Critical factors in reintegrating an employee with mental health symptoms

Psychological complaints among employees lead to reduced productivity and increased absenteeism in organizations. The financial consequences of this are obviously unfavorable for companies but mainly there are many adverse consequences for the individual. Absence from work contributes to a declining quality of life. When assisting employees with psychological complaints in their return to work, identifying the factors that the employee experiences as impeding their return to work is important. Once this is clarified, it is then possible to discuss how that person plans to overcome these impeding factors.

Recent scientific research has shown that an important predictor is the self-confidence a person experiences in successfully returning to work. Healthcare professionals are therefore advised to discuss with their clients the beliefs, expectations, fears, perceived barriers and their self-confidence regarding returning to work. Currently, research is also being conducted within Tranzo Tilburg University on impeding and promoting factors that play a role in return to work in people with mental health problems.

From our own practice, it is also our experience that the speed with which a person returns to work increases when the obstacles that the person must overcome to successfully and sustainably reintegrate are regularly discussed. This causes self-confidence to increase and changes the efforts and coping strategies a person tends to make. Namely, from avoidant coping to active coping.

8 factors that can impede return to work

To provide insight into what barriers people may experience in returning to work, we have compiled a top eight (in no particular order).

1. Fear of relapse

The thoughts that mental health problems might get worse after a person resumes his/her work, or the expectation that new symptoms will arise.

2. Concentration problems at work

The employee's experience or expectation of difficulty concentrating, reflecting or making decisions due to the mental health problems.

3. Task requirements

Whether a person has the confidence, after returning to work, to handle responsibilities that come with the job. For example, productivity demands or deadlines.

4. Feelings of injustice

The fear or expectation that the contract will not be renewed, or that dismissal is imminent when the employee has fully returned to work. But also feelings that there is insufficient recognition from the workplace about the efforts made to return to work.

5. Difficult relationship with supervisor

The absence of regular communication with immediate supervisor or a negative view of supervisor on the person's health complaints. But also the (ir)real feeling of the employee that his/her supervisor reluctantly accompanies the person in returning to work.

6. Difficult relationship with colleagues

Examples include looking forward to re-establishing contact with colleagues. Feeling obligated to discuss reasons for absence with colleagues but finding this difficult or reluctant. Or feeling that colleagues' behavior has changed toward you after you returned to work (e.g., no longer sincere or hypocritical).

7. Work-life relationship not in balance

Have the expectation that when work is fully resumed that other aspects of life will not receive sufficient attention (e.g., sports, attention to children, household) and therefore imbalance will occur again.

8. Loss of motivation

Actual dislike of work; no longer finding the work enjoyable or inspiring.

Obviously, often a combination of the above factors play a role. Also, it is not always clear whether these feelings and thoughts of the employee are real. Talking about this and letting the person think about it himself opens doors to solutions instead of promoting behavior in the form of avoidance.

Learn more

Recognizable or interesting? Or do you have questions about the above? Please contact the PSION psychologist you worked with before or contact our Service Desk at servicedesk@psion.nl. We would love to think with you about what is going on within your organization and what you can do with these insights.