Work Options News


Information of interest to our Clients and for the industry

Managing the return to work process: a guide for employers and workers

Despite the physical and financial risk of workplace injuries, when managed correctly, employee injuries can be a positive experience for all involved. But the first step is to recognise that both employers and employees play a role in the return to work process, and when cooperating together, return to work outcomes can be achieved quickly and efficiently.

The next step in the process is to understand the health benefits of work; a concept which should be acknowledged and accepted by both parties in order to achieve the best outcomes. Here’s a quick recap…

The final and perhaps most important step, is to understand employer and employee obligations in the return to work process. And beyond that, what else should and can be done by each for the most effective injury management, reducing physical and financial risk.

Employer obligations
Beyond the legislation which outlines what is legally required from employers, there is more that employers can do to get injured workers back to work sooner. Here’s a summary:

  • Report the injury to your insurer as soon as possible – legally you have 48 hours to make a claim however the sooner you report the incident, the more likely you are to have the injured worker back to work sooner.
  • Offer support – while your to-do list just grew significantly now that you have an injured worker, it’s important to remember that they will also have a growing list of concerns. Positive encouragement and understanding of the situation throughout the process will help your worker to feel as though they are supported. Ask them what they need, and put the answers into action.
  • Regular communication – ensuring regular communication while the worker is off work, and again when they return, is critical to gain a positive response and willingness from the employer to get back to work as soon as possible. As with support, communication reaffirms to the employee that they are valued and appreciated.
  • Provide suitable work – the purpose of alternate duties is so that the employee can recover at work, not only saving money on lost time and efficiencies, but also ensuring that the worker is improving their functional capacity through movement, and maintaining positive mental health. For the best possible outcome, suitable duties should be determined collaboratively (where reasonably possible) so that the injured worker is reassured that they are still a respected employee whose wellbeing is valued.
  • Involve the worker in the Return to Work Plan – as with suitable work duties, it’s important to involve the injured worker in the development of their Return to Work Plan. The worker should have a say in the goal of the plan, which should focus on current capabilities rather than restrictions, as well as breaks and work hours based on these capabilities.
  • Prepare colleagues for the workers return ­– anxiety and nerves are common in employees who have been off work for some time. It’s important that they feel supported by colleagues as well as management upon their return, especially if they are not returning to their pre-injury capacity. Ensure other staff are aware the worker is returning, as well as any changes to their role, and that they offer support and encouragement where possible.

Employee obligations
While legally speaking, the majority of obligations fall upon the employer, employees have a responsibility to take care of themselves, ensuring their injury does not get worse or return. Here’s a summary of employee obligations:

  • Report the injury to a Supervisor as soon as it happens and answer any questions honestly.
  • Actively participate in the development and management of the Return to Work Plan – and make every effort to follow the plan, advising of any difficulties or changes throughout the process.
  • Communicate – openly and honestly to all parties throughout the process, including your employer, Return to Work Coordinator, doctors and others. Open communication is key to returning to work sooner.
  • Comply with all advice and use correct work methods – this means if the injury is physical, follow correct ergonomic procedures and correct work methods, to ensure your injury is not aggravated further. If the injury is psychological, ensure you voice any concerns, stressors or problems with your Supervisor as soon as they occur, so that solutions can be put in place and further injury avoided.
  • Always follow the advice of treating practitioners and doctors

Managing the return to work process can seem like a daunting process, however it’s encouraging to note that while many injured workers take some time off work, in 2018 the return to work rate was above 80%.

For the best chance at maintaining good return to work outcomes, speak to Work Options about how we can help to protect your business.

Related reading:
Why work is the best treatment for injury recovery
Case study: when altering your reactions can affect RTW outcomes
Common injury management mistakes guaranteed to rise insurance premiums


6 things employers should know about the workers comp system

No matter the industry, business size or insurance type, all employers have an obligation to support any person who is injured at work, and have a duty of care to assist in an active recovery process. Here are 6 things employers should know when navigating the Workers Compensation system:

  1. Employers are obligated under Australian law to have workers compensation insurance
  2. Employers have 48 hours to report injury and accidents otherwise iCare may charge an excess
  3. Injured workers must get an official Workers Compensation Certificate of Capacity from their GP or specialist, a standard Medical Certificate will not be accepted
  4. Businesses need a dedicated Return to Work Coordinator if they employ more than 20 people, their basic tariff premium exceeds $50,000 annually or who are self-insured or insured by a specialised insurer
  5. Employers are required to provide suitable work duties (as far as reasonably practicable) when a worker is able to return to work
  6. Section 248 of the Workers Compensation Act 1987 states: ‘an employer must not dismiss a worker because of a work-related injury within six months from when the worker first became unfit as a result of the injury’

For a detailed list of employer obligations under New South Wales workers compensation legislation, view more information at SIRA.

5 Common Workers Comp Questions Answered

Our Senior Injury Management Specialist Diana Hurst guides you through our most common questions regarding Workers Compensation claims.

Why leadership and culture is imperative to safety

Do a couple of Google searches around risk taking in the Australian workforce and it’s easy to see that not everyone has a positive attitude towards safety and injury management. Many employees, particularly in larger businesses, tend to adopt a rule breaking approach if it’s likely to get a job done faster. So how can we as Leaders alter employee perception and, when it’s not always a simple task, should we?


Absolutely we should!

The latest figures show that work-related injury and disease cost the Australian economy $61.8 billion, with 77% of that worn by employers. So really, we’re mad if we don’t!


As Leaders it is up to us to provide the foundation for a strong culture of safety for our employees. We should enforce a top-down approach, adopting a proactive leadership style and promote a positive attitude towards safety in the workplace.


So how do we achieve this? Here are 8 simple steps to get you started that will make an immediate difference to your safety culture:


  • Commit to being risk adverse – write it into your company values if you need to but ensure that you are committing fully if you really want to be a positive safety leader
  • Walk the talk – lead by example, show your employees how to be safe, raise topics for discussion, reward safety initiatives and ideas and never break the rules!
  • Keep informed and educated on safety – talk to people, read, hire an expert… do whatever you can to ensure you are well informed around safety relating to your specific industry
  • Ensure you have a policy in place – most businesses already do, but do some benchmarking to ensure it’s up to standard
  • Communicate the policy from the top down – make sure your employees understand that their safety at work is paramount and the policy is  enforced
  • Listen to your employees – ensure they are given regular opportunities to voice their concerns and can do so in an environment and with someone they are comfortable with
  • Act on issues – what’s the point in being risk adverse if you’re not going to act on the issues, right?
  • Update employees – when an employee has had the confidence to voice a concern, ensure that you keep them updated regularly on any outcomes

So at this point, you’re either ready to start making some positive changes, or you’re waiting for the punch line. Well, here it is… remember that figure? $61.8 billion!


You can’t afford not to make some changes. Throw the rule-breaking approach out the window and refuse to contribute to the statistics! You might just be surprised too because there’s no doubt you’ll also profit from the additional benefits of a strong safety culture: happier employees, higher productivity, positive business relationships, less absenteeism and reduced claims costs.