Dealing with pain at work
Employees with persistent pain complaints, such as lower back or neck and shoulder pain, are a growing societal challenge. To be able to keep these employees working and facilitate their reintegration, an integrated and multidisciplinary approach is required; one which takes both physical and psychosocial factors into account.
Go to: Support by IDEWE
On this page:
- What is persistent pain?
- How do I keep employees with persistent pain able to work?
- As an employer, what adjustments can I make to help employees with persistent pain?
- What are common work-related complaints and how can I prevent them?
- What support does IDEWE provide to help employees with pain keep working or return to work faster?
What is persistent pain?
Persistent pain is continuous or recurring pain that lasts longer than the normal healing period for an illness, injury or overexertion, or persists for more than three to six months. If work is affecting the pain, or pain affecting the work, employees can have trouble performing their daily tasks. This has an impact on their productivity and wellbeing, and frequently leads to long-term absence or sickness absence.
A healthy lifestyle, positive mindset and social support at work can make it easier to deal with pain. When you understand your own complaints and are less fearful about them, the pain often becomes easier to bear. That’s why we are committed to training employees on how to deal with persistent pain.
How do I keep employees with persistent pain able to work?
Working with persistent pain requires a combination of adjustments and proper self-care. Practical strategies:
- Using ergonomic aids to reduce strain
- Scheduling regular short breaks to encourage movement and relaxation
- Adjusting working hours or tasks in consultation with the employer
- Following a pain education programme to improve symptom management
- Asking colleagues and managers for support
As an employer, what adjustments can I make to help employees with persistent pain?
Employers play a crucial role in supporting employees with persistent pain. Possible adjustments:
- Improving workplace ergonomics, for example by providing adjustable desks and chairs
- Offering flexible working hours or teleworking options
- Providing coaching and training on pain management and stress reduction
- Paying attention to
psychosocial wellbeing - Fostering an open communication culture so employees feel supported in bringing up their complaints
What are common work-related complaints and how can I prevent them?
Work-related complaints may vary depending on the industry and nature of the work. Common complaints:
- Back and neck pain due to prolonged sitting or standing or lifting of heavy loads
- Shoulder and wrist complaints due to repetitive movements such as typing or conveyor work
- Complaints of stress and burnout, often accompanied by physical tension and pain
Which preventive measures can you take?
- Moving around regularly and changing posture during work
- Using ergonomic aids and ensuring an optimal working posture
- Taking sufficient breaks and using relaxation techniques
- Ensuring a healthy work-life balance
What support does IDEWE provide to help employees with pain keep working or return to work faster?
The ‘Dealing with pain at work’ programme gives your employees tools that can help them keep working or return to work faster. The starting point is that work has healing powers. IDEWE’s experts will help you in four stages:
- Raising awareness
The process starts with a visit by our IDEWE expert. They explain how pain affects the work done by your employees and their colleagues and how they experience work. They will also explain how the programme can help to keep your employees working or support their return to work.
- Measurements and insights
The occupational doctor investigates whether your employee is eligible for the ‘Dealing with pain at work’ programme. If the occupational doctor decides to initiate this programme, your employee will fill in a questionnaire to assess their pain and any restrictions, their personal situation, fear of exercise and so on.
- Action plan
The occupational doctor draws up an individual action plan in consultation with the prevention adviser on ergonomics, the prevention advisor on psychosocial aspects and the employee. It is important for all parties to support the plan. That is why the prevention advisor will also coordinate the action plan with the internal prevention advisor, HR department and manager.
Possible actions:- Following the ‘Dealing with pain at work’ workshop
- Ergonomic advice about the workstation, work equipment or posture
- Referral to healthcare or the back pain prevention programme of the Belgian Federal Agency for Occupational Risks (Fedris)
IDEWE’s experts also look beyond individual programmes. They will teach your organisation how to prevent (absence due to) pain. For example, they may give tips on how to set up workstations ergonomically or ergonomic advice on purchases of new work equipment.
- Evaluation
The occupational doctor will monitor your employee. After six months or a year, your employee is asked to complete the questionnaire again. This gives both the occupational doctor and the employee insight into changes and the effects of the measures taken. If the situation has not improved or only barely, the occupational doctor will propose new solutions in consultation with other IDEWE experts and your organisation.