How to remain in working life with hearing loss - health factors for a sustainable work situation.
Sarah Granberg, Stephen Widén, Johanna Gustafsson
PMID 38875067WHAT IT FOUND
Workers with hearing loss who stayed employed reported better work climates, less noise distraction, and lower mental strain than those on sick leave.
The specific job type mattered less than the workplace environment and the cognitive demands of the daily tasks.
Key findings
01Individuals still working reported significantly more supportive work conditions, better management, and greater autonomy compared to those on hearing-loss-related sick leave.
02The amount of spoken communication required at work did not differ between groups, but those on sick leave reported higher levels of time pressure and cognitively demanding tasks.
03Those on sick leave reported significantly more hearing-related symptoms like tinnitus, sound fatigue, and general fatigue, as well as more neck and shoulder pain.
STILL TO COME
How it was doneWhat they foundWhat it means for PTsWhat it means for OTsWhat it means for SLPs
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What it does not show
The study is cross-sectional, so it cannot prove that these factors caused the sick leave; it only shows an association. The group on sick leave was small (60 participants) compared to the group in work (435 participants). The effect sizes for the differences between groups were small, meaning the practical impact of each individual factor may be limited. The data is self-reported, which can be subject to bias. The sample was highly educated and mostly worked in health and social care, which may limit generalizability to other professions.
Declared interests
The authors declare no conflicts of interest. The study was supported by the Swedish Research Council for Health, Working Life and Welfare (FORTE) and the County Council of Örebro.
The easy way to misread this
Do not assume that reducing the amount of talking at work will prevent sick leave. The study found no difference in the volume of spoken communication between those who stayed employed and those who left. The critical factors were the cognitive demands, time pressure, and the quality of the work environment.