Chronic Pain In The Workplace

Long term pain affects many people in today’s society. Approximately 10-20% of the working adult population reports persistent or recurring pain that limits their ability to work (Shaw et al., 2012, p. 694). Pain that last more than three to six months following an injury or after the expected time frame of recovery, is seen as a chronic condition (Nilsen & Anderssen, 2013, p. 124). As a way of coping with this chronic pain, they develop many self-management techniques to get back to work and maintain employment. In this study, different self-management techniques that help keep those with chronic pain at work, characteristics of those people who stay at work despite chronic illness, and the resources available will be explored. With up to
Those who work more labor intensive jobs are less likely to return and remain at work. Workplace adjustments may need to be investigated prior to returning to work. A reduction of working hours seemed to be the most important for a person suffering from chronic pain. Although the work itself can be an issue, other factors such as emotional stress, relation with coworkers, and work satisfaction can also be influential. Good communication with employers and coworkers is important for a successful return to work (Jakobsen & Lillefjell, 2013, p. 52). Most the resources available for those with chronic pain come into effect when the person is unable to remain or return to work. The first resource that may be available when leaving the work force is short and long term disability provided through the employer. These are insurance policies that are offered at a price to the employee and replaces a portion of the lost income when one becomes unemployed. This is otherwise view as “paycheck protection”. Sadly, not all employers provide this coverage but this insurance can be brought through private insurance companies as
Teaching self-management techniques in this area will improve workplace support by reducing unnecessary pain behavior and by improving the effectiveness of communication intended to obtain assistance, access emotional support or request info or accommodation (Shaw et al., 2012, p. 699). This includes not only communication with employer and coworkers but also with health care providers. Since chronic pain may increase irritability, over-dependence on others and feelings of isolation, learning good communication can help avoid interpersonal conflicts through assertive communication and increase the ability to ask for help effectively when needed. It helps if the employee has an open mind, is cooperative and easy to talk too. Communication during sick leave is also important. Regular meetings during the sick-leave period helps the employer receive information regarding the employees condition as well as helps the employee feel missed and wanted back (Jakobsen & Lillefjell, 2014, p.