Supporting the recovery-at-work and return-to-work of a worker

This guide is intended for general information and guidance purposes only and should not be considered or relied upon as an official compliance tool or advice. Using this guide does not ensure compliance with Occupational Health & Safety (OHS) regulations under the Occupational Health and Safety Act 2004. Additional resources such as those provided by WorkSafe Victoria need to be considered / adopted to abide by regulations. Whilst efforts have been made to ensure information presented is accurate and reliable, it is important to note that laws, regulations and requirements can change over time and may vary by jurisdiction. This guide does not constitute legal, professional or regulatory advice. It is recommended that you consult the appropriate jurisdictional resources and consult with qualified legal or compliance professionals if you require specific compliance and regulatory guidance.
Please note: This guide does not cover how a workplace may support a worker to recover-at-work or return-to-work after a physical injury. References to ‘illness’ or ‘injury’ refer to psychological illness or injury only. Where an employee has experienced a compensable mental injury it is recommended you seek appropriate information on supporting these employees through WorkSafe Victoria, Safe Work Australia or relevant resources within your operating jurisdiction.
Please note: This guide is specific to a Victorian context and does not cover processes, policies and legal requirements of other States and Territories. Organisations that operate across different States and Territories are advised to understand processes, policies and legal requirements of each jurisdiction as appropriate.

Background

People experiencing injury, whether physical or psychological, often benefit from staying connected with work and their colleagues during times of recovery; this is called recover-at-work. In some circumstances, it is appropriate for a worker to step away from work for a period of time, and be supported during that time, before returning to work; this is called return-to-work. For further information about returning to work, see WorkSafe Victoria.

Illustration of inside office workplace with glass office, whiteboards and potted plants

This guide has been developed for organisations supporting workers recovering-at or returning-to-work and maintaining health at work after experiencing a psychological illness or injury. This guide is relevant for organisations whether the worker was injured in the workplace or not.

The guide is designed to:

Build awareness and understanding about recovery-at-work and return-to-work after psychological illness or injury and what this means for different types of workers and organisations.
Outline the behaviours and actions organisations and people can take to ensure a supportive workplace for recovery-at-work / return-to-work.

How to use this guide

To effectively use this guide please:
1. Read through the information below about recovery-at-work and return-to-work.
2. Complete the most relevant checklist to assess your preparedness for supporting a worker recovering-at / returning-to work. This includes ‘Handy Tips’ for practical advice.
3. Refer to the ‘Additional tips’ sections for more practical steps if suitable.
Checklist 1: for small to large organisations
Checklist 2: for sole traders
This guide is for individuals across all organisations with roles in:
- management / leadership,
- people and culture,
- work, health and safety,
responsible for formally coordinating the recovery-at-work / return-to-work of workers.

What is recovery-at-work and why is it important?

When a worker who has experienced or is currently experiencing an illness or injury chooses to remain at work during their recovery. This is often a personal preference (under guidance from their GP or medical practitioner) and with the support of the organisation.

Usually, when the workplace supports recovery at work for a worker, the workplace offers modified duties, tasks and roles to accommodate and cater for the needs of the worker during their recovery (e.g. reduced hours, task modification).

It may be helpful to offer the ‘recovery at work’ option to the ill or injured worker, who may not be aware that this as an option, during times of illness or injury.

What are the benefits

Benefits to the worker	staying connected with colleagues and peers, reducing social isolation keeping a daily routine which is good for wellbeing less disruption to daily life continued income sense of purpose and contribution to team and work opportunities for upskilling
Benefits to the employer/ supervisor	retain critical skills, capabilities and talent demonstrates your commitment to worker wellbeing and care for their welfare reduced costs associated with lost productivity reduced costs associated with replacement of role or work re-distribution role models good behaviour and standards
Benefits to the workplace/team	increased morale due to visible commitment of the organisation to worker wellbeing and team welfare promotes psychological safety strengthens peer relationships teams can demonstrate commitment to peers

What is return-to-work and why is it important?

An individual worker returning to work after having a period away from work due to illness or injury.

The worker may not need to be 100 per cent well to return to work. Obtaining guidance from their treating health practitioner can be helpful in determining the ideal time for a worker to return to work.

What are the benefits?

Benefits to the worker	increased likelihood of a quicker recovery improved mental health and wellbeing outcomes increased confidence in ability, rather than focusing on disability or injury reduced risk of long-term disability and unemployment greater independence and social interaction likely to return to daily activities at home and work more quickly
Benefits to the employer/ supervisor	retain critical skills, capabilities and talent increased worker engagement and productivity become desirable workplace by demonstrating your commitment to worker wellbeing reduced costs associated with turnover and recruitment
Benefits to the workplace/team	increased morale due to visible commitment of the organisation to worker wellbeing fosters a psychologically safe workplace retaining valuable skills and talent strengthens workplace relationships and team cohesion

How to support someone to recover-at or return-to-work

As an employer or supervisor, you play a valuable role in supporting someone’s recovery from psychological injury or illness. There are several easy steps that any organisation can take to ensure that you are supporting a worker’s recovery-at- or return-to-work.

This can look different for everyone and there is no one-size-fits all approach. Consider gender or other attributes such as being a young individual, migrant individual, person with disability, an individual identifying as LGBTIQ+ or an individual from a culturally and linguistically diverse background.

As such, it is important to consider the potential gender and/or intersectional impacts, and barriers these individuals may face to recovery-at or return-to-work. It is also important to recognise, understand and respect peoples lived / living experiences and not to pass judgement, or apply your own experience or bias on how a worker approaches or handles their injury, illness, and recovery. Respecting a person's privacy is essential.

The needs of your workers may also change depending on the length of time that they have been away from work. You should support your workers in a way that is tailored to their individual circumstances.

Confidentiality is an essential element that you need to consider. It is best agreed between the person experiencing the illness or injury and the person who is managing their recovery-at or return-to-work. It requires clarity on what is shared (or not), with whom and under what circumstances. It is helpful to review and update the confidentiality agreement from time to time.

Additional Tips

The checklists on the next page have items and actions to support you. Additional tips with more practical steps include:
- Provide new training and learning opportunities where previous roles and capabilities may not be suitable for the worker for a period of time (e.g., high stakes or high stress situations).
- Check in regularly to see how the person experiencing the psychological illness or injury is feeling and how they are experiencing work, noting that their needs and preferences are most likely to change over time.
- In consultation with the worker, review and modify daily tasks, particularly tasks which may be unhelpful or triggering for an individual experiencing psychological illness or injury. This may include decreasing the frequency or durations of meetings, decreasing the frequency of client/customer interactions, providing longer timeframes to complete tasks, providing written instructions (not just verbal), providing regular rest breaks, encouraging walk and talk meetings, etc.).
- Look at modifying / reducing working hours / providing flexible work arrangements including working from home.
- Consider developing a confidentiality statement with the worker and reviewing it regularly.
- Make arrangements to accommodate the worker attending appointments to support their recovery (e.g., scheduling client meetings around these appointments. The best practice is to ask the person what will be most helpful to them to support their recovery).
- Be supportive and understanding of the worker’s lived/living experience.
- Establish ‘liaison’ or ‘peer’ roles to support workers from culturally diverse communities.
- Ensure the workplace is accessible and safe to accommodate the given illness or injury (i.e., Is the lighting helpful or does it need to be modified? Is the workspace too noisy or quiet?).
- Support your worker in accessing additional resources and support if they require.
- Encourage open and honest conversations.

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Tool: Supporting the recovery-at-work and return-to-work of a worker

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