Trajectories of absenteeism due to mental disorders and musculoskeletal disorders: scoping reviewAbstract
Introduction Mental disorders (MD) and musculoskeletal disorders (MSD) are causes of long and repeated absences from work.
Objective To explore evidence on absenteeism trajectories due to MD and MSD and changes in the work history of individuals with repeated absences.
Methods Articles published from 2013 to 2025 in English, Portuguese, and Spanish were included, reporting quantitative, qualitative, or mixed-methods studies focusing on absenteeism trajectories due to MD and MSD, addressing the illness process and its progression, the experience of presenteeism, and changes in quality of life.
Results Eleven studies were included. The studies investigated absence trajectories from the perspective of work-related factors leading to leave, presenteeism, social and professional experiences during leave, as well as the relationship between the duration of leave and the success of the return to work.
Conclusions Jobs with high physical demands and pain in various parts of the body were associated with prolonged and disabling absences, and more likely to result in job reassignment. Presenteeism was frequent in cases of mental illness, and for this condition, absences were longer, requiring job reassignment and early retirement.
Keywords:
Absenteeism; Cumulative Trauma Disorders; Mental Health; Scoping Review; Occupational Health
Resumo
Introdução Transtornos mentais (TM) e distúrbios musculoesqueléticos (DME) são causas de afastamentos do trabalho longos e repetidos.
Objetivo Explorar evidências sobre trajetórias de absenteísmo por TM e DME e as modificações na história laboral do indivíduo com repetidos afastamentos.
Métodos Foram incluídos artigos publicados de 2013 a 2025 em inglês, português e espanhol, que relatassem estudos quantitativos, qualitativos ou mistos, com enfoque nas trajetórias de absenteísmo por TM e DME, que abordassem o processo de adoecimento e seu agravamento, a experiência do presenteísmo e mudanças na qualidade de vida. Resultados: Foram incluídos 11 estudos. Os estudos investigaram trajetórias de afastamento sob a perspectiva dos fatores relacionados ao trabalho que levam à licença, presenteísmo, experiências social e profissional durante a licença, assim como a relação da duração da licença com o sucesso do retorno ao trabalho.
Conclusão Trabalhos com alta exigência física e dor em vários locais do corpo relacionaram-se a afastamentos prolongados e de caráter incapacitante, mais suscetíveis à readaptação. O presenteísmo mostrou-se frequente nos adoecimentos mentais, e para este adoecimento os afastamentos se mostraram mais longos, com necessidade de readaptação e aposentadorias precoces.
Palavras-chave:
Absenteísmo; Transtornos Traumáticos Cumulativos; Saúde Mental; Revisão de Escopo; Saúde do Trabalhador
Introduction
Absenteeism generates economic and social impacts and poses challenges for institutions, society, individuals who are ill, and their families, with repercussions at the national and global levels. Mental disorders (MD) and musculoskeletal disorders (MSD) are major causes of work absences today1. Twelve billion workdays are lost annually due to depression and anxiety2. In 2022, the Brazilian National Social Security Institute (INSS) recorded 202,124 people on sick leave due to MD, among which depression and emotional disorders stand out2. Mental disorders are the most common illnesses, requiring, in most cases, time off work. MSD and MD are, respectively, the second and third leading causes of work absences in Brazil and, in the most severe cases, lead to disability and early retirement3,4.
The patterns of absenteeism associated with these conditions reflect complex, multifactorial processes, with periods that transition between presenteeism, leave, and readaptation through return to work5-7. MD may be related to working conditions, such as high workloads, lack of control over task execution, excessive demands, and low support; as well as financial and social problems5-7. MSD are caused by both physical demands at work and psychosocial demands and job dissatisfaction.
These groups of disorders and diseases are responsible for long and repeated absences from work 8,9, impacting social life and careers, sometimes requiring changes and adjustments at work, in addition to entailing treatment costs and financial losses due to absences1,10.
The impacts that repeated absences due to these causes, whether isolated or combined, have on workers and organizations remain unclear. We chose to analyze the trajectory of these absences to move beyond approaches that treat them in isolation. Thus, based on a review of the literature, this study sought to explore how research has examined patterns of absenteeism due to MSD and MD, as well as to understand how illness resulting from these causes alters an individual’s employment history through repeated absences, and the resulting social and workplace repercussions.
Methods
Protocol and registration
This is a scoping review of the scientific literature, which seeks to answer the question: what evidence does the scientific literature present regarding the trajectories of absenteeism associated with work absences due to MSD and MD, and how do these recurrent absences influence individuals’ work histories and career paths?
The term “trajectories” is used here to explore how repeated absences due to MSD and MD throughout an individual’s occupational history lead to challenging experiences imposed by worsening health conditions, changes in aspects related to social life, and the pressures imposed by the need for rehabilitation and early retirement.
The study is registered on the Open Science Framework (OSF) https://doi.org/10.17605/OSF.IO/YSAKP and was developed based on the methodological guidelines of the Joanna Briggs Institute (JBI) and the international guide Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) for Scoping Reviews (PRISMA-ScR)11,12. Scoping reviews have proven to be appropriate for contextualizing knowledge in situations where the literature presents emerging or scarce evidence13.
Eligibility criteria
Initially, a search was conducted in 2023, from May to December, and the review was updated in September 2025. This timeframe was chosen due to the conceptual, methodological, and empirical evolution of absenteeism, which has come to be viewed as a dynamic phenomenon with individual trajectories over time1,2, as well as the growing increase in absenteeism due to MD and MSD at work during this period2,3.
The review included studies focusing on absenteeism trajectories due to MSD and/or MD, with quantitative, qualitative, or mixed-methods designs, as well as review studies and studies with empirical data on workers who were either actively employed or on leave due to MSD or MD, in English, Portuguese, and Spanish.
The articles considered eligible were studies conducted with workers who reported on the trajectories of absenteeism due to MSD and/or MD, either in isolation or in combination, including data such as the duration of leave, recurrence, number of leaves, and experience of leaves.
Studies unrelated to the trajectories of absences due to MSD and/or MD were excluded, that is, exclusively descriptive studies that calculated absenteeism rates and those addressing risk factors related to these conditions, or interventions and return-to-work, without mentioning the trajectories and experiences of workers on leave, as well as those addressing trajectories for other conditions and studies involving non-working populations, such as students and the unemployed.
Information sources
The following databases were searched: PubMed, Capes Portal, Embase, Scopus, VHL Portal, Scientific Electronic Library Online (SciELO), Brazilian Digital Library of Theses and Dissertations (BDTD), and Google Scholar.
Search
The search strategy was based on the PEO acronym (Population, Exposure, Outcome). The study population (P) consisted of active workers or those previously in the labor market who had taken leave from work; Exposure (E) consisted of work absences due to MSD and MD, including repeated episodes of absenteeism; and Outcome (O) included absenteeism trajectories and changes in work history, such as recurrence of absences and readaptation upon return to work.
The search strategies were developed by the study team and reviewed and validated by a librarian from a federal university with national and international standing in research.
For searches in the selected databases, the following sets of Health Sciences Descriptors (DeCS) were used across all fields: absenteeism, sick leave, disability leave, cumulative trauma disorders, musculoskeletal pain, mental disorders, mental health, clinical pathways, and critical pathways, combined using the Boolean operators AND and OR.
Searches were also conducted in the gray literature in BDTD and Google Scholar. For the BDTD database, only the first corresponding term was used, without the OR operator. The search strategies using Boolean operators and the number of hits per database are presented in Table 1. Due to the specific characteristics of the Google Scholar database, we chose to use keywords intended to refine the search, placed in parentheses, with the Boolean operator OR, and the general term “absenteeism” and its correlates, placed in quotation marks, with the Boolean operator AND. The strategies used in Google Scholar are presented in Table 2.
Selection of sources of evidence
To ensure consistency among reviewers, the same criteria were applied by all reviewers when analyzing abstracts and titles. Consequently, the included articles focused on their results and discussion sections on the follow-up of groups of workers on repeated leaves of absence over time, as well as the repercussions and experiences associated with these leaves. Weekly meetings were held among reviewers to discuss difficulties and disagreements regarding the quality and relevance of the articles and to resolve them by consensus.
One reviewer and two researchers in the field discussed the relevant dimensions to extract from the publications. The dimensions were: authors, year of publication, title, objectives, occupational category of the study population, methodological approach, and relevant findings, such as: number of days of absence, worsening of conditions over time, association between MSD and MD, need for rehabilitation or retirement, experiences, and psychosocial factors related to sick leave.
The Rayyan® platform was used to exclude duplicates and perform the initial screening of abstracts and titles by three evaluators.
Data charting
In this initial exploratory study on the topic, a peer-review process was followed to evaluate the articles and extract relevant data in accordance with the study’s objective. A thorough analysis of the included studies was conducted; only studies involving employees in public or private companies on sick leave due to MSD and MD were considered, which addressed how the illness occurred, the experience of presenteeism, the progression of the leave regarding the worsening or improvement of pain and symptoms related to MSD and MD, changes in quality of life and in the course of the illness during the leave, and the impact on work capacity and the return-to-work process.
Synthesis of results
The materials identified, analyzed, and included are presented in the flowchart. The included articles were organized with their most relevant data in the summary table. A word cloud was created to highlight the most frequently occurring terms in the identified materials.
Results
Materials identified, analyzed, and included
In total, 9,888 articles were screened, with 6,331 duplicates excluded, leaving 3,557 articles. After screening the titles and abstracts, 3,507 articles were excluded because they addressed topics unrelated to the theme, included populations composed of non-workers (such as schoolchildren), dealt with predisposing factors for MSD and MD, or focused on workplace interventions without mentioning absenteeism patterns.
Fifty full-text articles were evaluated because they met the eligibility criteria. Of these, 39 were excluded because they dealt with leave unrelated to work-related illnesses, did not address trajectories but only the risk of leave or predictors of absence, or focused on instrument validation. As a result of this review, 11 articles were included, one of which was from the update period. The study flowchart is available in Figure 1.
Flowchart of the search, selection, and inclusion of studies addressing the trajectories of absenteeism due to musculoskeletal disorders and mental disorders and their associations
The most recent publication on this topic was produced in Norway14; in addition to this, five other publications originated from the Nordic countries, published in 201315,16, 201917,18and 202119. In Brazil, there was one publication on the topic in 202320. In 2021, one was published in Japan21 and another in the United States in 201922. Two publications were from the United Kingdom, in 201423 and 201524. A summary of the publications is presented in Table 3.
Summary - Absenteeism trajectories by musculoskeletal disorders (MSD) and mental disorders (MD) (2013–2025)
In general, the main objective of the included studies focused on workplace factors that precipitated and/or aggravated illnesses leading to repeated absences and on the effect of these absences on occupational health and labor relations. This is closely related to the research question of this study and its objective regarding the patterns of leave and changes in the work history of workers who experience these leaves repeatedly.
Regarding the occupational categories investigated, the studies covered diverse occupations, such as civil servants, pharmaceutical industry workers, transportation and manufacturing workers, and employees in administrative and hospital sectors. The manufacturing sector was the most frequently represented, and only one study was conducted with permanent employees, specifically university staff.
Regarding study design, three were qualitative studies19,23,24and eight were cohort studies14-18,29,21,22. The cohorts generally followed the workers in order to examine patterns of work absenteeism, physical demands at work, and the relationship between exposure to physical and psychosocial demands at work and the deterioration of health. Most of the included cohorts15-18,22 chose to analyze groups of workers by duration of work absence to better understand the relationship between the duration of absence, workplace environmental factors, and the activities performed.
Notwithstanding the specific differences in the number of days and terminology used by each study during follow-up, in general, the groups were organized as follows: a group engaged in regular work with occasional absences throughout the follow-up period or no absences at all; a group with absences due to disruptive behavior, that is, with prolonged periods of absence lasting weeks, but with the possibility of returning to work without the need for rehabilitation15,17,18 or even partial absence with working hours divided between work and time available for treatment14 and a group with long-term absences and permanent disability, comprising individuals with long-term absences lasting months, facing challenges to return to work due to their disability, and who generally required rehabilitation or proceeded to long-term absences with permanent disabilities16,20-22.
In a study of manufacturing workers, it was observed that individuals diagnosed with depression, over the course of their leave trajectories, shifted from the group with disruptive leave to the group with long-term leave requiring rehabilitation or permanent leave. Individuals with MSD were more frequently placed in the group with disruptive behavior-related leaves. It was also observed that manual labor was performed mostly by women and tended to follow a trajectory of disruptive behavior22.
A study of Norwegian workers also compared different leave groups: those without MD and/or cervical and lumbar pain; those with these conditions who received supported attendance through partial leave, that is, they were granted half their workday off for treatment; and those on full-time leave. It was observed that the group on full leave was more unable to work prior to the leave, but both the partial and full leave groups showed significant improvement after treatment14.
In a Finnish study of participants in the national worker registry who were on leave due to MSD, the study analyzed the demands they were exposed to in their work activities and the relationship between the duration of exposure to these demands over the course of their working lives and the length of their leaves of absence17. Individuals who performed repetitive work, work involving abnormal postures, work with vibration, and walking for long periods belonged to disruptive trajectories that progressed to a trajectory with long, disabling leaves of absence, unlike individuals who performed sedentary work and typing and who had autonomy over the performance of their tasks. These individuals, when on leave, were classified in the group of occasional leaves, even when they had been working in the same position for more than 15 years17.
A relationship was also observed between the duration of leave, physical demands at work, and multiple pain. In a study conducted with transportation and manufacturing workers, it was observed that those subject to demands involving pushing, pulling, carrying, and lifting objects were more likely to experience disruptive leave trajectories, with an increase in the number of days on leave over the course of a year, ranging from periods of less than five days to periods of more than twenty-five days4.
In contrast, individuals engaged in manual tasks with low control, those who developed more severe MSD, pain in more than four body locations, and interference with social life and physical activity belonged to the group with long-term, disabling sick leave18.
Pain in multiple locations was also investigated in a Finnish study. Individuals with pain in four or more body locations had a higher risk of following trajectories of prolonged, incapacitating sick leave, as did individuals with MD, such as depression, and associated MSD. MSD, on their own, produced disruptive sick leave trajectories. In individuals with pain in four or more locations, the risk of disabling sick leave increased fourfold compared to individuals without pain15.
In a study conducted in Sweden, among individuals with MD and those reporting low work capacity, sick leave trajectories began with disruptive characteristics and progressed to incapacitating sick leave lasting over ninety days, requiring rehabilitation when a return to work was possible16.
Another study analyzed, using a self-administered questionnaire, the level of dedication, engagement, energy investment, and enthusiasm in work activities and disabling mental illness. Low work engagement, as measured by a validated scale, was found to be associated with long-term sick leave of a disabling nature, lasting longer than 30 days; these individuals had been diagnosed with mental, mood, or behavioral disorders21.
A study conducted with statutory employees of a Brazilian university on leave due to MD observed that the characteristics of the leave were related to the grouping of prolonged and disabling absences. A relationship was noted between prolonged leave and the need for readaptation to their activities upon returning to work. The likelihood of readaptation was twice as high for people with MD compared to those with other conditions, including when compared to MSD20.
As for the qualitative studies analyzed19,23,24, these employed observation, in-depth interviews, and semi-structured interviews to explore workers’ experiences with leave, as well as their understanding of the workplace issues that led to the leave and the impacts of such leave on their lives.
In a study conducted with women on leave due to MSD and depression, participants expressed feelings of being viewed as objects, dependent on the care of others, powerless, and fearful of having to readjust to new work routines and master new skills without adequate training upon returning from leave19.
In addition, a study conducted in the United Kingdom reported perceptions of work-related factors that lead to worsening health conditions and factors that impact the course of medical leaves for health treatment. Fear of stigmatization by colleagues, lack of identification with the job, and work-related factors such as excessive criticism, high workload, inadequate management in the workplace, and financial difficulties were linked to the worsening of health conditions, as these factors lead workers to presenteeism; and postponing leave to address health issues exacerbates the illness and prolongs the period of sick leave24.
Lack of control, difficult relationships with colleagues and supervisors, lack of opportunity to apply new skills, the invisibility of depression, and delays in seeking medical care contributed to the prolongation of leaves of absence and the worsening of disabilities23.
To identify the most frequently occurring terms in the articles included in this study, a word cloud (Figure 2) was created for the literature on the trajectories of absenteeism due to MSD and MD. The most recurrent terms were absence, illness, experience, pain in multiple locations, prolonged absence, and return to work. It is important to emphasize that these terms were the focus of the considerations and analyses presented in this study and are at the core of the trajectories of illness due to MD and MSD.
Legend ordered from most cited to least cited words: work; mental; sick; sickness; absence; pain; trajectories; health; physical; capacity; disorders; high; illness; group; experience; factors; associated; rtw (return to work); participants; women.
Discussion
This scoping review explored evidence on trajectories of absenteeism due to MSD and MD and changes in individuals’ work histories involving repeated absences, based on the understanding that periods of leave and return-to-work processes were related to the nature and severity of MD and MSD, and furthermore, the physical and psychosocial demands of work contributed to repeated and prolonged absences and, consequently, the need for readaptation upon return to work. It was also possible to gain insight into workers’ experiences during repeated leave-of-absence processes, the relationship between engagement in work activities and the duration of leave, as well as the consequences of presenteeism in the worsening of conditions, culminating in permanent disabilities.
Workplace conditions with poorly adapted workstations lead to uncomfortable postures, biomechanical stress, and musculoskeletal injuries; in these conditions, multiple pain sites have been shown to correlate with the duration of sick leave, with a directly proportional relationship observed between the number of days of absence and the number of pain sites in the body. The trend also proved to be proportionally increasing when there was an increase in the number of pain sites25,26.
Physically demanding tasks without time constraints were associated with long-term, incapacitating sick leave due to pain in multiple body sites18. Physically demanding jobs have been cited as predictors of multiple pain, and consequently, sick leaves have been shown to be longer due to the degree of incapacity these pains impose25.
Thus, the nature of the work performed is a factor that increases absences due to MSD, and activities with excessive physical demands lead to pain in multiple locations, which is associated with long-term absences. When MSD occur concurrently with MD, such as depression, they lead to even longer sick leaves and permanent disability22,27.
The shift in the trajectory of absenteeism, from disruptive absences to long-term, disabling leaves, has also been identified in the literature among individuals with pain symptoms distributed across multiple body sites15. However, in workplaces where there is autonomy in changing posture and no time constraints on work, the findings show a protective effect on the worker’s disability trajectory. According to the findings, even after 15 years of working in these positions, the observed leaves of absence occurred sporadically without repercussions on the worker’s work life or disability17.
There appears to be a relationship between disability caused by pain and repeated absences due to MSD, linked to changes in relationships with colleagues and supervisors, as well as a lack of support28. In addition to the disabilities caused by MSD, psychosocial factors present in the workplace also have consequences for work relationships, as they are important predictors of absences29.
Thus, activities with high emotional demands, cognitive overload, few opportunities to use new skills in the workplace, conflictual work relationships, high psychological demands of work, the need for decision-making to manage conflicts, solitary work with low social support, and a heavy burden of responsibility were associated with intense emotional overload and were predictors of MD with prolonged leaves of absence8,29. Not only work-related factors such as excessive pressure, high workload, performance criticism, and inadequate management, but also personal factors such as grief, personal relationships, and physical health problems were found to contribute to the process of mental illness. Furthermore, the stigma of the illness and the delay in seeking medical help led to presenteeism during the course of the mental illness process5,24.
Many workers have employment relationships characterized by high demands and career advancement plans with criteria that are highly subjective and demanding, leading to stress and anxiety due to the fear of losing their earned wages. The fear of losing one’s job, position, and financial status is a factor that leads workers to adopt presenteeism, a condition in which the worker, even while ill, remains in the workplace, experiencing additional mental distress from being unable to maintain the same level of engagement and productivity, leading to greater suffering30.
Precarious working conditions, often resulting from the fear of economic loss or the stigmas and challenges imposed by the experience of taking leave, lead to more severe illness, with the risk of permanent disability and the need for early exit from the labor market31. Presenteeism was reported more frequently in studies investigating the course of illness due to MD, because of delayed diagnosis of the disease, fear of stigmatization, and a lack of support from both coworkers and family and social circles23,24,30.
Studies of judicial workers have shown that sick leave due to MD results in longer absences; 51.9% of workers in this population had absences lasting more than 15 days8,29, whereas 59.9% of workers in the same population who took leave due to MSD had absences of less than 15 days9. Mental illness, with longer leave durations, results in a lower likelihood of successfully adapting to the duties workers performed before their leave when they return, requiring rehabilitation for a sustained return to work or even early retirement16,21,23,24,30.
Some studies show that support from colleagues and supervisors not only reduces the need for presenteeism but also fosters enthusiasm and well-being in the workplace, which can, in turn, prevent absenteeism30. This aspect demonstrates how social relationships established both inside and outside the workplace, as well as the manner in which communication is established, career progression, and hierarchical relationships within institutions, are important factors that can act as protective factors against mental illness21.
Harmonious relationships in the workplace between employees, supervisors, and colleagues, combined with a routine that prioritizes subjective factors, ensure improvements in quality of life and work performance30. Thus, it is argued that when a phased return-to-work plan is implemented, with time set aside for medical treatment, it benefits the worker’s recovery and quality of life, and avoids the negative impacts that prolonged absences can have on the worker’s ability to fully return to work and on their social and environmental interactions14.
The impact of workplace support has also proven important for improving the experience of workers who need to readapt. Changes in work activities are common among workers on leave due to MD20. Readaptation, in addition to posing challenges for work management, with the need to create jobs compatible with the worker’s new condition, also presents challenges for workers who must develop new skills to perform duties different from those they were accustomed to. This can lead to fears of not performing tasks satisfactorily and of not receiving support from colleagues and managers during the process of developing and training new skills32.
Furthermore, during the leave, the worker’s experience regarding their physical and mental capacity influences their return to work. The more negatively an employee perceives these abilities, the less likely they are to return to work on a sustained basis33. The experience of leave and the limitations imposed by the illness also generate concerns regarding return to work, fear of dismissal, apprehension about not performing job duties satisfactorily, and not receiving company training to acquire new skills, which ultimately leads to even greater distress19.
There are many challenges during medical leaves, both economic and social, related to beliefs and stigmas that can delegitimize the period of leave from work, causing the individual to feel unsupported, belittled in their suffering, and leading to greater withdrawal from social activities23,24. All of this will impact on the duration and frequency of work absences and determine different trajectories.
The studies highlighted relevant aspects regarding the duration and type of absences, the relationship between disabling pain and psychosocial factors, and factors related to the transition between absences due to MD and those due to MSD and vice versa, as well as the relationship between the duration of leave and the possibility of returning to work. However, further studies are still needed to consolidate evidence on the trajectories of absenteeism due to MD and MSD, and associations between time and patterns of absenteeism for these conditions.
Finally, it is worth noting some limitations of the review, such as the restriction to English, Spanish, and Portuguese, which may have excluded potential contributions written in other languages. Furthermore, the 11 included studies address absenteeism trajectories among workers with distinct realities regarding job and occupational stability, as well as a lack of homogeneity in terms of physical and psychosocial demands and follow-up duration across the studies. Despite these limitations, this review captured studies using both quantitative and qualitative methodologies, which facilitated more in-depth discussions on the topic, in addition to investigating, for the first time, how the studies assess the pattern of leave between two of the main groups of diseases responsible for early disability and work absence.
Conclusion
It can be inferred from this review that physically demanding work and pain in various parts of the body lead to prolonged, disabling sick leave, and that workers on long-term leave are the most susceptible to readaptation. It was also evident, based on the experiences reported by the worker-, that presenteeism is quite common, particularly in cases of mental illness, due to workers’ fear of financial loss and concerns about career repercussions. Furthermore, due to the stigma and invisibility of mental illness, there is a delay in seeking healthcare, which ultimately leads to long-term absences with severe disabilities and the need for rehabilitation or even early retirement.
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Information on academic work:
Article derived from the doctoral dissertation titled “Trajetórias de absenteísmo: Análise dos processos de adoecimento musculoesquelético e mental em trabalhadores do sistema judiciário (Trajectories of absenteeism: analysis of the processes of musculoskeletal and mental illness in workers in the judicial system)”. The doctoral program is ongoing, with the defense scheduled for May 2026, through the Interinstitutional Doctoral Program (Dinter), a partnership between the Federal University of Rio de Janeiro (UFRJ), through the Graduate Program in Public Health (PPGSC), and the Federal University of Bahia (UFBA), through the Graduate Program in Health, Environment, and Work (PPGSAT).
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Data availability:
The entire dataset supporting the results of this study is available at: https://doi.org/10.17605/OSF.IO/YSAKP.
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Statement on the use of Artificial Intelligence:
The authors declare that no artificial intelligence tools were used in the preparation of this article.
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Presentation at a scientific event:
The authors report that the study was not presented at a scientific event.
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Funding:
The authors declare that the study was not subsidized.
Edited by
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Responsible editor:
Leila Posenato Garcia. https://orcid.org/0000-0003-1146-2641. Fundação Jorge Duprat Figueiredo de Segurança e Medicina do Trabalho - FUNDACENTRO
The entire dataset supporting the results of this study is available at: https://doi.org/10.17605/OSF.IO/YSAKP.
Source: own elaboration.
