Tips for talking to workers after an injury

When someone is injured at work, a supportive workplace starts by reaching out to them straight away with care and concern .

This simple act can help with your worker’s recovery and getting back on the job sooner.

Here are some top tips to help make that initial contact count.

First though, when an injury or illness happens at work, there are steps you need to take as an employer, including reporting the injury to WorkCover.

Search ‘If an injury or illness occurs’ on our website to find our guide.

When you contact a worker, make sure the person reaching out is someone your worker knows and trusts, usually their supervisor.

Express genuine empathy. A simple ‘I’m sorry to hear about your injury, how are you doing?’ sets a supportive tone.

Avoid talking about work or deadlines straight away, and don’t bring up what caused the injury or who’s to blame. Focus on their wellbeing first and just offer your support.

Be flexible with different ways your worker might like to stay in touch. Schedule ongoing check-ins to see how they’re doing and ask if they prefer a phone call, a text, or a quick video chat. Adjust your support over time as needed.

Let your worker know about any support services your workplace provides, like counselling or Employee Assistance Programs.

If you notice your worker is struggling, there are many supports available, even if their injury is physical.

Find a list of support services by searching “mental injury” on our website.

Encourage open communication. Let your worker know they can reach out to you any time they have concerns or need support.

When you’re talking to the team about a colleague who’s ill or injured, keep these tips in mind:

Ask your worker how much they’re comfortable with you sharing with their colleagues. Respect their privacy and avoid speculating about the injury or the claim.

Reassure the team their colleague is getting support and that everyone’s focus is on their recovery.

Getting back to work can sometimes feel hard for a worker. They may feel additional stigma if it’s a mental health related injury or if they have a WorkCover claim.

Remind the team to be supportive and make sure they’re aware of any steps you’ve taken to reduce the impact of their colleague’s absence.

If you can, keep the team updated with timing for when your worker is due back at work, and if they’ll be doing suitable duties  at the start.

By staying connected and offering your support, you’ll go a long way in helping your worker’s recovery.

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