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Showing articles in RTW & Disability.
Inadequate accommodations produce a 2.72x higher risk of permanent separation. The evidence is clear: accommodation quality, not medical diagnosis, determines whether employees return and stay.
Worker-reported organizational policies and practices predict RTW outcomes and work role functioning through accommodation offers and pain self-efficacy. Culture is not a soft metric. It is a modifiable risk factor.
Supervisor training reliably improves knowledge and short-term confidence. But the evidence for consistent RTW outcomes is mixed. The difference is whether training is standalone or embedded in a system.
Return-to-work success is predicted more strongly by workplace factors than clinical treatment. Supervisor support, coworker dynamics, and perceptions of fairness determine whether employees come back—and stay.