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Oct 01, 2024 • 9 min read
Key Strategies for a Successful Return to Work Program
Returning to work after a period of absence due to work-related injury or illness can be daunting. A Return to Work (RTW) program is crucial in supporting this transition, ensuring that returning injured workers can be smoothly and effectively reintegrated into their roles. In the article below, we explain RTW programs, as well as how to ensure your organisation’s RTW program is effective and successful.
The Importance of Returning to Work
Work is key to a successful rehabilitation process. Contrary to popular belief, injured workers should not be returning to work only after they have fully recovered. Instead, the return to work phase not only comprises a significant part of their work rehab journey, it also helps accelerate their recovery process.
Research has shown that work generally improves health and wellbeing, even for those with conditions often linked to work, like musculoskeletal and mental health issues. Some benefits of recovering at work include:
- Recovering sooner
- Staying connected with colleagues and friends from work
- Resuming participation in activities that bring joy
- Boosted physical health, confidence and self-esteem
- Reduced chances of long-term health complications
Conversely, staying out of work has many negative consequences. Employees who are absent from work for an extended period due to injury or illness may experience isolation, depression, financial hardship, decreased self-esteem, and lower quality of life.
The longer someone is off work, the less likely they are to return. In contrast, employees who received a specific return to work date from their doctor are three times more likely to return to work.
What is a Return to Work (RTW) Program?
Return to Work (RTW) programs are a structured initiative implemented by employers to facilitate the successful reintegration of injured workers into the workplace as part of their recovery.
These programs emphasise the actual act of returning to work and the process of transitioning back to employment during recovery from work-related health issues.
By focusing on individual needs and coordinating efforts among all stakeholders, the RTW program helps minimise the disruption caused by work-related health issues and ensures a timely, safe, and successful RTW process.
Return to Work Program vs. Return to Work Plan
While a RTW program is carried out by the employer – particularly the RTW coordinator – a return to work plan is specific to the employee.
An injured worker’s RTW plan is a personalised document formulated by their workplace rehab provider that includes information about their pre-injury duties, current condition and limits. The employee’s RTW plan also outlines any challenges they might face when going back to work and how the workplace can be modified to accommodate the worker’s capacity.
It is the duty of the RTW coordinator to ensure that any injured worker’s participation in their employer’s RTW program must align with their RTW plan.
The RTW plan ensures employees get critical support from the employer while recovering at work. It outlines specific strategies to guide injured workers in returning to their jobs after an injury or illness, taking into consideration the challenges the employee might face when going back to work. This helps create a safe and supportive working environment for the returning injured worker.
Who Needs to Implement a Return to Work Program?
In NSW, most employers are either a Category 1 or Category 2 employer.
| Category 1 Employer | Category 2 Employer |
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All NSW employers are required by law to establish a RTW program within 12 months of becoming a Category 1 or Category 2 employer. RTW programs must:
- Align with the employer’s insurer’s injury management program
- Be developed in consultation with workers and their unions
- Include the eight requirements as outlined by SIRA (see below)
Employers should also arrange a return to work policy which outlines the procedures and conditions under which ill or injured workers can safely resume their regular duties. By standardising the process, employees are provided with clear options that help them rejoin the workforce more efficiently.
Some employers might be exempt. Check SIRA’s website to see if these exemptions apply to you.
The Role of Return to Work (RTW) Coordinators
RTW Coordinators are integral for the implementation of a successful RTW program. Read our other blog article for an in-depth look at the role and responsibilities of a RTW Coordinator.
Making Your RTW Program a Success
A successful RTW program must go above and beyond SIRA’s basic requirements. Let’s explore how an employer can develop a RTW program that prioritises their workers’ recovery at work and fosters a positive work culture:
- Commit to Helping Employees Recover at Work: Employers should develop RTW programs that are integrated with work health and safety policies, and dedicate resources to promoting a positive culture towards recovery at work.
- Outline Clear Work Arrangements: Besides listing the RTW Coordinator’s contact details and responsibilities, employers should also nominate a workplace rehabilitation provider, state how they will liaise with unions, and regularly review the RTW program.
- Ensure Workers Know Their Rights and Obligations: Employers must detail how workers will be informed of their rights and obligations while emphasising their own commitment to obtaining the best possible return to work outcomes.
- Detail Steps for Notifiable Incidents: By making resources about first aid, incident notification procedures, and the register of injuries easily available, employers demonstrate accountability in the event of workplace injury.
- Prioritise Positive Communication Methods: Being understanding towards a worker’s situation and offering them support at work will make a positive difference to their experience and enable a successful recovery at work.
- Actively Facilitate Recovery at Work: Your RTW program should not only detail policies for identifying and providing suitable employment, it should also include how a worker’s recovery at work plan will be developed and carried out.
- Include Dispute Resolution Mechanisms: The RTW program should state strategies for preventing and resolving disputes, that include information on how workers would be advised about these mechanisms.
- Address Privacy & Confidentiality Concerns: The RTW program should include procedures for keeping records and maintaining confidentiality, assuring employees that their personal and health information will not be misused.
How AusRehab Can Help
AusRehab understands that your employees are the foundation of your company’s success. That’s why we work hand in hand with you, giving injured workers the care and support they deserve to enhance their recovery and expedite their return to work.
When you choose AusRehab as your preferred workpace rehab provider, you are also choosing:
- Our highly qualified A-team, which has the expertise to service your workers comp claims from start to finish
- Top tier customer service from professionals who understand the importance of open and timely communication
- An 85% return to work rate
- Peace of mind knowing all your employees are in great hands
Reach out today to find out how you can nominate AusRehab as your company’s workplace rehabilitation provider for the best possible work rehab provider experience.
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