Pain at Work Toolkit in Employees With Chronic Pain

Number recruited to assess whether it would be possible to recruit to a definitive trial. The investigators will record the number recruited, characteristics of those recruited, and the timescale to recruit.

Outcome to assess whether participants find the intervention acceptable. This will be self-reported in participant interviews at 6 months.

Intervention fidelity will be checked through collection of usage data for the PAW Toolkit, to assess engagement with the intervention. This data will be collected through a feedback form at 3 months.

Intervention fidelity will be checked through recording of the uptake of occupational therapy support calls (to assess engagement with the intervention). This data will be collected through forms completed by the therapist at the time of each phone call which will be summed at 3 months.

Number of participants who complete the first follow-up outcome measures survey.

Number of participants who complete the second follow-up outcome measures survey.

Using the Work Limitations Questionnaire-25 (WLQ-25). To measure the degree to which pain interferes with specific components of job performance and the productivity impact of these work limitations. Scale range 0-111. Higher scores indicate worse outcome.

Using the Work Ability Index Item1 (WAI1). Assesses current work ability compared to highest work ability ever. Scale range is 0-10. Higher scores indicate better outcome.

Using the Work Self-Efficacy Scale (WSES). This includes 10 items assessing perceptions regarding specific work domains such as the capability to manage interpersonal relationships (colleagues and direct superiors), to work with colleagues with different characteristics and experiences, to behave efficaciously in the work context, to learn new working methods, to respect schedules and work deadlines, and to achieve assigned goals. Respondent rates capability on each item from 1 (Not well at all) to 5 (Very well). Higher score indicates better outcome.

Global single-item measure. Using the item: 'Taking everything into consideration, how do you feel about your job as a whole?' with responses ranging from 1 = extremely dissatisfied through to 5 = extremely satisfied. Higher score indicates better outcome.

Global single-item measure. Using the item: 'In general, how stressful do you find your job?' with responses on a 5 point scale ranging from 1 = 'not at all stressful' through to 5 = 'extremely stressful'. Higher score indicates worse outcome.

Global single item measure. Using the item: 'Are you considering leaving your job due to your pain?' (yes or no). Negative response is better outcome.

Using the Patient Health Questionnaire (PHQ-2). Scale is used to screen for depression. Scores ranges from 0-6. Higher scores indicate worse outcome.

Using the General Anxiety Disorder (GAD-7). Used as a screening tool and severity measure for generalised anxiety disorder. The GAD-7 score is calculated by assigning scores of 0, 1, 2, and 3, to the response categories of 'not at all', 'several days', 'more than half the days', and 'nearly every day', respectively, and adding together the scores for the seven questions. Total score ranges from 0-21. Higher scores indicate worse outcome.

Using the EuroQol Five Dimensions Questionnaire (EQ-5D-5L). Comprises five dimensions: mobility, self-care, usual activities, pain/discomfort and anxiety/depression. Each dimension has 5 levels: no problems, slight problems, moderate problems, severe problems and extreme problems. Responses are coded as single-digit numbers expressing the severity level selected in each dimension. For instance, 'slight problems' (e.g. 'I have slight problems in walking about') is always coded as '2'. The digits for the five dimensions can be combined in a 5-digit code that describes the respondent's health state. Higher scores indicate worse outcome.

Using the Work Productivity and Impairments Scale (WPAI-GH). Measures impairments in both paid work and unpaid work. It measures absenteeism, presenteeism as well as the impairments in unpaid activity because of health problem during the past seven days. The WPAI yields four types of scores:

• Absenteeism (work time missed); 2. Presenteeism (impairment at work / reduced on-the-job effectiveness); 3. Work productivity loss (overall work impairment / absenteeism plus presenteeism); 4. Activity Impairment. WPAI outcomes are expressed as impairment percentages, with higher numbers indicating greater impairment and less productivity (worse outcomes).

Using a health care resource use questionnaire to measure completion rates for items of resource use, such as frequency of use of secondary and primary care, social care, private health care, and medications. Items are adapted from health economics data capture in previous research with pain populations. Minimum score zero, no maximum. Higher scores indicate greater frequency of resource use.

Using the Demand Control Support Questionnaire (DCSQ) - Social Support Sub-Scale consisting of 6 items covering: pleasant atmosphere, spirit of unity, colleagues support, helpful colleagues, relationship with superiors, relationship with colleagues. Respondents are asked to report their levels of agreement or disagreement on a four-point Likert scale. Higher values indicate better outcome (higher social support at work, score range 6-24).

Organisational records of sickness absence rates for participating employees.

Using items from the Work Transitions Index (WTI) covering employment status, occupation and working hours.

Using UK Standard Job Skill Classification (Job Skill Level 1-4): Main job title and industry working in.