DOI: 10.6084/m9.figshare.28104106.v2
title: The return-to-work journey: experiences with communication and collaboration among employees and employers during long-term sick leave and return-to-work

description: To explore the experiences of long-term sick-listed employees and those of employers with communication and collaboration during sick leave and the return-to-work (RTW) process. Previously long-term sick-listed employees (<i>N</i> = 9) and employers (<i>N</i> = 9) were interviewed about their experiences with communication and collaboration during sick leave and RTW. Thematic analysis, utilizing patient journey mapping was applied to analyze and map out their experiences. Three central themes emerged from the analysis: 1. Maintaining communication between employees and employers during early sick leave stages fostered trust and enabled discussions about RTW, lowering the barriers for engaging in RTW activities. 2. Organizing joint meetings involving employees, employers, and occupational health professionals (OHPs) helped align expectations and facilitated shared decision-making to navigate RTW. 3. Both employees and employers reported lacking knowledge of RTW legislation and feeling reliant on OHP guidance to navigate the RTW process. Employees and employers underscored the need to be involved, supported, and well informed during the sick leave and RTW process. Both parties mentioned that early and ongoing communication, joint meetings with OHPs, and information on RTW legislation were important prerequisites. Being involved, supported, and well informed are central needs of long-term sick-listed employees and their employers during sick leave and the return-to-work (RTW) process.Occupational health professionals (OHPs) organizing early joint conversations with both <i>long-term sick-listed</i> employees and employers, helps to facilitate shared decision making, align expectations, and provides a supportive foundation for RTW activities.OHPs should provide clear, actionable and context-specific advice to support <i>long-term sick-listed</i> employees and their employers to develop and implement tailored RTW plans.Both <i>long-term sick-listed</i> employees and employers require clear information about their obligations and shared responsibilities under national RTW legislation to actively undertake necessary RTW activities and stimulate autonomy. Being involved, supported, and well informed are central needs of long-term sick-listed employees and their employers during sick leave and the return-to-work (RTW) process. Occupational health professionals (OHPs) organizing early joint conversations with both <i>long-term sick-listed</i> employees and employers, helps to facilitate shared decision making, align expectations, and provides a supportive foundation for RTW activities. OHPs should provide clear, actionable and context-specific advice to support <i>long-term sick-listed</i> employees and their employers to develop and implement tailored RTW plans. Both <i>long-term sick-listed</i> employees and employers require clear information about their obligations and shared responsibilities under national RTW legislation to actively undertake necessary RTW activities and stimulate autonomy.