Mental health and work: absences in Ticino

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.

The centrality of timely intervention

The ability to recognize signs of difficulty before the situation degenerates is crucial to avoid definitive exit from the labor market. As explained by Marzio Proietti, vice president of Compasso, the main risk linked to prolonged absence is that the worker loses contact with the professional environment and the habit of working. The primary objective, also shared by the disability insurance office, is professional reintegration. Monica Maestri Crivelli, head of the Disability Insurance Office, reiterates that the priority is to identify at-risk situations to allow the person to maintain their resources. Timely action by employers not only reduces costs related to absenteeism but protects the human capital within the company, preventing a phase of fragility from turning into a condition of permanent disability. The suggested approach aims at a gradual reintegration that protects both the company, which does not lose the collaborator, and the worker, who maintains their position and income.

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.

Differences between prevention and absence management

Overcoming the taboo surrounding mental health is a first step, but translating this awareness into concrete corporate practices remains the real litmus test. For a worker, including the vast number of cross-border commuters who travel daily through border crossings like Brogeda, the awareness that an absence is a warning signal is fundamental. When a prolonged absence occurs, the success rate of reintegration tends to drop drastically over time. Therefore, the management strategy must focus on a gradual return. This path can include trial periods or adapted tasks, which allow the worker to regain confidence and operational capacity without being subjected to excessive pressure. This is an investment that companies must evaluate carefully, considering the cost of losing specialized skills versus the cost of a well-structured reintegration plan. For those working in Ticino, understanding the dynamics of this support is an essential element for protecting one's career. Those wishing to examine their salary situation in the event of prolonged absences or changes in job duties can consult the salary calculator to assess the economic impact of work-related decisions.

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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.

Operational steps for career protection

For the employee, the reintegration path must be seen as a phase of retraining and protection, not as a defeat. It is important to agree with the employer on a return plan that does not put the individual under pressure, possibly providing for a reduced workload initially or flexibility in hours, should the situation require it. This gradual approach is the most effective tool to prevent mental fragility from turning into a disability pension. It is fundamental to maintain contact with the company during the absence period to avoid the feeling of estrangement that often accompanies detachment from the workplace. In case of doubts regarding insurance coverage or rights concerning illness and absences, it is advisable to check the details of one's contract and the relevant regulations applicable in the Canton of Ticino. We remind you that financial planning is an important piece in every phase of working life, including transition moments. For anyone needing a clear view of their payslip and tax management, the salary calculator tool remains available to simulate different salary and tax configurations.

Source: rsi.ch