We found low- quality evidence that different work-break frequencies may have no effect on participant-reported musculoskeletal pain , discomfort and fatigue .
For productivity and work performance , evidence was of very low- quality that different work-break frequencies may have a positive effect .
For different types of break , there may be no effect on participant-reported musculoskeletal pain , discomfort and fatigue according to low- quality evidence .
Furthermore , work-break interventions should be reconsidered , taking into account worker population s other than office workers , and taking into account the possibility of combining work-break intervention with other interventions such as ergonomic training or counselling , which may may possibly have an effect on musculoskeletal outcomes and work performance
BACKGROUND Work-related musculoskeletal disorders are a group of musculoskeletal disorders that comprise one of the most common disorders related to occupational sick leave worldwide .
Musculoskeletal disorders accounted for 21 % to 28 % of work absenteeism days in 2017/2018 in the Netherl and s , Germany and the UK .
There are several interventions that may be effective in tackling the high prevalence of work-related musculoskeletal disorders among workers , such as physical , cognitive and organisational interventions .
In this review , we will focus on work breaks as a measure of primary prevention , which are a type of organisational intervention .
OBJECTIVES To compare the effectiveness of different work-break schedules for preventing work-related musculoskeletal symptoms and disorders in healthy workers , when compared to conventional or alternate work-break schedules .
The practice of active rest by workplace units improves personal relationships, mental health, and physical activity among workers
Aim : This study was design ed to clarify the effects of active rest , with a focus on the practice of short-time group exercise by workplace units , on personal relationships , mental health , physical activity , and work ability among workers . Methods : Fifty-nine white-collar workers ( 40 males and 19 females ) performed our active rest ( short-time exercise ) program , which consists of warm-up , cognitive functional training , aerobic exercise , resistance training and cool-down for 10 minutes per day , 3 times per week during their lunch breaks for 10 weeks . Participants from a workplace unit were r and omly allocated to the intervention ( five workplaces , n=29 ) or control groups ( six workplaces , n=30 ) . The participants ' anthropometric measurements , and their Profile of Mood States ( POMS ) 2 , Brief Job Stress Question naire ( BJSQ ) , physical activity levels and Work Ability Index were examined at the baseline and after the 10-week intervention . Results : After 10 weeks , physical activity levels , especially the time spent in moderate and vigorous intensity , increased in the intervention group ( p<0.05 ) . The items of " vigor-activity " and " friendliness " improved in POMS 2 , while " vigor , " " interpersonal stress , " " support from superiors , colleagues , and family/friends , " and " job satisfaction " improved in BJSQ in the intervention group ( p<0.05 ) . In the intervention group , the number of  exercise participation was positively correlated with the change in " vigor-activity " in POMS 2 ( r=0.467 , p=0.011 ) . Conclusions : These results suggest that the practice of active rest by workplace units is important for improving personal relationships , mental health , and physical activity among workers
We found low- quality evidence that different work-break frequencies may have no effect on participant-reported musculoskeletal pain , discomfort and fatigue .
For productivity and work performance , evidence was of very low- quality that different work-break frequencies may have a positive effect .
For different types of break , there may be no effect on participant-reported musculoskeletal pain , discomfort and fatigue according to low- quality evidence .
Furthermore , work-break interventions should be reconsidered , taking into account worker population s other than office workers , and taking into account the possibility of combining work-break intervention with other interventions such as ergonomic training or counselling , which may may possibly have an effect on musculoskeletal outcomes and work performance
BACKGROUND Work-related musculoskeletal disorders are a group of musculoskeletal disorders that comprise one of the most common disorders related to occupational sick leave worldwide .
Musculoskeletal disorders accounted for 21 % to 28 % of work absenteeism days in 2017/2018 in the Netherl and s , Germany and the UK .
There are several interventions that may be effective in tackling the high prevalence of work-related musculoskeletal disorders among workers , such as physical , cognitive and organisational interventions .
In this review , we will focus on work breaks as a measure of primary prevention , which are a type of organisational intervention .
OBJECTIVES To compare the effectiveness of different work-break schedules for preventing work-related musculoskeletal symptoms and disorders in healthy workers , when compared to conventional or alternate work-break schedules .