Treatment targets	Elements of the SVAI intervention	Theoretical underpinning
PERSONAL Health - Not accessing timely and appropriate healthcare - Poor co-ordination, communication and co-operation between health and other stakeholders Psychosocial Cognitions: - Unhelpful beliefs about health and work - Low RTW self-efficacy Emotions: - Anxiety about RTW - Anger/frustrations with workplace Behaviours: - Low levels of physical activity and participation in everyday life - Sleep pattern incompatible with work OCCUPATIONAL/ORGANISATIONAL - Suboptimal amount and nature of contact with the sick-listed employee - Excessive stressors at work and/or suboptimal ability of employee to respond adaptively to stress - Poor communication between internal workplace stakeholders - Lack of work adjustments/transitional arrangements - Lack of or poorly devised RTW plan - Poor implementation of RTW plans	ASSESSMENT To clarify the current health and work situation and any obstacles to RTW EXPLORE THE VALUE OF WORK To increase RTW motivation PROBLEM SOLVING To identify and overcome modifiable obstacles to RTW Case management: to facilitate communication, collaboration and coordination with stakeholders (e.g. to liaise with GP/HCP to facilitate referrals, agree on RTW plans and goals, to encourage contact with the workplace, to facilitate work modifications (if needed) and to set up and conduct worksite meetings Education: facilitate an evidence based understanding of symptoms and ill health in the context of work, understand the RTW process and options and address unhelpful beliefs or knowledge gaps Advice and reassurance: increase confidence to RTW, improve sleep quality and quantity and restore work consistent awake/sleep pattern Graded activity/exposure: promote active self-management, reduce fear-avoidance behaviour, behavioural re-activation, graded RTW (hours/ tasks/responsibilities) Workplace modification: temporary or permanent Signposting to other services: obtain assistance with work related issues (e.g. bullying or harassment), or wider social issues (e.g. debt, wage replacement benefits, housing) or obtain help with changing job/employer Goal setting: to identify and agree RTW and other goals, commit to agreed goals, to monitor progress, and provide feedback and encouragement to increase motivation and adherence RTW planning and implementation: to develop a written action plan, provide support, monitor progress and problem solve difficulties	SOCIAL COGNITIVE THEORY - Beliefs about capabilities of RTW - Beliefs about health consequences of performing the behaviour - Skills: instructions on how to perform a behaviour: development, competence, ability, practice - Behavioural regulation: action planning and self-monitoring to change actions SELF-DETERMINATION THEORY - Support intrinsic motivation to RTW by exploring what the participant value about their work - Relatedness: clarify situation from the participants’ perspective. Facilitate communication with the workplace - Competence to RTW: provide education, advice, reassurance, problem solve and support participant to develop/use skills to overcome RTW barriers - Autonomy support: collaborate closely with participant to agree goals, plan RTW and empower the participant to take direct action THE COMMON-SENSE MODEL OF SELF REGULATION - Identify participants’ beliefs about their health problems, treatment and management strategies - Improve knowledge about health and work, reduce fear avoidance and promote active self-management