Reasons for job separations in a cohort of workers with psychiatric disabilities

Perspectives on Employer-Initiated Terminations Among Young Adults on the Autism Spectrum

Job instability is high among autistic adults, with employer-initiated terminations a common reason for job loss. The current study used qualitative methods to code reasons that autistic adults identified for their employer-initiated termination. From 315 autistic individuals ages 18-35 who completed an online survey, 93 (29.5%) reported having been terminated from a job. These individuals were asked about the reasons for their termination and responses were coded into thematic categories. Common reasons included work performance, social difficulties, attendance, and mental health challenges. Adults were more likely to attribute terminations to internal causes (related to the individual) than to external causes (environment-related). A good fit between workplace, individual preferences, skills, and abilities is likely key to promoting job continuity for autistic adults.

Rehabilitation Counselor Degree Type as a Predictor of Client Outcomes: A Comparison of Quantity Versus Quality in Closure Rates

Closure rates (CR) of counselors with a master’s degree in rehabilitation counseling (MRC) and master’s degrees in related disciplines (RM) were compared. High-quality closure rates (HQCR) were also compared, defined as CR for full-time jobs that paid a living wage. Analyses examined all counselors and, separately, only those with 6 or fewer years of experience. Last, analyses examined if disability severity predicts HQCR. Eighty-nine counselors completed a survey assessing their educational background. These data were linked to outcomes of 13,460 clients. CR of MRC and RM counselors did not differ. However, MRC counselors had higher HQCR ( p = .034), higher living-wage closure rate (LWCR; p = .025), and almost higher full-time job closure rate (FTCR; p = .066). MRC-RM comparisons using only counselors with 6 or fewer years of experience were also significant (all ps < .05) and, importantly, showed even stronger effects. Also, although clients with most-severe disabilities had lower CR ( p = .029), they had much lower HQCR, LWCR, and FTCR (all ps < .001). Although CR does not differ between MRC and RM counselors, MRC counselors are more likely to secure high-quality jobs for clients. Also, clients with most-severe disabilities are more likely to be placed in lower quality jobs. Implications for hiring rehabilitation counselors are discussed.

Maintaining employment and improving health

Purpose

A proportion of the working age population in the UK experience mental health conditions, with this group often facing significant challenges to retain their employment. As part of a broader political commitment to health and well-being at work, the use of job retention services have become part of a suite of interventions designed to support both employers and employees. While rigorous assessment of job retention programmes are lacking, the purpose of this paper is to examine the success of, and distils learning from, a job retention service in England.

Design/methodology/approach

A qualitative methodology was adopted for this research with semi-structured interviews considered an appropriate method to illuminate key issues. In total, 28 individuals were interviewed, including current and former service users, referrers, employers and job retention staff.

Findings

Without the support of the job retention service, employees with mental health conditions were reported unlikely to have been maintained their employment status. Additional benefits were also reported, including improved mental health outcomes and impacts on individuals’ personal life. Employers also reported positive benefits in engaging with the job retention service, including feeling better while being able to offer appropriate solutions that were mutually acceptable to the employee and the organisation.

Originality/value

Job retention programmes are under researched and little is known about their effectiveness and the mechanisms that support individuals at work with mental health conditions. This study adds to the existing evidence and suggests that such interventions are promising in supporting employees and employers.