Mental health and work: absences in Ticino (cross-border guide)

Context

In brief

• 51% of absences due to psychological reasons lead to contract termination
• 51% of disability insurance (AI) beneficiaries in Ticino suffer from psychiatric disorders
• Early intervention increases the chances of retaining one's job
• Mental health has become a central issue in the labor market

Key facts

• Percentage of absences leading to contract termination: 51%
• Percentage of disability insurance (AI) beneficiaries due to psychiatric reasons: 51%
• Percentage of disability insurance (AI) beneficiaries twenty years ago: 33%
• Cited source: Compasso

In the context of the Canton Ticino labor market, managing absences related to psychiatric conditions represents a growing challenge for companies and workers, including the numerous cross-border commuters operating in the territory. According to the data, 51% of work absences caused by psychiatric illnesses end in the definitive termination of the employment contract. This figure, analyzed in conjunction with the share of disability insurance (AI) beneficiaries for psychiatric reasons, which is also at 51% in Ticino compared to the 33% recorded just over twenty years ago, outlines a scenario where mental distress heavily impacts professional stability. The issue was placed at the center of a conference organized by Compasso, an organization that deals with professional reintegration, highlighting how absenteeism should be considered a symptom of a pre-existing fragility rather than the main problem. The loss of collaborators, in addition to representing a human cost, translates into a dispersion of skills and experience for Ticino companies.

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Operational details

The analysis of the factors contributing to burnout reveals a complexity that goes beyond simple absence management. In companies operating in the Canton of Ticino, the onset of professional stress conditions is often correlated with structural elements of the work environment. Renato Dotti, president of the Forum Gestione Salute in Azienda, emphasizes how a lack of recognition, difficult relationships with management or colleagues, and the inability to separate private life from work are catalysts for deep distress. The challenge for corporate leadership is not just to manage absences, but to build an environment characterized by psychological safety. This implies the possibility for the worker to express their discomfort or discuss their mistakes without fear of judgment or negative repercussions. Such a preventive approach, based on active listening to employee needs, is essential to prevent the deterioration of mental health.

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Key points

The procedure for addressing a period of professional fragility requires a coordinated approach between the employee, the company, and the competent institutions. Firstly, it is essential that the employee does not isolate the problem, communicating with their supervisor or human resources as soon as the first signs of discomfort or difficulty manifest. Timeliness allows for the activation of support measures before the absence becomes prolonged and, consequently, more difficult to manage. For their part, companies should establish protocols that provide for listening and support, integrating, where necessary, collaboration with disability insurance offices to define targeted professional reintegration paths. The priority, as reiterated by institutions, remains keeping the worker within the productive circuit through the recovery of their resources.

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