Employer essentials: stay connected and support early return to work
We’re introducing a number of articles over the next few e-bulletin editions to support you to respond with confidence if one of your workers is injured at work.
This first article provides helpful advice on making early contact with an injured worker and supporting them to return to work early and safely by developing their suitable duties program.
Best practice
Taking a proactive, supportive and collaborative approach can help workers feel connected, valued and confident as they transition back into the workplace. The following best practice principles can help employers create a positive return to work experience while meeting their obligations.
- Make early, supportive contact with a worker after injury.
- Use clear, respectful and supportive communication that is guided by a worker’s preferences.
- Support early, safe return by offering suitable duties and work adjustments.
- Collaborate with the worker to identify meaningful suitable duties. Explore what they can do, their capacity (physical, psychological and cognitive), their skills and experience.
- Develop a written suitable duties program to set expectations and build fitness and confidence.
- If you genuinely can’t provide suitable duties, notify your insurer in writing to comply with your obligations.
Why it's important
Early, supportive contact is one of the most impactful steps you can take to support recovery. Workers who feel supported are more likely to recover and return, and workers who feel isolated are more likely to disengage.
Workers who return to work early can have positive impacts on your premium and the workplace.
The 2025 National Return to Work Survey results confirm that contacting workers early can make a real positive difference. Seventy-seven per cent of workers who were contacted by their employer within three days of being injured were back at work at the time of the survey, compared to 53 per cent of workers who weren’t contacted.
Early contact also gives you a clearer understanding of what a worker needs, so you can plan for their return with more certainty.
People don’t have to be 100 per cent fit to work, and being active at work supports faster recovery. Evidence shows that employers who are offered suitable duties have higher return to work rates.
What actions can I take now?
Tips for an early contact conversation:
- Reach out within two business days (where possible) to check in on how the worker is going. During this conversation:
- ask how and when they’d prefer to stay in touch
- ask them how they’re going and listen to their response without judgement
- offer practical support
- talk about possible return to work options, if appropriate
- apologise or express regret. Saying “I’m sorry this happened” does not admit fault, and a genuine apology can ease tension and help rebuild trust.
Tips for developing a suitable duties program:
- Work with your worker to identify safe, meaningful duties that match their capacity.
- Discuss adjustments or support they may need.
- Develop a written suitable duties program that includes tasks, hours, restrictions or modifications, review dates and responsibilities. If you have a rehabilitation and return to work coordinator, they’ll usually prepare this.
- Ensure the suitable duties program is signed by the worker, your rehabilitation and return to work coordinator or the worker’s supervisor, as well as the worker’s doctor’s (if the doctor asks for this on the work capacity certificate).
- Share the program with your insurer.
- Adjust the program when you become aware of the worker progressing or when you receive new medical advice.
- Have a simple process for a worker to raise concerns about suitable duties and let the worker know what this is.
- Access additional support when you need it. Talk to your insurer about engaging a workplace rehabilitation provider to help develop or monitor the suitable duties program.
Your toolkit
- Intervene early and plan your worker’s return to work as soon as possible after they’ve been injured.
- Promote the benefits of early return to work in your workplace policies and with your supervisors and rehabilitation and return to work coordinators.
- Read about suitable duties programs and access a suitable duties program template (DOCX, 0.15 MB)
- Learn about what you need to do as an employer when a worker is injured.
- Access free independent and confidential support for you and your workers through the:
- For more detailed guidance, read Guiding the way: responding to mental injury at work and the How to guide - getting back to work.