If you have acquired a disability or injury (whether acquired at work or elsewhere) a successful return to work will require some simple planning by both you and your employer.
We have developed this How to guide to help you to plan and manage a return to work.
Disclosure of disability
If you did not acquire your disability or injury at work, then there is no legal obligation for you to disclose a disability to your employer, unless it is likely to affect your performance or ability to meet the inherent requirements of the job, including your ability to work safely and ensure the safety of co-workers.
This guide does not include detailed information on your rights and responsibilities regarding disclosure, or your right to privacy:
Step 1: Understand your abilities and relevant restrictions
The first step in planning your return to work is to talk to your general or health practitioner. Provide a copy of your position description or duty statement to your general or health practitioner, as this will help them advise you:
- of a suitable return to work date (approval for when you can return to work)
- if your return to work should be immediate
- if a graduated return to work is required, such as:
- reduced days or hours
- any restricted duties.
Your general or health practitioner may suggest a ‘graduated return to work’ to help you develop your work specific fitness or to assist you with managing any anxieties regarding the return to work. A graduated return to work could meet the needs of both you and your employer and may involve increasing your work hours and duties over a few days, weeks or months.
As you are the best source of information about your abilities and any restrictions or limitations resulting from your disability or injury, you should plan to meet with your employer, either in person or by phone. Discuss your abilities and restrictions with your employer so that they can obtain a clear understanding of any issues.
Step 2: Review the job description and inherent job requirements
Inherent requirements, or job essentials, are tasks that must be completed to get your job done. This information can usually be found in your position description or duty statement.
The next step in planning your return to work, is to review your position description with your employer to check whether:
- you are able to complete the inherent requirements of the job, based on your abilities and restrictions
- workplace modifications or adjustments are required to assist you complete the inherent requirements of the job.
Step 3: Implement workplace modifications or adjustments
Talking with your employer prior to your return to work date, allows an open discussion about any parts of your job or workplace that may need modification. If you do require any modifications or adjustments to the workplace, including tools, these should be implemented before you return to work.
Examples of modifications and adjustments include:
- adjustable desks and chairs
- adjustable counters and worktops
- larger monitor screens
- modified keyboards
- telephone adaptations including headsets
- task rotation within your duty list to accommodate any new tolerances
- changes to the organisation of standard breaks
- additional structure such as the introduction of timetables and checklists.
The following advice for employers on workplace modifications or adjustments is available on our web site:
Step 4: An agreed Return to Work Plan
A Return to Work Plan is a helpful document that may be prepared by your employer (or a rehabilitation professional) for your return to work.
A Return to Work Plan could include:
- your job title
- a summary of duties
- starting and finishing times
- break times
- any specific restrictions or recommendations (as per medical certificate)
- the details of the supervisors or managers responsible for monitoring progress of the Return to Work Plan
- a time schedule for upgrades, if a gradual return to work is in place.
When you return to work, you may be asked to go through a Return to Work Plan with your employer and sign the plan to indicate your agreement to, and understanding of, your obligations as part of the plan.
If you have any issues regarding your return to work, talk to your employer immediately as this will ensure a successful return to work in the long term.
Australian Government employment service providers
Australian Government employment service providers can provide you with support and assistance to help you maintain a job or return to work. Examples of the types of on the job supports provided to people with disability include:
- on the job training
- co-worker and employer supports
- access to incentives for your employer.
Under Disability Employment Services, all eligible job seekers with disability, injury or health condition are able to receive assistance from an employment service provider to prepare for, find and keep a job.
Disability Employment Services include two programs, the Disability Management Service and the Employment Support Service. The Disability Management Service provides assistance to people with disability, injury or health condition who need the assistance of Disability Employment Services and who might need irregular or occasional support to keep a job. The Employment Support Service provides assistance to people with permanent disability and who require regular, ongoing support to keep a job.