Overcoming challenges

In an ideal situation getting back to work should be relatively easy. Sometimes it can be challenging either for workers, employers or both.

There are some common things that get in the way of return to work. These are:

• a belief that a worker can’t go back to work until they’ve completely recovered.
• an employer might think a worker is overstating how much their injury is affecting them.
• disagreement on whether a worker can return to work.
• a worker may worry they'll re-injure themselves if they go back to work.
• stress factors that may have contributed to the injury might still be present in the workplace and hard to avoid.
• a worker may not think they have the ability or skills to do any sort or work, even if it’s adjusted.
• providing duties that are not meaningful and have not been agreed to by the worker.

Finding a solution together

The good way for any issues to be resolved is with meaningful communication between a worker and their employer. These conversations should start as soon as possible after an injury has happened.

It’s best if a worker can be open and honest about their concerns and expectations around getting back to work. Talking about these with their employer is encouraged and leads to better outcomes.

Employers are in a good position to identify any barriers and work towards finding solutions that suit their business and their injured worker. An insurer or a worker’s doctor can also help.

As an employer, it’s good to ask:

• about the effect the injury has had on a worker (make sure you take a person-centred approach)
• how much a worker wants to get back to work
• what the worker sees as the barriers to getting back to work
• how well a worker understands their injury and medical treatment
• what a worker is able to do outside work and what their support network is like
• whether a worker is worried about money as a result of their injury
• whether there are any other negative stresses in the workplace, either with their work or colleagues.

How does this help a worker?

Workers sharing their experience and individual needs ensure they have been heard through planning their rehabilitation and return to work. Once any barriers have been identified, solutions can be found and talked about. This could mean simple reassurance for everyone that a worker is safe and protected at work. It could also mean talking further with a worker’s doctor or other treating health providers.

Sometimes a worker and their employer, insurer, doctor and treating health providers need to get together to talk about the recovery or return to work. This is called a case conference. Identifying barriers at the earliest opportunity allows for all stakeholders to proactively support early intervention for a worker's recovery.

Most people can do some kind of work, even if it’s not their usual tasks. It’s important that a worker is as committed to finding solutions as their employer. If a worker’s doctor indicates they’re able but not willing to get back to work in some way, a worker’s benefits could be affected. An insurer will support workers and employers to make sure recovery stays on track.

What happens if an employer and worker don’t agree?

Sometimes a worker and their employer may not agree on the worker’s rehabilitation and return to work plan or suitable duties program.

Working through any issues often involve negotiation, a process where each person can give input on an issue so agreement can be reached. It should be fair and make sure relationships are supported.

Negotiation can sometimes be difficult as each side has a different point of view or wants a different outcome. An insurer can offer support and guidance, with medical input, if this happens.

Tips for discussions for workers and employers

• make sure the issue is clear.
• try not to let emotion cloud the discussion. Stick to the facts.
• take a short break if needed, then come back.
• a venue change can sometimes help.
• focus on common ground.
• consider using a mediator or expert to help.

What if a worker can’t return to their usual workplace?

There might be some instances when suitable duties in a worker’s usual workplace aren’t possible. This can be for safety or practical reasons. It doesn’t mean a worker has to stay at home until they’ve fully recovered or that they can’t get back to work in some way.

An insurer can temporarily place a worker with a host employer who is able to offer suitable duties while they get better.

If a worker is unable to return to the job they had before their injury or illness, they may need to develop new skills to help them find work in a new role.

An insurer may assist with retraining and reskilling support and help improve or formalise a worker’s existing job skills and experience. This may include a worker developing new skills to stay at work with their pre-injury employer in a new role or increasing their job prospects to work with a new employer. These services may be provided by your insurer directly or they may refer a workplace rehabilitation provider to assist.

What training will an insurer pay for?

An insurer will consider paying for reasonable and appropriate job training, in line with a worker’s:

• medical restrictions
• interests
• skills
• employment prospects.

If a worker’s claim has closed and they’re still unable to return to work, they may still be entitled to support from their insurer, under their rehabilitation and return to work program.