Resolving barriers in getting back to work
As an employer, you may experience some of these concerns.
The worker’s job has uncontrolled work health and safety risks
Liaise with management and safety professionals to manage work risks in accordance with Work Health and Safety legislation, including the identification of hazards and implementing appropriate controls (i.e. elimination, substitution, isolation, engineering controls, administrative controls, Personal Protective Equipment (PPE)).
There may be a history of poor worker/ management relations
Acknowledge anger and conflict impartially.
Provide expert intervention to manage anger, conflict, hostility or grief.
There is poor coordination of return to work planning at the workplace
By appointing a rehabilitation and return to work coordinator and providing alternate duties you can have greater outcomes for return to work for injured workers, their family and the workplace.
Liaise with the insurer and treating doctor (with injured worker consent).
The injured worker may have a complex injury (e.g. fracture, psychological injury) with expected absence more than 2 weeks
Initiate and maintain close liaison with the injured worker, treating doctor, worker’s supervisor, and insurer representative.
Consider appointing a rehabilitation provider to assist. Consult with your insurer and discuss other options that could assist such as a rehabilitation provider.
The supervisor or manager do not support the return to work program or process
Provide supervisor training regarding the importance of supporting the return to work process and discuss the health benefits of work and the advantages of getting back to work early for the employer, workplace and for the injured worker.
- Last updated
- 09 November 2016
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