127 Residual work capacity and (in)ability to work fulltime among applicants with mental disorders with mental and behavioural disorders who are on sick-leave as the chances of receiving a work disability benefit, two years after sick-leave, are low. As the disease group ‘mental and behavioural disorders’ concerns a wide variety of diseases, including a wide variety in the effect on self-reliance, energy levels and emotion regulation, there are large differences between the diagnoses groups for the odds of being assessed with residual work capacity or inability to work fulltime. Applicants of the different diagnoses groups might therefore require a different approach with regards to the assessment and the support for return to work. Our study contributes to providing insight into for which specific diagnoses groups supporting return to work is most useful. Furthermore, our findings can contribute to a more evidence-based assessment of residual work capacity and inability to work fulltime in disability claim assessments, providing insight into which workers within mental and behavioural disorder diagnoses groups are at risk for no residual work capacity and inability to work fulltime. Our study aimed to explore two important work outcomes of the disability benefit assessment, using register data from the UWV. Future research including other indicators like the individual diagnosis, the severity of the disease, treatment, work limitations and other personal and environmental factors, could provide more insight in possible indicators for no residual work capacity and inability to work fulltime and a clearer understanding of work (dis)ability phenomenology. Additionally, longitudinal studies should be conducted on the work trajectories from the onset of sick leave until after the disability assessment of patients diagnosed with different types mental and behavioural disorders. These studies will provide insight into the possible changes in ability to work of individuals with mental and behavioural disorders before and after the disability benefit assessment. It will also provide insight on the effect of being assessed with (in)ability to work fulltime on actual (return to) work after the assessment. CONCLUSION Our results showed that among work disability benefit applicants with a mental or behavioural disorder, about three quarters are assessed with residual work capacity, and of these, the majority is assessed with a normal ability to work fulltime, two years after sick leave. However, the type of mental and behavioural disorder seems important in terms of the assessment of residual work capacity and the ability to work fulltime, as the associations with these outcomes differ significantly between the specific diagnoses groups. The findings of our study can contribute to a more evidence-based assessment of residual work capacity and inability to work fulltime in disability claim assessments, providing insight into which workers within specific diagnoses groups are at risk for both outcomes. Subsequently, our 6
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