Documents Walker-Bone, Karen 7 results

Objectives This study determined the prevalence of neck pain and its relation to occupation and occupational activities in the general population.Methods A questionnaire was mailed to 21 201 subjects aged 16-64 years, randomly selected from the patient registers of general practices in England, Scotland, and Wales, and to 993 subjects randomly selected from pay records of the armed services. Information was collected on occupation, workplace physical activities, neck pain in the past week and year, headaches, and feelings of tiredness or stress. Associations were explored by logistic regression, the resultant odds ratios being converted to prevalence ratios (PR).Results Among 12 907 respondents, 4348 and 2528 reported neck pain in past year (1421 with pain interfering with normal activities) and week, respectively. Symptoms were the most prevalent among male construction workers [past week and year 24% and 38% (pain interfering with activities 11%), respectively], followed by nurses, armed services members, and the unemployed. Generally the age-standardized prevalence of neck pain varied little by occupation. Work with arms above the shoulders for >1 hours/day was associated with a significant excess of symptoms [PR 1.3-1.7 (women) and 1.2-1.4 (men)], but no associations existed for typing, lifting, vibratory tool use, or professional driving. Stronger neck-pain associations were found with frequent headaches (PR 2.3-2.8) and frequent tiredness or stress (PR 2.2-2.5) than with occupational activities.Conclusions The data provide evidence against a strong association between neck pain and the examined occupational physical activities. They suggest that psychosocial factors may be more important.

"Objectives The aim of this systematic review was to provide an overview of time to return to work (RTW) after carpal tunnel release (CTR), including return to different occupations and working patterns.
Methods A systematic search from inception to 2016 was conducted using nine electronic databases, trial registries and grey literature repositories. Randomized controlled trials and observational studies reporting RTW times after CTR were included. Study risk of bias was assessed using Cochrane risk of bias assessment tools. Time to RTW was summarized using median and range.
Results A total of 56 relevant studies were identified: 18 randomized controlled trials and 38 observational studies. Only 4 studies were rated as having a low risk of bias. Reported RTW times ranged from 4–168 days. Few studies reported occupational information. Among 6 studies, median time to return to non-manual work was 21 days (range 7–41), compared with 39 days for manual work (range 18–101). Median time to return to modified or full duties was 23 days (ranges 12–50 and 17–64, respectively), as reported by 3 studies. There was no common method of defining, collecting or reporting RTW data.
Conclusions This review highlights wide variation in reported RTW times after CTR. Whilst occupational factors may play a role, these were poorly reported, and there is currently limited evidence to inform individual patients of their expected duration of work absence after CTR. A standardized definition of RTW is needed, as well as an agreed method of collecting and reporting related data."

"This invited review is a synthesis of a plenary lecture presented at International Menopause Society Conference in Melbourne 2024. The focus was to set the historic context within which research about women in the workplace must be approached. It is exciting for occupational health researchers to see expansion of the evidence about health and work but we urge menopause and work researchers to collaborate with occupational health colleagues. The growing literature suggests that most women do not experience problems coping with their menopause in the workplace. Most research, however, fails to consider any workplace factors or even the nature of the job women are needing to do. Where studies have focused on occupational groups, they have focused on nurses or other professional/leadership groups. So far, it appears that women's ability to cope is influenced by the number of symptoms, severity of symptoms, and workplace and personal psychosocial factors. However, the problems with coping may be greater for disadvantaged women doing less well-paid work with less flexibility and autonomy. The same women probably have less access to appropriate advice, treatment and support. Researchers must focus on women at highest risk and take a nuanced approach to optimize support without increasing gender-based discrimination."

This work is licensed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/).

"Objectives
To examine the impact of recurrent, as compared with single, reports of back pain on exit from paid employment over decades of follow-up.
Methods
The study sample was from the British Whitehall II Study cohort (n=8665, 69% men, aged 35–55 at baseline), who had provided information about their reports of back pain between 1985 and 1994. Data about exit from paid employment (health-related and non-health related exit, unemployment and other exit) were collected between 1995 and 2013. Repeated measures logistic regression models were fitted to examine the associations, and adjust for covariates.
Results
Recurrent pain was reported by 18% of participants, while 26% reported pain on an occasion and 56% did not report pain. Report of back pain on an occasion was not associated with health-related job exit, whereas recurrent pain was associated with such an exit (OR 1.51; 95% CI 1.15 to 1.99), when compared with those who did not report pain. These associations were somewhat stronger among middle-grade and lower-grade employees, while these associations were not seen among higher-grade employees. Differences in associations by age and psychosocial working conditions were small.
Conclusions
These results highlight the need for early detection of recurrent back pain to prevent exit out of paid employment for health reasons. As the risk varies by occupational grade, this emphasises the importance of identification of high-risk groups and finding ways to address their modifiable risk factors."

"The COVID-19 pandemic presented occupational health (OH) teams with unprecedented challenges and demands [1]. Early in the pandemic, guidance from specialty societies and Royal Colleges began to emerge. It was often based on extrapolations from pathogens before SARS-CoV-2, not specific enough to inform the frequently complex scenarios facing OH specialists, and at times contradictory. Hefty responsibility fell on the shoulders of OH professionals, who hold the delicate balance of advising on how best to protect staff while not compromising care for patients."

"Background:
Women increasingly work beyond age 50+ but their occupational health is under-researched.
Aims:
To investigate what jobs older contemporary women do, when they exit their jobs and what factors predict job exit.
Methods:
Data came from the Health and Employment After Fifty cohort, which recruited women aged 50-64 at baseline in 2013-14 and has followed them up annually collecting: demographic, lifestyle and work information. Exits from employment were mapped longitudinally over five follow-ups. Time-to-first event Cox regression analyses were used to identify risk factors for job exit.
Results:
At baseline, 4436 women participated, 64% of whom were working. The proportions of women working at 50-54, 55-60 and over 60 years were 86%, 79% and 38%, respectively. Amongst all women, after adjustment for age, managing comfortably financially and not coping with the mental demands of the job were associated with exit. Risk factors for job exit differed in the age bands: 50-54; 55-59 and >60 years, reflecting socio-economic status, markers of health (musculoskeletal pain and poor self-rated health) and work factors (under-appreciation, job dissatisfaction, temporary/permanent contracts, coping with work's physical demands).
Conclusions:
Factors contributing to exit from work among older women differ by age group, after controlling for perceived financial position, age and mental demands of the job. A number of work characteristics predict job exit and suggest that employers can play an important role in supporting women to continue working until older ages. Identification and treatment of musculoskeletal pain could also enable work amongst older women."