Caution must therefore be exercised in interpreting results , but the case for investment in parenting and health visitor-related programmes appears most strong , especially when impacts beyond the health sector are taken into account .
In the workplace an economic return on investment in a number of comprehensive workplace health promotion programmes and stress management projects ( largely in the USA ) was reported , while group-based exercise and psychosocial interventions are of potential benefit to older people .
Modeling the Impact of Enhanced Depression Treatment on Workplace Functioning and Costs: A Cost–Benefit Approach
Background : The impact of depression on the workplace has been widely observed in studies examining absenteeism and reduced productivity during days at work . However , there is little scientific evidence about whether depression interventions are cost-beneficial to employers . Objective : We construct a cost – benefit analysis of depression treatment under different workplace assumptions better reflecting the nature of employment . Research Design : Data from a r and omized controlled trial in which employed primary care patients with depression were treated in practice s r and omly assigned to an enhanced treatment intervention or usual care were used to construct a cost – benefit model from an employer perspective under different assumptions regarding employment . Subjects : A national sample of 198 workers employed in a range of positions by companies was studied . Measures : Benefits included self-reported productivity and absenteeism ; costs included intervention and treatment costs . Net benefit was calculated under different scenarios and return on investment ( ROI ) is derived . Results : Enhanced depression treatment result ed in an average net benefit to the employer of $ 30 per participating worker in Year 1 of the intervention and $ 257 per participating worker in Year 2 , for an estimated ROI during the 2-year period of 302 % . ROI increased in firms that rely on team production , hire more costly substitute labor , or realize penalties for output shortfalls . ROI decreased in firms that have a large fraction of employees with dependent coverage and experience high turnover rates . Results also are sensitive to how subjectively reported productivity is valued . Conclusion : Many employers will receive a potentially significant ROI from depression treatment models that improve absenteeism and productivity at work
Caution must therefore be exercised in interpreting results , but the case for investment in parenting and health visitor-related programmes appears most strong , especially when impacts beyond the health sector are taken into account .
In the workplace an economic return on investment in a number of comprehensive workplace health promotion programmes and stress management projects ( largely in the USA ) was reported , while group-based exercise and psychosocial interventions are of potential benefit to older people .