|
Barriers to provide support
|
|
1. Negative organizational attitudes towards employees with chronic conditions
|
|
• Not wanting to retain employees with chronic conditions and contribute to their sustainable employment
|
|
• Employers’ financial considerations and fear of high costs
|
|
• Employers’ mistrust and co-workers’ jealousy towards needed accommodations
|
|
2. Employees’ reluctance to collaborate with employers in dealing with work-related problems
|
|
• Employees’ non-disclosure of their chronic condition
|
|
• Employees’ lack of cooperation
|
|
3. Lack of skills and knowledge of how to support employees with chronic conditions
|
|
• Employers’ lack of knowledge of rules and regulations
|
|
• Too much medicalization of support
|
|
4. Suboptimal collaboration between OPs and organizational representatives
|
|
• Not meeting each other’s expectations in terms of performance
|
|
• Questioning OPs’ objectivity
|
|
• Impeded communication due to privacy legislation
|
|
5. Lack of utilization of OPs’ support
|
|
• Employers and employees fail to seek preventive support from OPs
|
|
• Employers do not refer employees to preventive consultation hours
|
|
6. OPs’ lack of visibility
|
|
• Employees’ unawareness of the availability of support from OPs
|
|
• The distance between OPs and organizations
|
|
7. OPs’ lack of time and capacity for prevention
|
|
• Too much time is spent on reducing sickness absence rather than on prevention
|
|
• Shortage of OPs
|
|
Opportunities to improve support
|
|
8. Shared responsibility of all stakeholders involved to prevent work-related problems
|
|
9. Actively anchoring prevention of work-related problems in policy and practice
|
|
• Proactive prioritizing prevention in occupational health care
|
|
• Creating a supportive work environment and developing organizational policy
|
|
10. Increasing the role of the health care sector in the prevention of work-related problems
|
