Return to Work Following Injury
The Return to Work Process following an injury can often be daunting for everyone involved. So what can be done to help minimise risks and make the process as smooth as possible?
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Preventing The Party Hangover
As the end of the year draws closer businesses often have workplace celebrations or parties. Christmas parties, or any business social functions for that matter, can quickly turn from celebration to litigation if not managed carefully.
Be Ready for New Hearing Test Requirements
To help prevent hearing loss in the workplace, employers must provide hearing tests to workers who frequently use hearing protection to control noise that exceeds the exposure standard.
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What are Suitable Duties?
Suitable Duties is a common workers’ compensation insurance term often used in the context of workplace injury or illness management. Suitable duties are an important part of supporting a worker’s recovery & Return to Work (RTW). Depending on the worker’s situation, getting them back to their normal job role or duties after a work-related injury or illness might take some time. This doesn’t however mean they are unable to work though & the identification of appropriate Suitable Duties represents an important RTW process.
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Injury Management Best Practices
Injury management is an essential process for businesses in Australia, as it aims to prevent workplace injuries and illnesses, and manage them effectively when they do occur. Businesses that invest in Injury Management are likely to benefit from a happier, more productive workforce as well as lower workers compensation premiums.
Injury management best practices can include the following:
- Develop a comprehensive injury management policy: This policy should outline the company’s commitment to providing a safe and healthy workplace, as well as the procedures for preventing and managing workplace injuries and illnesses
- Conduct regular risk assessments: Employers should identify potential hazards in the workplace and implement appropriate measures to eliminate or minimise the risks. This may include providing personal protective equipment, conducting regular safety training, and ensuring that equipment is well-maintained
- Encourage reporting of injuries and illnesses: Employers should create a culture of openness and encourage employees to report any injuries or illnesses, no matter how minor. This allows for early intervention and better outcomes for the employee
- Provide early intervention and treatment: Employers should provide prompt medical treatment to injured or ill employees, including first aid and emergency medical services if required. This can help prevent the injury or illness from becoming more severe
- Develop return-to-work plans: Employers should work with the injured or ill employee, their treating medical practitioner, and their insurer to develop a return-to-work plan. This plan should outline the steps that will be taken to support the employee in returning to work as soon as possible
- Provide suitable duties: Employers should identify suitable duties that the injured or ill employee can perform while they are recovering. These duties should be within the employee’s capabilities and be meaningful and productive
- Monitor progress and provide support: Employers should monitor the employee’s progress and provide ongoing support and assistance, including regular communication and feedback
- Continuously review and improve injury management processes: Employers should regularly review and improve their injury management processes, including policies, procedures, and training, to ensure they remain effective and up-to-date
By implementing these best practices, businesses can help minimise workplace injuries and effectively manage them when they do occur to achieve better outcomes for both employees and employers.
ABILITY GROUP are Injury Management specialists & provide businesses of all sizes across Australia with a variety of affordable Injury Management service options ranging from advice based to outsourced service models.
Contact our team to discuss your needs or for further information, please refer to the following:
Source: WorkSafe
Title: Injury Management: Making it Work
Read Time:
Source: WorkCover WA
Title: Injury Management: A Guide for Employers
Read Time: 5+ minutes
Source: iCare
Title: Injury Management Plans
Read Time: 5+ minutes
New Workplace Sexual Harassment Laws
All workers, future workers and self-employed people should feel safe in their workplace. Employers have the obligation to protect workers from such situations, including sexual harassment, bullying or discrimination, as a person or company can be liable unless they can prove that they took all preventative steps to stop the harassment. As of 6 March 2023, workplace sexual harassment is prohibited under the Fair Work Act.
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