Employers’ networks support return to work

Since the early 1990s, employers’ networks (‘Arbetsgivarringar’ in Swedish) have gained in popularity among private companies and public organisations. Today, there are about 50 local networks spread across the country. The main focus of employers’ networks is human resource needs, particularly in relation to people who are returning to the workplace after a period of illness or unemployment.

Arbetsgivarringar (literally ‘employer rings’) are a unique concept in the Swedish workplace. They consist of networks which promote the exchange of information among employers in different sectors with regard to certain human resource issues, such as illness prevention, supporting people in their return to the workforce, and encouraging increased mobility in the labour market. Details of the networks are outlined in the report Arbetsgivarsamverkan för rehabilitering och hälsosamma arbetsplatser (‘Employer collaboration for rehabilitation and healthy workplaces’) by the Swedish Agency for Innovation Systems (VINNOVA, 2003, pdf file; in Swedish).

The first employers’ networks of this kind were set up in the wake of reforms by the National Board of Health and Welfare in 1992 (SOSFS 1992, p. 16, in Swedish). The new legislation gives employers increased responsibility for the rehabilitation of people following long-term sick leave. The basic goal was to support the return to work of persons who had been out on sick leave or unemployed, and to create the conditions for them to obtain paid employment.

Groups of employers joined together on a regional basis to support each other and to exchange experiences with regard to the new and challenging legal obligation. The most important task of the network programme was to achieve a better match between individual capabilities and job demands - either in the existing workplace or in a new one. The network programme includes measures aimed at preventing illnesses and injuries in the workplace. If there are too many employees at a particular company, the network tries to find another company that might be able to offer employment. Some networks have developed a further synergy by arranging seminars, courses and training programmes to improve competencies among employees. The local occupational health services and the local social insurance office form an integral part of the work and organisation of the network.

In general, each network employs one or more people to coordinate the administration and to keep employers and human resource managers informed of the legal requirements. Based on their knowledge of different companies’ practices and of the local labour market, the coordinators give advice to people who have been ill and/or unemployed regarding their particular needs. They also maintain contact with the local social insurance office and local employment office concerning various aspects of an individual’s rehabilitation programme. The employers’ networks are generally financed through membership fees.

There are now about 50 employers’ networks in operation throughout Sweden (VINNOVA, 2003), representing a wide range of private companies and public organisations. The number of members in any one network varies considerably, as does the size of the individual companies. In some cases, as a network evolves, it may develop beyond the initial aims due to the particular interests of members.

Evaluation

At the request of VINNOVA, ATK Arbetsliv, a consultancy operating in the field of work-life development, carried out a survey to evaluate the employers’ networks. The survey was based on a questionnaire sent to 140 private companies and public organisations, of which 90 responded.

According to the findings which are published by ATK Arbetsliv in four reports, [Sagan om ringarna](http://www.atk.se/Sagan om ringarna del1.pdf) (2003), [part 2](http://www.atk.se/Sagan om ringarna del 2.pdf), [part 3](http://www.atk.se/Sagan om ringarna del 3.pdf) and [part 4](http://www.atk.se/Sagan om ringarna del 4.pdf) (pdf files; in Swedish), most members asserted that the network managed to resolve problems concerning sick leave and vocational rehabilitation that would have been difficult to resolve otherwise. The main motives for participating in a network were to reduce the costs of vocational rehabilitation and sick leave, and to make a contribution as a social and responsible organisation. The networks were also regarded as useful sources of knowledge on personnel issues.

Two further points were emphasised as being crucial to a successful cooperation: proximity to other network members, and the presence of the network coordinator who performs the various tasks with regard to contacting individuals, employers and local authorities. Only a few employers said they used the network to deal with cases of surplus employees and for further education/training.

Currently, public interest has been expressed in the idea of developing and extending the activities of existing and new networks.