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The purpose of this paper is to evaluate existing evidence on whether return to work interventions achieve employment outcomes and are cost effective in order to better inform those needing accommodations at work, as well as their line managers and trade union representatives, occupational health specialists and HR managers.

The paper uses a systematic narrative review to evaluate the evidence on the employment outcomes and cost effectiveness of return to work initiatives.

Evidence on interventions for musculoskeletal conditions such as lower back pain indicates that certain forms of intervention such as vocational rehabilitation and workplace-based rehabilitation facilitate outcomes such as employment, reduced sick leave and effective return to work. However, there is very little evidence on whether these interventions are cost effective. More generally there are glaring gaps in evidence on cardio-respiratory (heart and breathing) and mental health conditions with regard to both employment outcomes and the cost of interventions.

This systematic review has critical and timely implications for both knowledge development and practice. While highlighting methodological limitations in the existing research base, it also presents avenues for further research on return work strategies and the factors inhibiting and facilitating their adoption and effective operation.

Although there is much existent literature on the return to work process, far less attention has been paid to the employment outcomes and cost effectiveness of interventions. This paper highlights the interventions for musculoskeletal conditions such as lower back conditions that may result in positive employment outcomes, with implications for practice. However, it also highlights gaps in evidence on the employment outcomes and cost effectiveness of interventions for cardio-respiratory (heart and breathing) and mental health conditions.

The purpose of this paper is to put forward a conceptual framework which details the policies and practices that can potentially contribute to the effective management of long‐term absences, and hence the return to work and retention of ill and injured workers, and considers how far UK employers currently do have in place management arrangements which accord with those detailed in this framework.

The conceptual framework detailed was developed by reference to secondary literature and the outcomes of a conference of relevant stakeholders. Available research evidence was then utilised to test the validity of this framework and to assess how far employers make use of the types of policies and practices identified in it.

The research evidence reviewed lent a good deal of support to the propositions put forward in the conceptual framework as to the processes and practices that are central to the development of effective workplace rehabilitation programmes, as well as the internal and external factors that potentially influence the adoption and operation of them. It also indicated that there is a good deal of scope for employers to do far more to support the continued employment of ill, injured and disabled workers, particularly in smaller organisations.

More needs to be done to encourage employers to adopt the types of policies and practices detailed in the conceptual framework and careful thought needs to be given to whether this encouragement is best provided by legislative or non‐legal means.

The central issue addressed, namely the management of long‐term absence, is one that has been little explored in the existing human resource literature.

Over the past two decades, two distinct types of action have been taken to address discrimination in the labour market against people with disabilities. First, the introduction of legislation and, second, the launch of “best practice” initiatives. Analyses company annual reports to test whether these two types of action have acted to increase senior management commitment to tackling the disadvantaged position of disabled workers. Presents findings that cast doubt on the extent to which either of the approaches have served to increase such commitment. Identifies a number of legislative reforms, encompassing the introduction of requirements on the external auditing of disability practices, access to occupational health services and the use of contract compliance, that could be utilised to raise the priority accorded to disability issues by senior managers.

This paper examines the importance of the “business case” in relation to disability practice. In order to investigate this issue, it draws on an analysis of over 400 top company annual reports. Findings cast doubt on the notion that organisations are influenced by an explicitly economic rationale, and also indicate the apparent limited influence of notions of social justice. Instead, they point toward the prominence of corporate social responsibility, suggesting that employers might be using the employment of people with disabilities as a subtle way to promote their corporate image.

An academic review assessed the evidence for various interventions in helping people with disabilities and health conditions return to work.

The authors sifted through academic research, searching for answers to the following two questions: 1. “What is the available evidence on effective interventions in terms of employment outcomes and cost effectiveness?” 2. “Are there gaps in evidence with regard to the effectiveness of interventions for certain conditions?”

There is some evidence that interventions for workers with disabilities and health conditions can produce better outcomes at work, but there are huge gaps in the research data. Most studies focus on lower back pain and more research is needed into cardio-respiratory conditions and mental health. There is also a lack of research into the cost-effectiveness of various interventions.

This study highlights not only the effectiveness of some approaches but also the gaps in the research which need to be plugged to better inform policies.

This study aims to assess the relationship between unionization and employee collectivism, and managerial strategies for employee participation and involvement, within an emerging market economy that has prioritized export competitiveness.

This paper centres on a survey of South African employees

The paper reveals the coexistence of high levels of union power, with a range of mechanisms for participation and involvement.

The South African experience underscores the extent to which greater regulation of the employment contract (through law and unions) can be complementary to both high value added manufacturing strategies and robust export performance. The South African case further highlights both the bounded and institutionally constrained nature of strategy formulation, yet also the willingness of clusters of firms to experiment with alternative strategies, albeit with mixed results: strategy and action represent a product of both setting and real strategic choices.

The paper highlights the extent to which greater collectivism and regulation within the workplace may contribute to economic success within an emerging market context.