Despite increased awareness and numerous initiatives, the process remains fraught with systemic issues deeply embedded in organizational and societal practices. Godderis identifies five critical "shifts" necessary to overcome these obstacles and promote sustainable reintegration:
From Control to Connection: Transitioning from a focus on monitoring absenteeism to fostering meaningful communication between employees and employers.
From Isolation to Collaboration: Encouraging cohesive interaction among all stakeholders involved in the reintegration process, including healthcare providers, return to work actors, employers, and policymakers.
From Standardization to Individualization: Recognizing and accommodating the unique circumstances of each employee to tailor reintegration efforts effectively.
From Reactivity to Proactivity: Implementing early interventions and preventive measures to address potential long-term absenteeism before it becomes entrenched.
From Fragmentation to Integration: Streamlining processes and policies to create a unified approach to reintegration across various sectors and levels of governance.
Godderis emphasizes that without embracing these paradigm shifts, efforts to reduce long-term absenteeism will remain insufficient, leaving many individuals in prolonged periods of inactivity. He calls upon all actors—employees, employers, healthcare professionals, and policymakers—to commit to these changes, aiming to make 2025 the turning point in effectively addressing long-term sickness absence.