Journal of occupational rehabilitation · 2026
Role Perception and Needs of Employers of Small and Medium-Sized Enterprises Regarding the Return-to-Work of Long-Term Sick-Listed Employees.
СтатьяНазвание и аннотация: Перевод пока не подготовлен
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Beerda Donna C E, Greidanus Michiel A, Schaafsma Frederieke G, van Doeveren Eva E M, de Wind Astrid, de Rijk Angelique, Tamminga Sietske J
Аннотация
PURPOSE: Employers can have an important role in optimizing return-to-work (RTW) support during long-term sick leave. The scarce research shows that especially small and medium-sized enterprise (SME) employers experience this as complex and demanding. In the Netherlands, RTW support is even mandatory by law. This study aims to explore the experiences and needs of Dutch SME employers during long-term sick leave and RTW.
METHODS: Semi-structured interviews were conducted with employers in executive positions at SMEs (≤ 250 employees) who had supervised at least one long-term (> 6 weeks) sick-listed employee in the past year. Interviews were transcribed and thematically analysed.
RESULTS: Twenty participants (55% male, mean age: 48) from micro (n = 2), small (n = 8), and medium-sized (n = 10) enterprises across different sectors participated. Employers regarded supporting sick-listed employees as one of their many responsibilities, yet burdensome. This perception of their role was either more intrinsically motivated (e.g., taking care of employees as a core value) or more extrinsically motivated (e.g., concern over financial consequences). Their motivation was shaped by factors such as employee attributes (e.g., reason for sick leave) and organization characteristics (e.g., enterprise size). Interviewees expressed a need for relatedness and autonomy in managing sick leave, but felt restricted by rigid and unclear regulations. They acknowledged lack of competence in providing sick-leave and RTW support.
CONCLUSION: In order to support their sick-listed employees, SME employers' needs for autonomy, competence and relatedness need to addressed while taking into account their role perception and contextual factors of SMEs.
METHODS: Semi-structured interviews were conducted with employers in executive positions at SMEs (≤ 250 employees) who had supervised at least one long-term (> 6 weeks) sick-listed employee in the past year. Interviews were transcribed and thematically analysed.
RESULTS: Twenty participants (55% male, mean age: 48) from micro (n = 2), small (n = 8), and medium-sized (n = 10) enterprises across different sectors participated. Employers regarded supporting sick-listed employees as one of their many responsibilities, yet burdensome. This perception of their role was either more intrinsically motivated (e.g., taking care of employees as a core value) or more extrinsically motivated (e.g., concern over financial consequences). Their motivation was shaped by factors such as employee attributes (e.g., reason for sick leave) and organization characteristics (e.g., enterprise size). Interviewees expressed a need for relatedness and autonomy in managing sick leave, but felt restricted by rigid and unclear regulations. They acknowledged lack of competence in providing sick-leave and RTW support.
CONCLUSION: In order to support their sick-listed employees, SME employers' needs for autonomy, competence and relatedness need to addressed while taking into account their role perception and contextual factors of SMEs.