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Cluster 1. Company policy
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4.1
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1. The employer must realize that the employee should not continue to work in a situation that is no longer healthy.
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4.4
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2. The work/job must be matched to the employee's condition.
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4.3
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3. The employer must be able to make demands on chronically ill employees.
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4.1
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4. Managers must also be concerned with the consequences of the employee's illness for his or her colleagues.
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4.1
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5. The organization should reflect on what it means to be a good employer for chronically ill employees.
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4.1
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6. The organization needs to come to a clear agreement about its norms regarding chronically ill employees.
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3.9
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7. As much as possible, the needs of the employee should be met, taking into account the organization's capabilities.
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3.7
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8. Chronically ill employees must understand the capabilities and limitations of their colleagues.
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3.6
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Cluster 2. Culture of trust and openness
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3.9
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1. Mutual trust between manager and the employee.
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4.5
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2. Good contact between manager and employee.
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4.4
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3. There must be good contact between manager, occupational physician and employee.
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4.3
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4. A manager who creates time and space to listen to chronically ill employees.
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3.9
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5. Chronically ill employees must not conceal that they are ill.
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3.6
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6. There must be openness about this topic within the organization.
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3.5
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7. Chronically ill employees must be open with colleagues about their condition.
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3.4
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Cluster 3. Shared responsibility
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3.8
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1. The manager and the employee need to share responsibility for the employee's employability. 2. The employee's fear of negative consequences should be alleviated.
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4.2 3.9
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3. Chronically ill employees must make their own decisions.
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3.8
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4. Chronically ill employees must not be ashamed to talk about their condition.
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3.8
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5. Chronically ill employees must not set one-sided limits.
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3.7
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6. Chronically ill employees must realize that privacy is not always possible.
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3.3
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Cluster 4. Managers and personnel officers must have knowledge of chronic disease and its impact on work.
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3.6
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1. The manager must know the work-related risk factors for the employee.
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4.1
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2. The manager must know what options s/he has to facilitate good job performance.
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4.0
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3. The manager must know the difference between chronic illness and sick leave.
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3.6
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4. The personnel officer must know the difference between chronic illness and sick leave.
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3.5
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5. The manager must have knowledge about the disease to be able to act proactively.
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3.5
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6. The manager must be aware of the meaning of the medical diagnosis.
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3.4
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7. The personnel officers must know the employees who have a chronic illness.
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3.1
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Cluster 5. Work adaptations
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3.5
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1. Suitable work is being sought.
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3.8
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2. The company health service must know the employees who are ill.
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3.6
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3. The HRM department must implement adaptations for chronically ill workers (elevator, wheelchairs).
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3.5
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4. The organization needs to pay attention to best practices in this area.
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3.3
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Theme 6. Support services within the company
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2.9
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1. Chronically ill employees need to be given guidance.
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3.4
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2. The organization needs to create a focal point with specific expertise regarding chronically ill employees.
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2.7
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3. The organization needs to create an in-house resource with specific information about chronic illness.
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2.5
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