sick-listed employee in the past year. Interviews were transcribed and thematically analysed. RESULTS: Twenty participants (55% male, mean age: 48) from micro (n = 2), small (n = 8), and medium-sized (n = 10) enterprises across different sectors participated. Employers regarded supporting sick-listed employees as one of their many responsibilities, yet burdensome. This perception of their role was either more intrinsically motivated (e.g., taking care of employees as a core value) or more extrinsically motivated (e.g., concern over financial consequences). Their motivation was shaped by factors such as employee attributes (e.g., reason for sick leave) and organization characteristics (e.g., enterprise size). Interviewees expressed a need for relatedness and autonomy in managing sick leave, but felt restricted by rigid and unclear regulations. They acknowledged lack of competence in providing sick-leave and RTW support. CONCLUSION: In order to support their sick-listed employees, SME employers' needs for autonomy, competence and relatedness need to addressed while taking into account their role perception and contextual factors of SMEs.

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"We [have] to Get Them Coming Back to Work … Make The Offer, Make It Available, Make It Meaningful:" Returning to Work at a Canadian Municipal Police Service.

Ricciardelli R, Stretton SM

J Occup Rehabil · 2026 May · PMID 42105190 · Publisher ↗

PURPOSE: Sworn and civilian members of any police service are exposed to incidents that increase their risk for mental and/or physical injuries, which may require leave from work. Any leave requires reintegration back in... PURPOSE: Sworn and civilian members of any police service are exposed to incidents that increase their risk for mental and/or physical injuries, which may require leave from work. Any leave requires reintegration back into their work environment and occupational responsibilities, yet the literature on the return-to-work (RTW) process is sparse, particularly in policing, revealing a pressing need to identify how RTW can be done successfully. METHODS: Thus, using semi-structured interviews, we explored the RTW experiences, thoughts, and recommendations of 128 sworn and civilian police members. Coded data were analyzed to focus on common as well as root causes of contradictory experiences and interpretations, all emergent from the data. RESULTS: Findings revealed how most participants who took a leave of absence were off for an extended period and had a negative experience due to a lack of organizational support, stigma, and poor communication. Those on leave for a shorter time had more positive experiences due to feelings of organizational support, including incorporating a gradual and task-modified return. Participants felt their leave and RTW processes could be improved with a reintegration strategy that included organizational support, effective communication, and modified duties. CONCLUSION: We suggest processes for re-entry should be individual-specific, meaningful, and flexible, including check-ins and accommodations upon their return.

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Reducing Time Off Work Through an Integrated Care Pathway for Shoulder Injuries: Evidence from a Workers' Compensation Cohort Study.

Silveira A, Beaupre LA, Voaklander D … +2 more , Niemelainen R, Jones CA

J Occup Rehabil · 2026 May · PMID 42101731 · Publisher ↗

PURPOSE: To determine the effect of implementing a care pathway on return-to-work (RTW) levels and identify prognostic factors among workers filing their first shoulder injury claim. METHODS: This retrospective cohort st... PURPOSE: To determine the effect of implementing a care pathway on return-to-work (RTW) levels and identify prognostic factors among workers filing their first shoulder injury claim. METHODS: This retrospective cohort study included 5075 workers with a first claim for shoulder injury: 2593 workers (2004-2008) received standard of care consultations, while 2482 workers (2014-2018) underwent specialized shoulder assessments through a care pathway that also included collaborative planning for RTW. Multinomial logistic regression determined the effect of implementing a care pathway on RTW levels and identified demographics, injury, occupational and program factors associated with RTW. RESULTS: The most common injuries were traumatic (92.4%) and sprains/strains (64%). Median claim duration was 114 days (IQR = 140), with 80.6% receiving wage replacement benefits. The care pathway cohort was younger with shorter claim duration than the pre-care pathway cohort. They had 1.8 times (95% confidence interval (CI) 1.4; 2.3) greater risk of returning to modified duties than the pre-care pathway cohort. Days receiving wage replacement benefits 12-month post-claim closure were similar between cohorts (p = 0.8). RTW outcomes were impacted by demographics, injury, occupational, and program factors, with interpreter use, prolonged claims, poor compliance, and delayed treatment most strongly associated with failure to RTW at pre-accident levels. CONCLUSIONS: The findings demonstrate that the care pathway cohort was associated with quicker return to modified duties without compromising long-term RTW outcome. This underscores the importance of proactive intervention strategies like care pathways in optimizing workplace rehabilitation outcomes and minimizing long-term disability. Clinical Trial Number Not applicable.

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