(Europe)

Published by the European Agency for Safety and Health at Work (EU-OSHA), this report takes an in-depth look at working with chronic musculoskeletal disorders (MSDs) and makes a clear case for the benefits of enabling those with chronic conditions to remain in work.

It highlights the importance of designing inclusive workplaces and sets out principles for managing chronic MSDs, with prevention, early intervention, and effective, participative rehabilitation and return-to-work planning being identified as key.

Good practice examples detail a wide range of workplace adjustments made to accommodate individuals with MSDs, from offering flexitime to providing the right tools and ergonomic equipment. This comprehensive practical advice is complemented by broader recommendations for policy-makers.

Chronic MSDs are described as chronic problems that affect the muscles, bones, joints and soft tissues. This includes disorders without a precise cause such as chronic back pain or chronic upper limb disorders, as well as rheumatic diseases and degenerative conditions such as osteoarthritis or osteoporosis. Conditions caused or aggravated by work are known as work-related MSDs. In the medical field, conditions are more commonly referred to as rheumatic and musculoskeletal diseases (RMDs). For the purposes of this report, chronic MSDs are those that last more than 12 weeks.

Safety and health regulations require employers to prevent risks, based on risk assessments. The priority is to eliminate risks at source, take collective measures to make work safer and healthier for all workers and adapt work to suit workers. This is important, says the report, as measures to make work easier for all workers could enable someone with a chronic health condition to continue working. Particularly sensitive groups, such as workers with chronic conditions, must be protected against hazards that specifically affect them. Regulations setting minimum safety and health standards for workplaces include requirements related to making workplaces accessible for workers with a disability.

Equality legislation requires employers to make reasonable provisions to accommodate employees with disabilities. Such adjustments could include providing equipment, adapting hours of work, changing tasks or providing training. Some countries in EU have more detailed requirements and specific programmes in place, for example regarding return to work following sick leave.

Click link for Working with chronic musculoskeletal disorders guidance.