The Psychology of Stroke in Young Adults: The Roles of Service Provision and Return to Work

Table 2

Facilitators and barriers for return to work.

Dimension			Evidence
Better functioning versus impaired functioning.			[44–51]
Holding a full-time job versus a part-time job			[52]
Having an office-based rather than a manual job			[45, 46, 49, 50]
Being male, white, or of high socioeconomic status versus being female, black, or of low socioeconomic status			[51, 53, 54]
Preserved cognitive ability versus cognitive impairments			[45, 46, 48–50]
Sympathetic flexible employers versus inflexible employer			[55–58]
Specific Facilitators	Evidence	Specific Barriers	Evidence
Positive personal attributes (patience, determination)	[56]	Stroke symptoms that impair specific work competences	[57–59]
Support from families and social networks	[55, 56]	Fatigue	[11, 56]
Support from health care professionals	[56]	Having a psychological disorders	[52, 60]
Disability legislation and statutory sick leave	[61]	Perceived stressfulness of work	[55, 59]
Employment tasks that can be flexibly configured.	[55, 56]	Benefits systems that encourage nonreturn to work	[57, 58, 61]
Previous positive experience of work	[55]	Lack of understanding of stroke by employers	[61]
Valuing work and its intrinsic rewards	[53, 61–63]	Lack of information about returning to work	[61]