Table 1.
Examples of grounds for factors relevant to RTW-ES according to focus groups
| Factor | Ground example |
|---|---|
| ICF domains | |
| Activities | |
| Functional capacity | "The type and severity of limitations determine the suitability for work" |
| Personal | |
| Age | "As the age of the employee increases, the chances of RTW with a different employer decreases" |
| Educational level | "The educational level is an indicator of the possibilities to RTW" |
| Competencies | "The competencies of an employee are important because of job availability" |
| Tenure | "The longer the tenure, the more can be expected of the current employer" |
| Attitude | "A positive attitude of the employee has a positive influence on RTW" |
| Self-efficacy | "A low self-efficacy increases the chance of non-RTW" |
| Illness perception | "A difference between limitations which are experienced and work ability hinders RTW" |
| Environmental | |
| Work-relatedness of sickness absence | "If the sickness absence is caused by work, the employer's obligations towards the employee increase" |
| Job availability | "The number of available jobs determines the chance of RTW" |
| Employer size | "The larger the company size, the more opportunities for the employee to RTW" |
| Reorganization | "A reorganization is at the cost of the number of available jobs and the chance of RTW" |
| Employer's attitude | "A positive attitude of the employer towards RTW opportunities increases RTW" |
| Relationship employer/employee | "The relationship between employer and employee determines the readiness of the employee to cooperate with the RTW process" |
| Communication quality and quantity | "A good communication between employer and employee increases the chance of RTW" |
| Actions | |
| Intervention | |
| Training/education | "The employer should consider requests for training by the employee" |
| Job offerings | "The chance of RTW is increased by job offerings of the employer" |
| Professional advice | "Advice of a professional can be helpful if the progress in the RTW process is slower than expected" |
| Job accommodation | |
| Temporary/modified duty | "Sustained, durable work is preferred over temporary work" |
| Change of employer | "If RTW with the current employer is not likely, RTW with a different employer should be investigated" |
| Measures | |
| Assessment | "The employer should investigate the availability of suitable work within the company" |
| Monitoring | "The progress of the RTW process should be monitored by the employer" |