Helping staff return to work after injury or illness

Rehiring an employee after an injury or illness benefits both of you. With some simple planning you can help make their return a success.

Step 1: Meet with your employee

Your employee is the best source of information about what they can and can’t do and what support they need. You should meet with them to discuss their situation. You should:

• ask your employee if their doctor has approved a date to return to work
• talk about whether your employee needs to ease back into work. For example, at first they might work fewer days or hours, or have fewer duties.

If you have a Disability Employment Services (DES) provider, they can help you.

Step 2: Review the essential tasks of the job

Look at the tasks your employee must do to get the job done. You can find this information in their job description. You should:

• review the job description with your employee
• check if your employee can do the essential tasks 
• consider if the employee will need any training
• talk about whether you can make any workplace changes to help your employee do the job.

Step 3: Make workplace adjustments

Make any changes needed before your employee returns to work. Depending on their needs, these changes might include:

• physical changes to their workspace
• new or different equipment or technology
• changes to work tasks
• changes to when the employee takes breaks.

You and your employee might get financial support from the Employment Assistance Fund. It can help cover the costs for workplace adjustments. Make sure you apply and get approval for the funding before you pay for the changes.

Step 4: Agree on a ‘return to work’ plan

Your organisation can create a ‘return to work’ plan or a rehabilitation expert can help do this. A plan could include:

• your employee’s job title
• a list of your employee’s duties
• starting and finishing times
• break times
• any restrictions or advice –your employee’s medical certificate will include these
• the supervisors or managers who will support your employee’s return to work
• a schedule to increase your employee’s workload over time, if their doctor advises a gradual return to work.

The plan could also include:

• ‘refresher’ training, to help your employee rebuild their skills
• training in new skills, if the employee’s tasks need to change
• retraining in work health and safety procedures
• a mentoring or buddy program, to help build relationships between the employee and their workmates.

Clearly explain the plan to your employee. Ask them to sign the plan to show that they agree to it and understand what they need to do.

Step 5: Apply for any financial and other support

You and your employee might be eligible for support services and funding.

• If your employee struggles with some core tasks due to injury, illness or disability, they could get support through Work Assist.
• To change your employee’s wage based on how much work they can do, consider an assessment under the Supported Wage System.
• The Employment Assistance Fund can help. You need to apply and get approval before you pay for any items or services.

Step 6: Get your other team members on board

To ensure a smooth return for the employee, inform the team of any changes to the workplace. Your communication must also be appropriate – for example, you need to protect the employee’s privacy.
It might also be helpful to arrange disability awareness training for your staff.