Remote work and long-term sickness absence due to mental disorder trends among Japanese workers pre/post COVID-19

TL;DR

This study examined if remote work during the pandemic affected long-term sickness absences due to mental disorders among Japanese workers.

Contribution

The study provides preliminary evidence suggesting remote work may have a protective effect against long-term sickness absences due to depressive disorders.

Findings

The number of workers with long-term sickness absence due to mental disorders did not significantly increase during the pandemic.

Offices with remote work models showed no significant difference in sickness absence rates compared to those without.

Depressive disorder was the most common condition among long-term sickness absence cases.

Abstract

The aim of this study was to ascertain whether there has been an increase in the number of workers with long-term sickness absence due to mental disorders (LTSA-MD) and determine the impact of remote work on new LTSA-MD cases.

A web-based questionnaire was sent to 2,552 company offices with 150 or more workers in Osaka Prefecture. Data were obtained on the number of workers with LTSA-MD between April 1, 2019, and March 31, 2020 (fiscal year 2019) and between April 1, 2020, and March 31, 2021 (fiscal year 2020), along with their MD diagnoses (adjustment disorder [AD], depressive disorder [DEP], etc.). The difference in the number of new LTSA-MD, LTSA-AD, and LTSA-DEP cases between the fiscal years was evaluated, as well as the number of LTSA-MD cases per 100 employees. An independent t-test was used to compare the groups.

DEP was the most prevalent condition, followed by AD. The number of workers with LTSA-MD nominally decreased from fiscal 2019 to fiscal year 2020, with no significant difference. There were no significant differences between fiscal year 2020 and fiscal year 2019 regarding LTSA-MD, LTSA-AD, and LTSA-DEP in offices with and without a remote work model.

The number of non-public workers with LTSA-MD did not increase during the COVID-19 pandemic, with no significant difference observed between offices with and without a remote work model. This provides preliminary evidence of a potential protective effect of remote work against LTSA-DEP.

Figures