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?
It is not uncommon for employers to feel worried that they are managing the process and supporting their injured workers correctly. Employees are typically overly cautious, in fear they might re-injure themselves and/or let their employer down by being unable to do their regular tasks
To eliminate these unnecessary, yet common worries, it is important to take time prior to the worker’s return to work to discuss and agree on duties that are suitable and within the capacity of the worker.
A quick and safe return to work, within the injured worker’s capacity helps the worker feel more useful while socialising and being supported by co-workers, thus reducing both mental and physical pressures they experience. Employers will also benefit from the early return to work due to a reduction in time loss and the flow-on impacts to their subsequent worker’s compensation premiums.
Typically, the return to work process is facilitated by a rehab provider. Rehabilitation providers must be qualified allied health professionals such as physiotherapists, exercise physiologists (EP), occupational therapists (OT), psychologists or rehabilitation counsellors. The rehab provider (also known as a rehab consultant) is qualified to develop and facilitate an effective return-to-work plan that will support the safe and sustainable return to work of the injured employee.
Although rehab consultants possess relevant skills, employers (supervisors/managers) should also understand and agree to the duties that can be provided to injured workers in the interim while they recover. Large businesses will often have a “suitable duties register” or list functions available to provide to the doctor in situations where a rehabilitation provider is yet to be allocated by the insurer.
The ideal return to work scenario is achieved by:
- Quick notification of the incident
- Claim lodgement promptly follows
- Rehabilitation Provider to conduct a workplace assessment and identify an appropriate RTW Plan
- Employers provide supportive workplaces
- Good communication between worker, employer and relevant parties for the collaboration and facilitation of a sustainable return to work
Tips to know when things are going wrong
- Injured worker become angry or disengaged
- The doctor is supportive of the injured worker’s disengagement.
- Injured worker & employer’s relationship becomes tense or unmanageable
- Lack of or time taken to obtain upgrades
For further information please refer below or contact our friendly Injury Management specialists today.
Reference:
Source: Royal Australian College of General Practitioners
Title: Returning to work after an injury
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