Occupational therapists’ perceived ability to facilitate reasonable accommodations in the workplace for employees with major depressive disorders

Background: Employees with major depressive disorder who return to work after sick leave may exhibit residual symptoms and functional limitations, which might require reasonable accommodation. In accordance with disability legislation, these employees have the right to request reasonable accommodations, and the employer must consider these requests, allowing the employee to continue fulfilling work requirements. There is a lack of research concerning the occupational therapist's role and successes in supporting reasonable accommodation for employees with major depressive disorders. Objectives: This article aims to explore and describe occupational therapists' perceived ability to facilitate reasonable workplace accommodations for employees with major depressive disorders. Method: An exploratory descriptive design was utilised, in which seven participants were interviewed individually. The authors adopted a social constructivism paradigm to understand the world in which occupational therapists live and work. An inductive analysis was carried out to formulate the themes. Results: Two themes were identified from the participants' views: (1) the dynamic process of reasonable accommodation and (2) the competencies of occupational therapists. Conclusion: Occupational therapists should lead the dynamic process of reasonable accommodation. To do this effectively, they must stay up to date, have the relevant skills and manage cases efficiently. Contribution: The dynamic process of reasonable accommodation outlined in this study provides a guideline for occupational therapists to follow when implementing such adjustments. Suggested reasonable accommodations for employees with major depressive disorder may serve as valuable resources for these professionals.