International Journal of Environmental Research and Public Health

Research

22 pages, 419 KiB

Open AccessArticle

Uptake of Voluntary Occupational Health Care—Assessments of German Occupational Health Physicians and Employees

by Martina Michaelis, Christine Preiser, Susanne Voelter-Mahlknecht, Nicole Blomberg and Monika A. Rieger

Int. J. Environ. Res. Public Health 2022, 19(15), 9602; https://doi.org/10.3390/ijerph19159602 - 4 Aug 2022

Cited by 2 | Viewed by 1977

Abstract

Workers’ health surveillance is considered essential for employees’ health and protection against hazardous working conditions. It is one part of occupational health care and thus one of four pillars of holistic workplace health management. In Germany, employers are obliged to provide mandatory and [...] Read more.

Workers’ health surveillance is considered essential for employees’ health and protection against hazardous working conditions. It is one part of occupational health care and thus one of four pillars of holistic workplace health management. In Germany, employers are obliged to provide mandatory and voluntary occupational health care (OHC) to employees, dependent on the defined occupational hazards. However, employees are not obliged to make use of voluntary OHC. No empirical information is available about the uptake of voluntary OHC by employees and the influencing factors in Germany. Thus, we carried out an explorative multi-perspective study with qualitative and quantitative elements to get insights from the view of occupational health physicians (OHPs) and employees. We conducted a survey among OHPs based on prior statements from two focus group discussions. A multivariate logistic regression analysis was performed to detect enablers and barriers regarding employee uptake of the offered voluntary OHC. We used extended qualitative methods among employees instead of an analogous survey. In total, 460 OHPs participated in the survey (response rate 29.1%), and 25 employees took part in interviews. Most of the employees had not heard the term voluntary OHC before, and only a few remembered respective occupational health care after explanatory request. In total, 78% of the OHPs assessed that employees always/mostly take up voluntary OHC. The most important attributed reason for non-uptake was that employees see no need for occupational health care when they feel healthy. The most important enabler for the perceived high uptake of voluntary OHC in the regression analysis was a positive attitude of the OHP toward voluntary OHC. While OHPs perceived that voluntary OHC was accepted by a majority of employees, this was not confirmed by the interviews with selected employees. This could indicate that the OHP respondents overestimated the amount of uptake. Since it became clear that employees are often unfamiliar with the terminology itself, we see a need for more and better information regarding the objectives and content of occupational health care to improve this important pillar of workplace health management. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

14 pages, 346 KiB

Open AccessArticle

Outlining the Invisible: Experiences and Perspectives Regarding Concussion Recovery, Return-to-Work, and Resource Gaps

by Shazya Karmali, Marie Denise Beaton and Shelina Babul

Int. J. Environ. Res. Public Health 2022, 19(13), 8204; https://doi.org/10.3390/ijerph19138204 - 5 Jul 2022

Cited by 5 | Viewed by 3000

Abstract

Appropriate supports and accommodations are necessary to ensure full concussion recovery and return-to-work (RTW). This research investigated barriers and facilitators to concussion recovery and RTW, and resource gaps reported by adults with concussion (‘workers’) and workplace and healthcare professionals (‘workplaces’). Semi-structured interviews and [...] Read more.

Appropriate supports and accommodations are necessary to ensure full concussion recovery and return-to-work (RTW). This research investigated barriers and facilitators to concussion recovery and RTW, and resource gaps reported by adults with concussion (‘workers’) and workplace and healthcare professionals (‘workplaces’). Semi-structured interviews and focus groups were conducted with workers (n = 31) and workplaces (n = 16) across British Columbia. Data were analyzed using inductive content analysis. Facilitators to workers’ concussion recovery and RTW included treatment, social support, and workplace and lifestyle modifications. To address barriers, both groups recommended: (a) widespread concussion and RTW education and training (b) standardized concussion recovery guidelines; (c) changing attitudes toward concussion; (d) mental health supports; and (e) increasing awareness that every concussion is unique. Findings can inform best practice for concussion recovery and RTW among professionals in workplaces, healthcare, occupational health and safety, and workers’ compensation boards. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

14 pages, 362 KiB

Open AccessArticle

A German Model Project for Workplace Health Promotion—Flow of Communication, Information, and Reasons for Non-Participation in the Offered Measures

by Regina Lutz, Wolfgang Fischmann, Hans Drexler and Elisabeth Nöhammer

Int. J. Environ. Res. Public Health 2022, 19(13), 8122; https://doi.org/10.3390/ijerph19138122 - 1 Jul 2022

Cited by 4 | Viewed by 2353

Abstract

Background: Workplace health promotion (WHP) as a part of workplace health management (WHM) was strengthened in German legislature with the Prevention Act of 2015. However, smaller enterprises often do not offer WHM or WHP. Accordingly, a model-project for improving the uptake and implementation, [...] Read more.

Background: Workplace health promotion (WHP) as a part of workplace health management (WHM) was strengthened in German legislature with the Prevention Act of 2015. However, smaller enterprises often do not offer WHM or WHP. Accordingly, a model-project for improving the uptake and implementation, particularly in micro-, small, and medium-sized enterprises (MSMEs) was carried out. The aim of the study was to determine reasons for non-participation in WHP offers and analyze communication issues, both from the employee’s and employer’s perspective. Methods: In total, 21 managers or persons responsible for WHP participated in the first online survey between March and April 2020, and 156 employees responded to the second online survey between June and October 2021. The importance of barriers and communication issues was investigated. Based on a principal component analysis on non-participation, differences regarding sociodemographic variables were analyzed. Results: Most employees knew about the offered measures and that the measures were cost free. There was no significant association between having communicated the offers to the employees and considering them suitable for their needs. Most of the managers or persons responsible for WHP rated the measures as sufficiently varied and allowed staff to take part during working-time. Reasons for non-participation from the managers’ point of view were travel time to the location of the offers, lack of time, and a missing fit between offers and employees’ needs. From the employees’ point of view, workload (including working time) was the main barrier to participation. Conclusions: For the practical implementation of model projects in MSMEs, special attention should be paid to ensuring opportunity to participate, which may be easier with in-house offers. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

18 pages, 1686 KiB

Open AccessArticle

Healthy Mobile Work: The Relationship of a Participative Work Agreement and Workplace Health Management-Qualitative Results of a Longitudinal Study

by Marlies Jöllenbeck, Olivia Maloku, Ines Berling, Tjorven Stamer and Elke Ochsmann

Int. J. Environ. Res. Public Health 2022, 19(12), 7526; https://doi.org/10.3390/ijerph19127526 - 20 Jun 2022

Cited by 1 | Viewed by 2310

Abstract

Mobile work is becoming increasingly common, and it has been, consequently, associated with new health-related hazards and resources. Our study examined health-related stresses, strains and resources of mobile work in a medium-sized company. The study aimed to generate implications for a work agreement [...] Read more.

Mobile work is becoming increasingly common, and it has been, consequently, associated with new health-related hazards and resources. Our study examined health-related stresses, strains and resources of mobile work in a medium-sized company. The study aimed to generate implications for a work agreement and for workplace health management (WHM). For this, a multi-method longitudinal study (2019–20) was conducted, with 29 focus group and 6 individual interviews (absolute number of all participants N = 187). It was designed as a qualitative content analysis and theoretically based on the job demands-resources model (JD-R). Positive effects (e.g., increased work–life balance, higher concentration), as well as negative consequences (e.g., alienation in the team, communication effort), can be found. Numerous fields of action for both the work agreement and WHM could be identified. For example, the work agreement regulates the equipment for working from home with support from WHM in order to ensure occupational health-oriented selection and handling, or by fixing core working hours through the work agreement and supporting competence building for leaders in order to enable flexible work commitments for employees. Self-organised work at home can be supported both by rules in the service agreement and by building up self-management skills through the WHM’s offers. The findings illustrate that a work agreement can make a relevant contribution to a healthy design of mobile work by systematically linking it with WHM. The synergies between work agreement, employee health and WHM become clear. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

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11 pages, 345 KiB

Open AccessArticle

Safety Management and Wellbeing during COVID-19: A Pilot Study in the Manufactory Sector

by Gloria Guidetti, Michela Cortini, Stefania Fantinelli, Teresa Di Fiore and Teresa Galanti

Int. J. Environ. Res. Public Health 2022, 19(7), 3981; https://doi.org/10.3390/ijerph19073981 - 27 Mar 2022

Cited by 4 | Viewed by 2688

Abstract

Background: The rapid spread of COVID-19 has generated anxiety and concerns among the whole population, by also affecting people’s working life quality. Although several studies underlined the impact of the COVID-19 pandemic in the healthcare sector, very few studies investigated the consequences in [...] Read more.

Background: The rapid spread of COVID-19 has generated anxiety and concerns among the whole population, by also affecting people’s working life quality. Although several studies underlined the impact of the COVID-19 pandemic in the healthcare sector, very few studies investigated the consequences in the occupational sectors with low risk of contagion. Method: 220 full-time in-presence workers of the manufacturing sector agreed to participate in a study of cross-sectional design during September and October 2020. Data were collected by means of a self-reported questionnaire conceived to investigate the constructs of the COVID-19 concerns, both the personal contribution and the supervisor support to workplace safety, the organizational commitment to safety, and finally, the level of workers’ exhaustion. Results: This study highlights that COVID-19 concerns represent a significant source of stress since it is significantly associated to higher levels of exhaustion among workers. Furthermore, the findings show the relevance of resources related to employee’s personal contribution to safety management as well as the role of climate variables. Conclusions: These results promote knowledge on the role of COVID-19 concerns in affecting psychological wellbeing at work, as well as the impact of both individual and job-related resources that may prevent exhaustion at work. Finally, the present findings also have implications for organizations and the maintenance of their commitment to safety. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

25 pages, 422 KiB

Open AccessArticle

Workplace Health Promotion in German Social Firms—Offers, Needs and Challenges from the Perspectives of Employees, Supervisors and Experts

by Ann-Christin Kordsmeyer, Ilona Efimov, Julia Christine Lengen, Volker Harth and Stefanie Mache

Int. J. Environ. Res. Public Health 2022, 19(2), 959; https://doi.org/10.3390/ijerph19020959 - 15 Jan 2022

Cited by 6 | Viewed by 2605

Abstract

On the general labor market, social firms provide 30–50% of people with different types of disabilities the opportunity to gain employment. However, the topic of workplace health promotion (WHP), needs for improvement and accompanied challenges are neglected in the current research and were [...] Read more.

On the general labor market, social firms provide 30–50% of people with different types of disabilities the opportunity to gain employment. However, the topic of workplace health promotion (WHP), needs for improvement and accompanied challenges are neglected in the current research and were the focus of the present study. Therefore, data triangulation was used between July and December 2020 by combining three focus groups with employees (n = 14 employees) with 16 interviews with supervisors from several social firms in Northern Germany (e.g., from catering, cleaning or bicycle repair sectors). 17 semi-structured telephone interviews with experts in the field of WHP or social firms were added. All approaches were audio-taped, transcribed and anonymized. To analyze the data, Mayring’s qualitative content analysis was used. The results indicated that several offers for WHP, including sport, nutrition and relaxation, were offered, as well as those on smoking cessation, cooperation with external organizations or training and education offers. Needs for improvement were stated referring to additional sport offers, support for implementing a healthy diet, offers for relaxation, financial incentives or collaborations with external organizations. A low take-up of offers; a lack of resources, structures or management support; compatibility of offers with work time and organization; challenges with available trainings or the consideration of individual needs and capacities were highlighted as challenges. Overall, there is a need for further interventional and longitudinal research on WHP in social firms. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

16 pages, 342 KiB

Open AccessArticle

Digitizing Social Counseling—Insights for Workplace Health Management

by Wiebke Schlenger, Marlies Jöllenbeck, Tjorven Stamer, Angelika Grosse and Elke Ochsmann

Int. J. Environ. Res. Public Health 2022, 19(2), 917; https://doi.org/10.3390/ijerph19020917 - 14 Jan 2022

Cited by 4 | Viewed by 2576

Abstract

Working digitally can lead to changes in work organization and social interactions, as well as work pace and workload. Online counseling is more and more integrated in social counseling. Research exists on employees’ and users’ attitudes towards online counseling as well as on [...] Read more.

Working digitally can lead to changes in work organization and social interactions, as well as work pace and workload. Online counseling is more and more integrated in social counseling. Research exists on employees’ and users’ attitudes towards online counseling as well as on the advantages and disadvantages of online counseling. There is a lack of studies on the stressors and strains caused by the increasing digitalization and the associated health consequences in this context. With an interview study, we investigated the general work situation of counselors, with a focus on stressors, strain, and resources caused by online counseling. Consecutively, we discuss the results in relation to their impact on workplace health management. Twenty-two explorative interviews with counselors from a German welfare organization were conducted in 2019 and 2020. Qualitative content analysis according to Mayring was used for analysis. Counselors’ use of online devices depends on their own digital affinity and is likely to be used when advantages for clients are seen. Difficulties were mentioned in establishing a relationship of trust with the clients. Good teamwork and regular informal exchanges among colleagues contribute to job satisfaction. Overall, we found only few health-related effects. Results of the study suggest that digitization can have positive effects on the job satisfaction of counselors, if the associated changes are supported by organizational measures. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

20 pages, 408 KiB

Open AccessArticle

Attitudes of Company Executives toward a Comprehensive Workplace Health Management—Results of an Exploratory Cross-Sectional Study in Germany

by Achim Siegel, Aileen C. Hoge, Anna T. Ehmann, Peter Martus and Monika A. Rieger

Int. J. Environ. Res. Public Health 2021, 18(21), 11475; https://doi.org/10.3390/ijerph182111475 - 31 Oct 2021

Cited by 6 | Viewed by 2602

Abstract

Workplace health management (WHM) in Germany aims at maintaining and increasing the health and well-being of employees. Little is known about company executives’ attitudes toward WHM. To gain more insight, we conducted a large-scale survey in companies in the German county of Reutlingen [...] Read more.

Workplace health management (WHM) in Germany aims at maintaining and increasing the health and well-being of employees. Little is known about company executives’ attitudes toward WHM. To gain more insight, we conducted a large-scale survey in companies in the German county of Reutlingen in 2017. We sent a standardized questionnaire to 906 companies, containing inter alia 26 self-constructed declarative statements depicting company executives’ opinions on various WHM aspects; 222 questionnaires could be evaluated. By exploratory factor analysis we assigned the 26 items to six factors reflecting different attitudes toward WHM. Factor values were standardized to a scale from 0 to 10. The attitude ‘positive view of general health services in the company’, for example, achieved by far the lowest mean agreement (3.3 points). For the attitude ‘general skepticism toward WHM’, agreement and disagreement were balanced (5.0 points). Using multiple regression analyses, we searched for variables that could partially explain respondents’ agreement with attitudes. In conclusion, a general WHM skepticism was widespread, but not dominant. The idea that general health services should be offered in companies was predominantly rejected. Older respondents and respondents from smaller companies and craft enterprises were more skeptical than average about WHM and its possible extensions. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

12 pages, 758 KiB

Open AccessArticle

Future Challenges for Work-Related Health Promotion in Europe: A Data-Based Theoretical Reflection

by Gudrun Faller

Int. J. Environ. Res. Public Health 2021, 18(20), 10996; https://doi.org/10.3390/ijerph182010996 - 19 Oct 2021

Cited by 11 | Viewed by 4495

Abstract

This contribution is a theoretical reflection based on statistical and empirical data as well as concepts proposed by other authors or institutions. Based on the thesis that the respective social developments equally influence and limit the orientation and design of workplace health promotion, [...] Read more.

This contribution is a theoretical reflection based on statistical and empirical data as well as concepts proposed by other authors or institutions. Based on the thesis that the respective social developments equally influence and limit the orientation and design of workplace health promotion, this article deals with the challenges that arise from the contemporary social, political and economic developments for a needs-oriented and effective workplace health promotion. On the basis of a historical review of the lines of development in workplace health promotion, beginning with the Ottawa Charter in 1986, the field of tension in which work-related health promotion approaches generally operate is first outlined. Based on the results of a keyword search in relevant European statistics databases and specialized databases on the topics of demographic change, labor migration and digitalization and flexibilization of work, current development trends in the world of work are traced, priority desiderata for a future design of health promotion are derived from these, and their chances of realization are reflected upon. On the basis of the data collected, it becomes clear that today’s world of work is characterized by multidimensional diversification processes, which are accompanied by the risk of worsening social inequalities. The conclusion is that future concepts of workplace health promotion must be more universal than previous approaches, which are often limited to the focus of individual behavioral prevention. The attempt to promote workplace health promotion with economic benefit arguments also runs the risk of reinforcing social inequality. The task of effective workplace health promotion, conversely, must be to initiate critical reflection on current priorities. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

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13 pages, 2331 KiB

Open AccessArticle

Job Satisfaction and Chronic Stress of General Practitioners and Their Teams: Baseline Data of a Cluster-Randomised Trial (IMPROVEjob)

by Lukas Degen, Karen Linden, Tanja Seifried-Dübon, Brigitte Werners, Matthias Grot, Esther Rind, Claudia Pieper, Anna-Lisa Eilerts, Verena Schroeder, Stefanie Kasten, Manuela Schmidt, Julian Goebel, Monika A. Rieger, Birgitta M. Weltermann and on behalf of the IMPROVEjob Consortium

Int. J. Environ. Res. Public Health 2021, 18(18), 9458; https://doi.org/10.3390/ijerph18189458 - 8 Sep 2021

Cited by 18 | Viewed by 3545

Abstract

Background: A high prevalence of poor job satisfaction and high chronic stress is documented for general practitioners (GPs) and non-physician practice staff from various countries. The reasons are multifactorial and include deficits in leadership, communication and workflows. This publicly funded study evaluates [...] Read more.

Background: A high prevalence of poor job satisfaction and high chronic stress is documented for general practitioners (GPs) and non-physician practice staff from various countries. The reasons are multifactorial and include deficits in leadership, communication and workflows. This publicly funded study evaluates the effectiveness of the newly developed participatory, interdisciplinary, and multimodal IMPROVEjob intervention on improving job satisfaction among GPs and practice personnel. Here, we report the baseline characteristics of the participating GPs and practice assistants, focusing on job satisfaction and perceived chronic stress. Methods: The IMPROVEjob study was performed as a cluster-randomised, controlled trial (cRCT) with German GP practices in the North Rhine Region. The IMPROVEjob intervention comprised two leadership workshops (one for practice leaders only; a second for leaders and practice assistants), a toolbox with supplemental printed and online material, and a nine-month implementation phase supported by IMPROVEjob facilitators. The intervention addressed issues of leadership, communication, and work processes. During study nurse visits, participants completed questionnaires at baseline and after nine months follow up. The primary outcome was the change in job satisfaction as measured by the respective scale of the validated German version of the Copenhagen Psychosocial Questionnaire (German COPSOQ, version 2018). Perceived chronic stress was measured using the Trier Inventory of Chronic Stress (TICS- SSCS). Results: Recruitment of 60 practices was successful: 21 were solo, 39 were group practices. At baseline, n = 84 practice owners, n = 28 employed physicians and n = 254 practice assistants were included. The mean age of all participants was 44.4 (SD = 12.8). At baseline, the job satisfaction score in the total sample was 74.19 of 100 (±14.45) and the perceived chronic stress score was 19.04 of 48 (±8.78). Practice assistants had a significantly lower job satisfaction than practice owners (p < 0.05) and employed physicians (p < 0.05). In the regression analysis, perceived chronic stress was negatively associated with job satisfaction (b= −0.606, SE b = 0.082, p < 0.001, ICC = 0.10). Discussion: The degree of job satisfaction was similar to those in other medical professionals published in studies, while perceived chronic stress was markedly higher compared to the general German population. These findings confirm the need for interventions to improve psychological wellbeing in GP practice personnel. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

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17 pages, 2843 KiB

Open AccessFeature PaperArticle

Developing Initial Middle Range Theories in Realist Evaluation: A Case of an Organisational Intervention

by Hamid Roodbari, Karina Nielsen, Carolyn Axtell, Susan E. Peters and Glorian Sorensen

Int. J. Environ. Res. Public Health 2021, 18(16), 8360; https://doi.org/10.3390/ijerph18168360 - 7 Aug 2021

Cited by 4 | Viewed by 3742

Abstract

(1) Background: Realist evaluation is a promising approach for evaluating organisational interventions. Crucial to realist evaluation is the development and testing of middle range theories (MRTs). MRTs are programme theories that outline how the intervention mechanisms work in a specific context to bring [...] Read more.

(1) Background: Realist evaluation is a promising approach for evaluating organisational interventions. Crucial to realist evaluation is the development and testing of middle range theories (MRTs). MRTs are programme theories that outline how the intervention mechanisms work in a specific context to bring about certain outcomes. To the best of our knowledge, no organisational intervention study has yet developed initial MRTs. This study aimed to develop initial MRTs based on qualitative evidence from the development phase of an organisational intervention in a large multi-national organisation, the US food service industry. (2) Methods: Data were collected through 20 semi-structured interviews with the organisation′s managers, five focus groups with a total of 30 employees, and five worksite observations. Template analysis was used to analyse data. (3) Results: Four initial MRTs were developed based on four mechanisms of participation, leadership commitment, communication, and tailoring the intervention to fit the organisational context to formulate ‘what may work for whom in which circumstances?’ in organisational interventions; (4) Conclusions: Our findings provide insights into ‘how’ and ‘which’ initial MRTs can be developed in organisational interventions. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

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Review

Jump to: Research, Other

24 pages, 1550 KiB

Open AccessReview

Work-Related Health Literacy: A Scoping Review to Clarify the Concept

by Anna T. Ehmann, Eylem Ög, Monika A. Rieger and Achim Siegel

Int. J. Environ. Res. Public Health 2021, 18(19), 9945; https://doi.org/10.3390/ijerph18199945 - 22 Sep 2021

Cited by 17 | Viewed by 4814

Abstract

The overall aim of this scoping review is to outline the current state of research on health literacy (HL) in the workplace: the primary objective is to clarify the concept of individual work-related HL; the secondary aims are to report on interventions that [...] Read more.

The overall aim of this scoping review is to outline the current state of research on health literacy (HL) in the workplace: the primary objective is to clarify the concept of individual work-related HL; the secondary aims are to report on interventions that promote individual work-related HL and to present respective measurement instruments validated to date. A high level of work-related HL could support work ability and in the longer run employability. These topics are becoming increasingly important in current circumstances and in view of ongoing developments (e.g., digitalization and “new” work). A basic understanding and measurement of HL as an individual competence in the context of working life is necessary to develop future interventions to promote HL among people of working age. According to the participants, concept, and context (PCC) framework, we included articles on health literacy (concept) in the target group of people of working age in the workplace (population and context). Key information sources were the databases PubMed, CINAHL, PsycInfo, and PSYNDEX. A total of 30 articles were included. There are several terms for “health literacy in the workplace” (including individual work-related or occupational HL). The conceptualizations of the individual employee’s competence covered all aspects of HL (“access”, “understand”, “appraise”, and “apply” health information). The conceptualizations differed, among others, in the covered time horizon (referring either only to employees’ current work situation or additionally to their employability in the lifespan) or whether they referred also to the viability of the respective company. Published interventions attempting to promote individual work-related HL seem mostly to be targeted at the promotion of mental HL. A variety of outcomes have been measured in intervention studies, while specific measurement instruments for individual work-related HL seem to be scarce. We recommend the development of country-specific instruments for the assessment of individual work-related health literacy and to measure mental and physical work-related health literacy. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

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Other

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16 pages, 978 KiB

Open AccessStudy Protocol

The Current Practice of Gradual Return to Work in Germany: A Qualitative Study Protocol

by Inga L. Schulz, Ralf Stegmann, Uta Wegewitz and Matthias Bethge

Int. J. Environ. Res. Public Health 2022, 19(6), 3740; https://doi.org/10.3390/ijerph19063740 - 21 Mar 2022

Cited by 3 | Viewed by 3154

Abstract

(1) Background: The increase in working age and long-term illnesses is a challenge for society to maintain the health of employees and to support their work participation. In many countries, such as Germany, a gradual return to work (GRTW) is used frequently to [...] Read more.

(1) Background: The increase in working age and long-term illnesses is a challenge for society to maintain the health of employees and to support their work participation. In many countries, such as Germany, a gradual return to work (GRTW) is used frequently to support returning employees, but little is known about its facilitators and obstacles. This protocol aims to provide an overview of the national state of the art in workplace adjustments during return to work and to outline the design of a qualitative study examining current GRTW practices in Germany. (2) Methods: Our qualitative study will examine the current implementation of GRTW by means of 32 narrative interviews and 10 group discussions from different perspectives. Therefore, we will ask returning employees as well as organisational stakeholders and external experts about their experiences with GRTW and attitudes towards the measure. The verbal data obtained will be analysed using the documentary method of interpretation. (3) Discussion: This study will reveal facilitating and hindering factors for the implementation of GRTW in Germany. The findings of the study may contribute to an improved implementation of GRTW not only in Germany. Full article

(This article belongs to the Special Issue Frontiers in Workplace Health Management)

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