In some OECD countries, workers suffering from depression and burn-out make up more than two-thirds of those absent for mental-health reasons. Successful reintegration strategies can help them come back. The working world can be a pitiless one, as competition in the marketplace can put significant pressures on employees.
Relentless deadlines, shrinking resources and shifting priorities all take their toll on employees’ well-being and mental health. In my home country of Belgium, more than two-thirds (66.4 per cent) of individuals on disability for psychological reasons had cases related to depression or burn-out.
These worrisome statistics reflect broader trends across OECD (The Organisation for Economic Cooperation and Development) countries, where nearly half (47.6 per cent) of workers with mental health problems have been absent from the office in the past year, compared to just over 30 per cent of those without such issues. Bringing returning employees (gently) back into the fold Studies show that employees who return to work after a mental health-related absence have a high risk of relapse, particularly within the first year.
For instance, 90 per cent of relapses occur within three years, with significant numbers occurring within the first 12 months. A successful reintegration strategy not only helps employees return to their roles but also ensures they remain engaged and productive in the long term. For firms, this involves creating a supportive environment that addre.
