Original article

Scand J Work Environ Health 2011;37(3):186-195    pdf

doi:10.5271/sjweh.3130

Effects of a stress management intervention on absenteeism and return to work – results from a randomized wait-list controlled trial

by Willert MV, Thulstrup AM, Bonde JP

Objectives High levels of work-related stress are associated with increased absenteeism from work and reduced work ability. In this study, we investigated the effects of a stress management intervention on absenteeism and return to work.

Methods We randomized 102 participants into either the intervention or wait-list control (WLC) group. The intervention group received the intervention in weeks 1–16 from baseline, and the WLC group received the intervention in weeks 17–32. Self-reported data on absenteeism (number of days full- or part-time absent from work within the previous three months) were obtained at 16, 32, and 48 weeks follow-up. Register-based data on long-term absence from work were drawn from the Danish public transfer payments (DREAM) database from baseline and 48 weeks onwards. The DREAM database contains weekly information on long-term sickness absence compensation. The threshold to enter DREAM is sick leave for two consecutive weeks.

Results At follow-up in week 16, self-reported absenteeism in the intervention group [median 11 days (range 3–25)] was lower (P=0.02) than in the WLC group [median 45 days (range 19–60)], corresponding to a 29% [95% confidence interval (95% CI) 5–52] reduction. On register-based data (cumulated weeks in DREAM, weeks 1–16), the intervention group median [6 weeks (range 0–11)] was lower than that of the WLC group [median 12 weeks (range 8–16)], though not significantly (P=0.06), corresponding to a 21% (95% CI 0–42) reduction. For return to work, a hazard ratio of 1.58 (95% CI 0.89–2.81) favoring the intervention group was found (P=0.12).

Conclusions The intervention reduces self-reported absenteeism from work. A similar trend was found from register-based records. No conclusive evidence was found for return to work.

This article refers to the following text of the Journal: 2009;35(2):145-152
The following articles refer to this text: 2012;38(2):89-91; 2013;39(4):423-424; 2016;42(6):469-480; 2017;43(5):436-446