Key points 

• The article addresses the importance of managing expectations for returning to work after an injury.
  
  
• Alignment between the injured employee, employer, and the Occupational Health Therapist (OHT) is vital to a successful return to work.
  
  
• Detailed understanding of job demands aids in designing effective treatment plans. 
  
  
• Both physical and psychological factors should be considered in the recovery process. 
  
  
• Managing workload and providing support are crucial for facilitating a successful return to work. 
  
  
• Creating an inclusive work environment involves physical accommodations and accessibility considerations. 
  
  
• Collaboration, communication, and understanding are essential for promoting successful return-to-work programmes. 
  
  
• Through the Stay at Work programme, Active+ offers personalised support and guidance throughout the process and helps individuals thrive in their professional lives again. 

Introduction 

In the wake of a workplace injury, the question on everyone's mind is often, "When can I get back to work?" It’s an important question, and employers and employees often share an equal desire for a swift return to the individual’s pre-injury workload and capabilities. 

However, the journey from injury to resuming work duties isn't always straightforward, and balancing the needs of the business with the well-being of the injured worker requires managing realistic expectations.  

Setting realistic expectations 

Let’s take the example of when an employee sustains a sprain injury at work, and their doctor recommends modified or reduced duties for the individual that requires less physical strain to allow them to rehabilitate at work. 

The employee eagerly anticipates returning to their routine, while their employer hesitates due to concerns about exacerbating the injury or potential liability issues. As a result, the return-to-work plan is deemed unfeasible, making a return to work for the employee extend over a longer than expected timeframe.  

This scenario underscores the importance of aligning expectations amongst all parties which can be facilitated and supported by the OHT.   

While full recovery may not always be immediate, it doesn't necessarily mean the employee is incapable of work. Light or modified duties can often be a safe and viable option with the support of their rehabilitation team. The GP, Physiotherapist and OHT can share communication to ensure all parties know how the employee’s recovery is going and work together to address barriers to accommodating the employee's capabilities. 

Understanding the demands of the job 

Healthcare professionals will excel in providing effective care to their patients but can at sometimes have less insight into the specific demands of various job roles. 

By providing detailed information about their job requirements, work environments, and safety protocols, specialised occupational health therapists can design treatment plans that align with (and in some cases, complement) the employee's work responsibilities.  

Speaking in specific, relatable terms about the employee's abilities can also facilitate understanding. Rather than articulating vague limitations, defining capabilities in concrete terms related to job tasks fosters a common understanding between all parties involved. 

Addressing physical and psychological factors 

Injuries can impact not only physical abilities – but also psychological well-being. Issues such as post-traumatic stress, depression, or fear of reinjury can and will often affect an employee's recovery process, so it's crucial that treatment plans consider both the physical and psychological aspects of the injury to promote holistic healing. 

Managing workload and support 

 Identifying suitable duties for the employee during their recovery is key to facilitating and maintaining productivity and work routines. This may involve modifying work environments, tasks, or schedules to accommodate the employee's needs. This highlights the need for an open, non-judgmental dialogue with the employee about their capabilities and limitations. 

Employers can also provide support through buddy systems, transportation assistance, or accommodations in the workplace environment. By the same token, adapting work schedules to align with treatment programs or medical appointments demonstrates a commitment to the employee's well-being and can ultimately help to alleviate some of the stress that can accompany the recovery journey. 

Creating an inclusive environment 

 Beyond physical accommodations, employers should also consider the overall work environment's accessibility. Depending on the nature of the work and tasks being performed, this may involve providing alternative workspaces, adjusting workstation setups, or supplying specialised equipment to facilitate the employee's return to work. 

Conclusion 

In conclusion, setting realistic expectations for post-injury workload requires collaboration, communication, and understanding among employers, employees, and healthcare professionals. By acknowledging and accommodating the needs of injured workers, businesses can promote a culture of support, resilience, and successful return to work programmes. 

What to do if you need assistance with returning to work after an injury 

Contact us today to learn more about the Return To Work programme and how Active+ can help you or your team members embark on a successful return to work journey. Every step you take brings you closer to your career goals and a brighter future. Don't let an injury hold you back; let us help you thrive in your professional life once more. 

For inquiries about the Return to Work Service, please email erin.holland@activeplus.co.nz or contact ACC's Provider helpline on 0800 222 070 or providerhelp@acc.co.nz.