Employer essentials: two requirements every employer needs to know

This is part of our series to support you to respond confidently if a worker is injured at work.

Having the right people, policies and processes in place before an injury occurs can make a significant difference to recovery and return to work outcomes. A rehabilitation and return to work coordinator (RRTWC), supported by a clear workplace rehabilitation policy and procedures, helps ensure workers receive timely support and that return to work activities stay on track.

Best practice

Under Queensland workers' compensation laws, the requirements to appoint a RRTWC and have a workplace rehabilitation policy and procedures will apply if you:

• operate in a high risk industry and had more than $5,185,700 in Queensland wages paid during the preceding financial year, or
• had more than $10,371,400 in Queensland wages paid during the preceding financial year.

The above is calculated using the Queensland ordinary time earnings (QOTE) figure at 1 July 2026 of $1,994.50 per week.

You can check current and previous QOTE figures and compare them to your annual wages to determine whether these requirements apply to your business here.

If you meet these requirements, you must:

• appoint a RRTWC and have a workplace rehabilitation policy and procedure in place within six months of establishing your workplace or starting to employ workers (unless a later period is approved by the Workers’ Compensation Regulator)
• ensure your RRTWC is based in Queensland, employed under a contract, and is appropriately skilled, experienced or trained for the role
• provide your RRTWC’s details to your insurer within 12 months of appointing them, and within 12 months after any change in appointment
• review your rehabilitation policy and procedures at least every three years.

Why this is important

A coordinated approach to rehabilitation and return to work benefits both workers and employers.

A trained RRTWC or dedicated resource provides a clear point of contact and helps coordinate communication between workers, supervisors, treating providers and insurers. They can identify barriers early, keep plans progressing and ensure support is provided when it is needed.

Clear workplace rehabilitation policies and procedures also help by:

• setting expectations before an injury occurs
• promoting early and supportive contact with injured workers
• clarifying roles and responsibilities
• ensuring a consistent approach across the organisation
• fostering a positive workplace culture that supports recovery at work.

Safe Work Australia’s National Return to Work Survey 2025 shows that return to work rates are higher among workers who are aware of, or had been provided with their employer's work, health and safety policies, plans and procedures.

What actions can I take now?

• Check your obligations. Understand whether you are required to appoint a RRTWC and maintain workplace rehabilitation policies and procedures.
• Nominate a return to work leader. Even if you are not legally required to, consider appointing a RRTWC or train a nominated person to coordinate rehabilitation and return to work activities, including developing suitable duties programs.
• Consult with workers. Develop and review your workplace rehabilitation policy and procedures in consultation with workers and help staff to understand their roles and responsibilities. Seeking their input can improve understanding, engagement and effectiveness. Read our article Making consultation count: Why it matters and what’s in it for me for practical tips.
• Review your systems. Make sure your rehabilitation policy and procedures are current, easy to understand and clearly describe how injured workers will be supported.
• Keep communication flowing. Maintain regular contact with your insurer and seek support early when additional assistance is needed.
• Keep accurate, confidential records. This ensures rehabilitation and return to work activities can continue smoothly if your RRTWC or nominated person changes.

Your toolkit

• Learn more about your obligations and the role of a RRTWC.
• Seek help establishing policies and procedures and use the Safety fundamentals toolkit to see how well you’re doing. From your results page you can download an action plan as a word document and change it to suit your business.
• Access training courses for RRTWCs approved by the Workers’ Compensation Regulator.
• Read all articles in the Employer essentials series so far:
  • Staying connected and supporting early return to work
  • Lead with commitment and protect worker privacy
• Know the services available to support you and your worker.