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New Business Structures Creating Organizational Opportunities and Challenges for Work Disability Prevention.

Kerstin Ekberg1, Glenn S Pransky2,3, Elyssa Besen2

  • 1Division of Community Medicine, Department of Medical and Health Sciences, Linköping University, 581 83, Linköping, Sweden. kerstin.ekberg@liu.se.

Journal of Occupational Rehabilitation
|October 6, 2016
PubMed
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This summary is machine-generated.

Flexible work arrangements present new challenges for disability prevention. More research is needed on how these diverse work patterns can support return-to-work and prevent workplace disability.

Area of Science:

  • Occupational Health
  • Workplace Safety
  • Disability Management

Background:

  • Flexible work arrangements are increasing due to technological advancements, societal shifts, and globalization.
  • These evolving work structures necessitate a re-evaluation of traditional disability prevention strategies.
  • Current approaches often fail to adequately address the unique needs of workers in alternate arrangements.

Purpose of the Study:

  • To identify emerging challenges and opportunities in work disability prevention for workers in flexible and alternate work arrangements.
  • To explore the implications of various work patterns on return-to-work (RTW) and disability management.
  • To highlight the need for updated research and policy in this domain.

Main Methods:

  • A year-long collaboration involving literature review, conference calls, and expert discussions.
Keywords:
Alternate work arrangementsDisabilityEmployersResearch priorities

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  • An invited conference, "Improving Research of Employer Practices to Prevent Disability," was held in October 2015.
  • Incorporated peer feedback and roundtable discussions with employer experts.

    • Main Results:

    • Identified four common alternate work arrangements: temporary/contingent employment, small workplaces, virtual work/telework, and lone workers.
    • Found sparse research on return-to-work (RTW) and disability management for these work patterns.
    • Observed ambiguous regulations and a lack of evidence on leveraging flexible work for disability prevention, leading to potential negative consequences for workers and employers.

    Conclusions:

    • Future research must encompass diverse work patterns, particularly flexible arrangements, for effective disability prevention.
    • There is a critical need to develop labor laws and policies that accommodate flexible work arrangements.
    • Further exploration of flexible work as a disability prevention mechanism is recommended.