FfW Bulgarian report (English language) - Fit for Work Europe

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Interventions 62 individual or psychological factors as well as the social milieu in which individuals live their lives, in which work plays a large part. To achieve this, employers, employees and clinicians in Bulgaria need to talk to one another more effectively. Whilst this is challenging, and undoubtedly not common practice today, the costs of not addressing this problem were highlighted in this chapter. Fit For Work?
5.1 Recommendations for employers 5. Conclusions and recommendations Work is, unambiguously, good for our health. It provides income, generates social capital and gives purpose and meaning. At the same time, the evidence presented in this report illustrates that workability of a large proportion of working age people in Bulgaria is, or will be, directly affected by MSDs. This can have very significant social and economic consequences for these individuals and their families, it can impede the productive capacity of the total workforce and parts of Bulgarian industry and it can draw heavily on the resources of both the health service and the benefits regime. If Bulgaria’s workforce is to be productive and competitive in the global economy, and if the quality of their working lives is to be enhanced, it is important that a high proportion of the workforce is fit for work. It is evident that Bulgaria is making its first steps towards prevention of ill health, however, there seems to be a lack of coherence or ‘joined-up’ thinking and action by government, clinicians and employers which focuses on the MSD patient as worker. The Work Foundation has a number of recommendations for several interested parties in this field. Our intention is to encourage some of the key players to recognise that more can be done to ensure that continued active participation in the labour market is almost always a strongly positive force for health, fulfilment and for prosperity. Think proactively about managing employees’ health at the workplace. Welcome the introduction of phased return to work and adjust work pressure to the health status of staff. Recognise the value of retaining skilled workers in their jobs beyond legal compliance and support their recovery and rehabilitation. • Support phased return to work. Employers can catastrophise too! Most workers with MSDs can continue to make a great contribution at work if they are allowed to. They don’t need to be 100 per cent fit to return to work, and a little lateral thinking will allow you to give them useful work to do which will support them on their journey back to full productive capacity. • Use occupational health advice. Vocational rehabilitation that is carefully organised and tailored to the individual, can make a real difference to return to work, productivity, morale and sustainability of performance. Involve occupational health professionals as early as possible. Long-term reduction in absenteeism, presenteeism and staff turnover are likely to outweigh immediate costs of health and well-being programmes. • Imaginative job design will assist rehabilitation. Simple changes in the ways work is organised (including flexible working time arrangements) will help prevent MSDs getting worse and help people with MSDs to return to work. When thinking about prevention and accommodation of MSDs, employers have to consider the psychological and social dimensions, such as job quality and the impact of excessive job demands. Fit For Work? 63
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Fit For Work? Rosemary Thomas Kseni
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Contents 1. Executive summary 5 2.
Page 5 and 6:
1. Executive summary The ‘Fit for
Page 7 and 8:
What can be done? Executive summary
Page 9 and 10:
Executive summary We have found imp
Page 11 and 12: Increasing work intensity is a very
Page 13 and 14: 2.2 MSDs: The European context Intr
Page 15 and 16: 2.4 A note on definition Introducti
Page 17 and 18: 2.5 Structure of the report Introdu
Page 19 and 20: Figure 3.1. Number of MSDs inpatien
Page 21 and 22: • Stamina and resilience; • Cog
Page 23 and 24: Work and MSDs in Bulgaria It is imp
Page 25 and 26: of RA and specific leukocyte antige
Page 27 and 28: injuries or back pain 15 ; Sieper,
Page 29 and 30: 2001). The study also found that fo
Page 31 and 32: • Local or whole-body exposure to
Page 33 and 34: workers of developing rheumatoid ar
Page 35 and 36: 3.4 The wider economic and social i
Page 37 and 38: Work and MSDs in Bulgaria Direct co
Page 39 and 40: presented in the Table 3.3 below. T
Page 41 and 42: 3.5 Summary Work and MSDs in Bulgar
Page 43 and 44: Job retention and return to work pr
Page 45 and 46: 4.2 The social security regime for
Page 47 and 48: Further indirect costs of disabilit
Page 49 and 50: 4.3 Conditionspecific interventions
Page 51 and 52: RA in Bulgaria who receive biologic
Page 53 and 54: Interventions Since it was first pr
Page 55 and 56: apart from norms of shift work. 43
Page 57 and 58: Box 2. Case Study - EPIQ Electronic
Page 59 and 60: the beliefs that both parties have
Page 61: 4.6 Summary 4.5.4 Improved employer
Page 65 and 66: 5.3 Recommendations for GPs and spe
Page 67 and 68: Conclusions and recommendations •
Page 69 and 70: Breen, A., Langworthy, J. and Bagus
Page 71 and 72: der Tempel, H. and van der Linden,
Page 73 and 74: Guzman, J., Esmail, R., Karjalainen
Page 75 and 76: References Nachemson, A., Waddell,
Page 77 and 78: Waddell, G. and Burton, A. K., (200
Page 79 and 80: Appendix 2: Sample ‘Fit’ Note S
Page 81 and 82: Sources: Eurostat Statistical Datab
Page 83 and 84: Sources: Parent-Thirion, Fernández
Page 85 and 86: Hourly labour costs 2007 Average ho
Page 87 and 88: % sickness absence due to health re
Page 89 and 90: Appendix 3: Benchmarking grid Refer
Page 91 and 92: The aim of the project is to stimul
Page 93 and 94: Appendix 4: Fit for Work Europe Wha
Page 96: We provide: Research Advisory Consu
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