Return-to-work stages
- Early discussions between employer, employee, rehabilitation team and vocational rehabilitation provider
- Rehabilitation assessments and activities continue
- Workplace assessment and planning
- Agreement of the return-to-work plan
- Suitable duties start
- Work hours and duties change according to the plan
- On site implementation of strategies
- Any required adjustments to the plan are discussed and arranged
- Regular feedback is provided to all parties
- Determine when job stability has been achieved
- Conclude the return-to-work program and determine any outstanding issues
- Withdrawal of the vocational provider
- Arrange ongoing support as required - internal and external to the company
The return-to-work team
You are not alone in helping your employee. There is a team of people who can guide you and you can ask questions. Use the icons to find out the roles of the team members.
Injured person (employee)
The injured person (employee) is a key member of the team. They must be actively involved to identify when they feel ready to return to work and to talk about problems they may anticipate or experience during the program.
The employee may feel more confident if they have a support person with them in meetings. That can be a family member, a friend or a member of their rehabilitation team. It is important to support this as the employee develops confidence to speak for themselves.
Vocational rehabilitation service
A vocational rehabilitation service will allocate one person to help your employee and you navigate the return-to-work process and coordinate the program. They can answer questions about what you need to do and the support available to you as the employer.
They will usually start with a workplace assessment. This involves meeting with you and your employee and assessing the job demands. Options available to help with your employee’s gradual return to work will be discussed. They will also assess the environment to see whether modifications may be needed.
The vocational rehabilitation service will develop a return-to-work plan. This plan will outline the agreed duties, hours and supports to assist the employee’s return to work. All members of the team including you, will be involved in developing this plan. There may be several plans over time, each one stepping up the duties and hours towards the return-to-work goal.
Rehab team
The rehabilitation team may be involved in advising everyone about the employee’s disabilities that may impact their return to work and how to best manage them. The rehabilitation team may include a medical specialist, occupational therapist, physiotherapist, psychologist and speech pathologist.
The team can answer questions about why the employee behaves in a certain way and how you can best support them. They will also inform you of therapies or clinics the employee will still need to attend, so everyone can work around these commitments in designing the return-to-work plan.
People at your workplace
The people at the workplace have a significant role in the return-to-work process.
The employer or manager can help describe the employee’s usual work role and identify possible adjustments or options to help them gradually return to work. They can support work colleagues understand what is happening to ensure everyone at the workplace is informed, supportive and feels safe.
The attitude and support of work colleagues are important to help the employee with a brain injury feel comfortable and confident and enjoy returning to work.
Other agencies
There can be other agencies involved in the return-to-work program. If the brain injury was caused by an accident, an insurance company or icare may be involved. These agencies won’t generally be directly involved in the program. They can help you and the employee with questions about funding, wages, obligations and entitlements.
Some people may be with National Disability Insurance Scheme (NDIS) and have a support person overseeing their NDIS plan. This person will work with the rehabilitation team and the vocational provider to ensure the NDIS is providing the right level of support for the return-to-work program.
Support for the employee returning to work
The vocational rehabilitation service will continue to provide support through ongoing monitoring, education and recommending workplace adjustments. The term ‘workplace adjustments’ refers to any administrative, environmental or procedural changes that help the employee with a brain injury have equal employment opportunities and work effectively.
Simple workplace adjustments to the work role and the work environment can help the employee. Adjustments will vary from person to person.
Typical adjustments:
- Start on reduced hours and increase hours gradually over time.
- Work on non-consecutive days, if possible, and gradually build to consecutive days.
- Allocate tasks that are most familiar to the employee.
- Schedule more demanding tasks in the morning.
- Use a diary, checklists and written notes to aid memory.
- Increase the level of structure within tasks and the work routine. Provide clear instructions.
- Reduce distractions in the work environment. This may include working in a different work area or location.
- Schedule regular feedback that is timely, sensitive and specific.
- Avoid time-pressured work initially.
- Reduce the scope of responsibilities initially.
- Initially supervise work tasks to assist with readjusting to the work routine.
- Schedule regular rest breaks to reduce fatigue.