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Quantifying the effectiveness of interventions for people with common health conditions in enabling them to stay in or return to work: a rapid evidence assessment: research report
- Authors:
- DIBBEN Pauline, et al
- Publisher:
- Great Britain. Department for Work and Pensions
- Publication year:
- 2012
- Pagination:
- 97p.
- Place of publication:
- London
This report reviews the available research on the effectiveness of health and work interventions to help people with common health conditions to stay in work or return to work following sickness absence. It assesses the latest available evidence from 2008 to 11 on the quantitative impact of such interventions. The report looks at the evidence for interventions with general health conditions, musculoskeletal health conditions, cardio-respiratory conditions, and mental health conditions, and discusses the evidence on the economic costs and benefits of interventions. Findings suggest that the evidence base on work-related interventions for people with common health conditions has not changed substantially since 2007, and that studies generally lacked robust quantification of employment outcomes and cost/benefit analysis of interventions. Key areas where there is a reasonably strong body of evidence, with positive effects, include: workplace-based interventions for those with musculoskeletal disorders, particularly for low back pain; cognitive behavioural therapy (CBT), vocational rehabilitation and workplace rehabilitation for lower back pain; supported employment for people with severe mental health conditions; and psychological interventions for depression.
Quantifying the effectiveness of interventions for people with common health conditions in enabling them to stay in or return to work: a rapid evidence assessment: research summary
- Authors:
- DIBBEN Pauline, et al
- Publisher:
- Great Britain. Department for Work and Pensions
- Publication year:
- 2012
- Pagination:
- 4p.
- Place of publication:
- London
This report reviews the available research on the effectiveness of health and work interventions to help people with common health conditions to stay in work or return to work following sickness absence. It assesses the latest available evidence from 2008 to 11 on the quantitative impact of such interventions. The report looks at the evidence for interventions with general health conditions, musculoskeletal health conditions, cardio-respiratory conditions, and mental health conditions, and discusses the evidence on the economic costs and benefits of interventions. Findings suggest that the evidence base on work-related interventions for people with common health conditions has not changed substantially since 2007, and that studies generally lacked robust quantification of employment outcomes and cost/benefit analysis of interventions. Key areas where there is a reasonably strong body of evidence, with positive effects, include: workplace-based interventions for those with musculoskeletal disorders, particularly for low back pain; cognitive behavioural therapy (CBT), vocational rehabilitation and workplace rehabilitation for lower back pain; supported employment for people with severe mental health conditions; and psychological interventions for depression.
Absence management in the public sector: an integrative model?
- Authors:
- DIBBEN Pauline, JAMES Philip, CUNNINGHAM Ian
- Journal article citation:
- Public Money and Management, 21(4), October 2001, pp.55-60.
- Publisher:
- Taylor and Francis
- Place of publication:
- Philadelphia, USA
Workforce absence rates in Britain have been found to be higher in the public sector than the private. The Government has set ambitious targets for the reduction of public sector absence rates and published a range of recommendations. The authors look as the ways the two sectors manage long-term absence. Although many public sector organisations, as well as some large private services one, have systems in place, this article shows that these often contain structural weaknesses, and frequently do not operate in an integrated way. It is therefore concluded that many public organisations have some way to go to achieve the holistic approach to absence management advocated by the Government.