I had always coordinated my company’s RTW program, and thought that I had a comprehensive understanding of RTW. However, an accident at a work function provided me with a unique glimpse of the other side, that of the injured party, and it has shaped my thoughts on RTW ever since.

In November 2001 I attended a work function at a restaurant modelled on a country pub theme with polished floorboards and its own brewery. It was a beautiful and unique venue, but in hindsight probably not the best choice of venues.

Many guests were sampling ... and spilling ... the beer over the already slippery floor. Instead of sampling the brews, I decided not to drink alcohol as it was a client function.

Later that night I was walking to the bar to get a mineral water when I slipped over on the floor. I immediately felt the most incredible pain in my left ankle and within seconds it felt that it had swollen and bruised to double its size.

As the accident occurred at a work function, I was covered by WorkCover. Not surprisingly work was the last thing on my mind as an ambulance was called and my manager accompanied me to the hospital.

I stayed overnight for observation and my immediate concern was being able to stand upright and then returning to my normal active life. Unfortunately standing on my own two feet wasn’t an option as I was told by the specialist that I was unable to put any weight on my ankle for at least three months.

The thought of spending three months at home actually terrified me. I loved my job and if I was physically able to I would have returned to work the next day. Unfortunately my body said otherwise and I knew that returning to work needed to be a carefully formulated plan.

My employer, a publishing company, and I then worked out a plan to firstly get me better and then back to work. My next steps weren’t physical steps, instead they were the three Rs – Rehabilitation, Recovery and then Return to work.

Rehabilitation from my fractured ankle took longer than I expected as I had difficulties managing the pain. Once my pain management was achieved, I was then able to plan for my return to work.

With a fractured ankle I was unable to drive and could not put any weight on the ankle. As my role included face-to-face meetings, my employer and I formulated a Suitable Duties Program for the first month of my injury. Instead of face-to-face meetings we agreed that I could work out of the office as well as my home office.

Even though my injury was relatively minor, it was my employer’s positive partnership based on kindness and flexibility that in turn, left a lasting impression on me and provided them with a loyal employee for many years to come. Nine years on, it is this personal experience which has also enabled me to assist other team members who have been injured while at work.

As RTW co-ordinators, we empathise with the people that we assist, but it is only when you experience it firsthand that you realise how important being treated as a person, rather than a case number, really is. Being injured on the job and going through the RTW process also made me realise that your employees will never forget how you handled their case, long after their bones or wounds heal.

My personal experience has also forged a deep belief that RTW policies are more than just doing the right thing; it’s about looking after people who are the essential ingredient of every successful business.