This article asks how identity is constructed for individuals with mental health conditions (MHCs) in the workplace. It takes especial regard to how MHCs are discursively situated, constructed and ...

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Identity, mental health and work: How employees with mental health conditions recount stigma and the pejorative discourse of mental illness:

This article presents research findings that suggest there is a further dimension to be added to existing understandings of workplace disclosure of common mental health problems. Experiences of par...

Something to declare? The disclosure of common mental health problems at work

The purpose of this review is to consolidate the stock of empirical research relating to the disclosure or concealment of mental illness in the workplace. We present a comprehensive framework for u...

An inter-disciplinary review of the literature on mental illness disclosure in the workplace: implications for human resource management

Purpose The aim was to aggregate knowledge about the opportunities, challenges and need for support employees with common mental disorders experience in relation to work participation in order to develop recommendations for practice. Methods A meta-synthesis was conducted using a meta-aggregative approach to accurately and reliably present findings that could be used to meet our aim. Qualitative inductive content analysis was used to analyze and synthesize the findings. Results In all, 252 findings were extracted from 16 papers, and six categories were generated and aggregated into two synthesized findings. One synthesized finding indicates that a strong work identity and negative perceptions regarding mental disorders can impede work participation, creating an essential need for a supportive work environment. The other reveals that the diffuse nature of the symptoms of mental disorders causes instability in life and loss of control, but through the use of internal motivation and external support, employees may be able to regain control of their lives. However, external support is hampered by insufficient cooperation and coordination between vocational stakeholders. Conclusions Based on the synthesized findings, we recommended that the employer is involved in the rehabilitation process, and that rehabilitation professionals seek to strengthen the employee's ability to manage work-related stress. In addition, rehabilitation professionals should provide individualized and active support and ensure meaningful cooperation across the multidisciplinary disciplines involved in the rehabilitation process.

Work Participation Among Employees with Common Mental Disorders: A Meta-synthesis.

Purpose The aim of this study was to analyze how different types of sick leave narratives were related to return to work (RTW), job mobility or continued sick leave for people sick-listed with common mental disorders. Special attention was paid to how the respondents described their contacts with employers and rehabilitation professionals. Methods Eight persons sick-listed with common mental disorders were interviewed at two occasions (2005–2006 and 2008–2009) about their self-perceptions, their sick leave, and their contacts with their employers and rehabilitation professionals, first during their first months as sick-listed, and a follow-up after approximately 4 years. Results Two types of narratives were identified: restitutive (with focus on recovery and RTW), and contingent (focusing on managing the present). A common theme was that mental problems were not recognized and talked about in the same way as physical problems. This had consequences for peoples’ acceptance of their diagnoses and for the RTW processes. In restitutive narratives, RTW was essential for returning to life as it was, where support from managers and colleagues facilitated a successful return. In contingent narratives, the experience of sick leave was part of a broader story of change where work relations were of less importance. Conclusions A narrative understanding of rehabilitation involves sensitivity toward the stories people are caught up in, and what role professionals may play in them. Promotion of job mobility may be difficult to accept for persons with restitutive narratives, while persons caught up in contingent narratives may be more open—and benefit more—from such solutions.

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Narratives of Sick Leave, Return to Work and Job Mobility for People with Common Mental Disorders in Sweden

As today's workplaces strive toward a climate of inclusiveness for persons with disabilities, much work remains for employers in developing a process to achieve this ideal. While survivors of mental illness are encouraged to disclose related concerns to their employer, such sharing of personal information remains daunting. Similarly, employers attempting to assist the process are often awed by the extent of collaborations involved in integrating employees with mental health issues back to work as well as concern about compliance with human rights legislation. Needed accommodations in terms of approach to the work itself are often simple; however substantiating the need for adjustments is more complex. This case study introduces a model to support the development of shared goals and shared understandings for return to work (RTW) among workers with mental health concerns, employers, co-workers and therapists. The model of occupational competence is used as a basis to guide dialogue, identify challenges and generate solutions that take into consideration a worker's preferences, sensitivities, culture and capacities in relationship to the occupational demands in a given workplace environment. A case study is used to demonstrate the potential utility of the model in assisting stakeholders to strengthen collaborations and partnering to achieve a shared understanding of worker and workplace needs.

Disclosure of mental health.

Objective: To examine barriers and facilitators influencing self-direction of return to mainstream work following acute mental illness. Participants: Five individuals who had attempted return to mainstream work following acute mental illness. Methods: In depth, semi-structured qualitative interviews with the five participants selected through purposive sampling. Results: The three main themes related to the workers' self-direction of their return to work experience were (a) worker self- management, (b) workers' 'personal' partnerships and (c) workplace partnerships. Conclusion: Personal and workplace partnerships are integral to supporting workers as they take ownership of their full potential and self-direct return to mainstream work.

Workers' perspectives on self-directing mainstream return to work following acute mental illness: Reflections on partnerships

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Disclosure of mental health.

Workers' perspectives on self-directing mainstream return to work following acute mental illness: Reflections on partnerships