Breast cancer and return to work (RTW) is a global issue affected by many factors. The World Health Organization's International Classification of Functioning, Disability and Health (ICF) can be used to address disease/treatment, person and work related factors that can impact the RTW process for breast cancer survivors. The work environment, treatment and sociodemographic factors can affect the timeliness of RTW. While conventional treatment methods are critical for survival, there are other strategies that may provide comfort and relief that can improve functioning in the workplace. Although the number of studies addressing this is increasing, certain issues such as differences in RTW rates, RTW needs and accountability need further investigation. A thorough understanding of the independent and combined effects of disease/treatment, work and person related factors can assist in the appropriate implementation of RTW strategies for breast cancer survivors. For many breast cancer survivors, returning to work is used as a gauge of healing and control over breast cancer, providing encouragement for the future.

A significant proportion of injured workers are not able to return to their original job. Employers have a responsibility as part of their disability management programs to assist this population to find a new vocation. The purpose of this qualitative study is to explore the résumé-development process in terms of its potential impact on job-search behaviour for injured workers who are unable to return to their previous job. Data were collected from 22 Australian rehabilitation counsellors via questionnaires, sample documents, and telephone interviews. Thematic analysis of the data reveals that the résumé-development process may be useful in promoting effective job-search behaviour in clients. However, for this to occur it is suggested that the résumé-development process must provide relevant knowledge and skills, overcome or reduce clients’ doubts, address disability but focus on ability, provide ongoing emotional and practical support, value individualisation, and increase clients’ motivation. It is speculated that the findings may be explained by the increased sense of self-efficacy that occurs through participation in the résumé-development process.

This article presents results from a survey aimed at identifying the extent of alcohol prevention efforts in Swedish workplaces focusing on the dissemination of a model for secondary prevention — the ‘Risk Drinking model’. From a random sample of 929 human resource managers at Swedish workplaces, 374 answered a web-based questionnaire (response rate = 40%). Results showed that about 70% had an alcohol policy at their workplace, 51% were engaged in alcohol prevention efforts and about 19% used the Risk Drinking model. Regression analyses showed that large workplaces, workplaces where employees received training on alcohol, public sector and female-dominated workplaces were significantly associated with alcohol prevention activities. We conclude that training is important for the implementation of alcohol prevention at Swedish workplaces, and is of particular importance in small enterprises.

Many organisations strive to make disability management (DM) responses to prevent work disability and promote return-to-work (RTW). However, a deeper appreciation of methods that can ensure equitable worker participation in the development and change of RTW policy and practice is needed. Using an action research approach, this study expands the concept of participation in disability management (DM) creating new insights into the resources, dilemmas and aspirations of RTW policies in organisations. Empirical data was gathered from a development and change process conducted together with managers and workers at a large health care workplace. A series of workshops were conducted, studying the common history of RTW policy evolvement and configuration, and encouraging the creation of worker-driven proposals for alternative actions to current management. Action research protocols were used to document knowledge creation. Analysis of action research processes reveals how workers insisted on discussing their work environment as an important factor for maintenance of RTW, and how consistent participatory possibilities and team oriented RTW coordination among all levels of the organisation are perceived as critical features for supportive and sustained job retention. Participatory processes created relevant knowledge of the importance of work environments in coordination of stay at work, which may strengthen RTW capacity building and advance DM in organisations.