Cindy Noben1, Nicole Hoefsmit, Silvia Evers, Angelique de Rijk, Inge Houkes, Frans Nijhuis. 1. Department of Health Services Research (Dr Noben, Dr Evers); Department of Social Medicine (Dr Hoefsmit, Dr de Rijk, Dr Houkes), Caphri School for Public Health and Primary Care, Maastricht University; Trimbos Institute (Dr Evers), Netherlands Institute of Mental Health and Addiction, Utrecht; and Department of Work and Social Psychology (Dr Nijhuis), Maastricht University, the Netherlands.
Abstract
OBJECTIVE: The purpose of this study is to assess the cost-effectiveness, -utility, and -benefit of a new organizational return-to-work intervention to improve COoperation between Sick-listed employees and their Supervisors (COSS). METHODS: A field study with 6 months follow-up comparing COSS with common practice randomized participants aged 18 to 60, working at least 12 hours/week and absent for at least 2 weeks. Outcomes were initial return-to-work, quality-adjusted life years, and productivity gains. RESULTS: After 6 months, COSS generated less costs when compared with common practice. Participants in the COSS group returned to work earlier, improvement in quality-adjusted life years were uncertain. Net benefits of COSS versus common practice yielded a productivity gain of €395.89. CONCLUSIONS: Implementing COSS for sick-listed employees has potentials to reduce costs and improve productivity, and potentially quality of life. Longitudinal research might detect whether COSS also has the potential reaching sustainable return-to-work.
RCT Entities:
OBJECTIVE: The purpose of this study is to assess the cost-effectiveness, -utility, and -benefit of a new organizational return-to-work intervention to improve COoperation between Sick-listed employees and their Supervisors (COSS). METHODS: A field study with 6 months follow-up comparing COSS with common practice randomized participants aged 18 to 60, working at least 12 hours/week and absent for at least 2 weeks. Outcomes were initial return-to-work, quality-adjusted life years, and productivity gains. RESULTS: After 6 months, COSS generated less costs when compared with common practice. Participants in the COSS group returned to work earlier, improvement in quality-adjusted life years were uncertain. Net benefits of COSS versus common practice yielded a productivity gain of €395.89. CONCLUSIONS: Implementing COSS for sick-listed employees has potentials to reduce costs and improve productivity, and potentially quality of life. Longitudinal research might detect whether COSS also has the potential reaching sustainable return-to-work.