English version - Fit for Work Europe

MSDs and employers
52
6.2
The role of
employers in
reducing the
impact of MSDs
Figure 6.2. Productivity losses by length of time
20%
15%
10%
5%
0%
Almost comparable to usual productivity
4-6h
10-12h
16-18h
22-29h
50-69h
>90h
Amount of productivity loss
2-3h
7-9h
13-15h
19-21h
30-49h
70-89h
Source: ACCJ (2011a)
Efficient management of MSDs requires employers to think beyond their statutory duty to
address health and safety risks, and to recognise that sickness absence management, effective
return to work programmes and rehabilitation are the fundamental principles for effective
management (Waddell and Burton, 2006b). Much is dependent on raising awareness about how
to manage the symptoms of MSDs amongst employees and their managers, ensuring that the
latter have the skills and confidence to support employees in work.
Much of the attention that employers pay to the issue of MSDs and the impact of the workplace
on the onset or deterioration of MSDs is driven by a concern to avoid or limit risk of litigation
and ensure that they are fulfilling their legal duty of care. That is partially illustrated by the
variation of the financial implications of employee absenteeism across different industry
sectors in Japan. Because the workers’ compensation is proportional to their wages, in the
mining industry, for example, where wages are relatively high, employers may be incentivised
to invest in rehabilitation to return employees back to work sooner. On the other hand,
rehabilitation opportunities may be delayed for the workers in the retail sector, where the costs
of an individual being off work are not as high. Despite these paradoxes, there is a strong
commitment to workplace-based rehabilitation in the workers’ compensation scheme legislation.
Fit For Work? Musculoskeletal Disorders and the Japanese Labour Market