These might include occupational therapists, psychologists, rehabilitation counsellors, social workers, exercise physiologists and physiotherapists. They interact with the worker, and with the employer and the insurer.

What do they do?

Rehabilitation providers consider the nature of the injury and its associated issues.  They identify any barriers in the worker’s return to work, and develop the most appropriate strategies for overcoming the barriers.

These strategies might include providing supervisors with the information and support needed to help the worker get back to work safely. This includes information about medical restrictions and recommendations, and helping in the development of personalised return to work plans.

Occupational (or Workplace) Rehabilitation providers are a specialised area of rehabilitation, focused on communication and assessment in order to help injured workers to return to work.  In some states Rehabilitation Providers suggest physical rehabilitation strategies and may influence the treating practitioner, for example to commence an exercise rehabilitation program for someone with back pain.  

When should you engage a rehabilitation provider?

Employers often engage rehabilitation providers when they don’t feel that they have the ability, competency or resources to facilitate a return to work on their own. It’s important that employer don’t let things get out of control before acting.

Engaging a rehabilitation provider may be appropriate where the injury is recent, recurrent, severe, chronic or psychological. Further situations might include a history of conflict or other issues in the workplace, when the worker has difficulties beyond their injury, there is an unconducive workplace culture, or the upgrading of duties has stalled in their RTW. 

If more than two weeks pass and the worker hasn’t returned to work, their recovery may be delayed through modifiable psychosocial factors including fears, beliefs and perceptions. If these factors are influencing return to work, it may be an appropriate time to engage a rehabilitation provider.

Better results can be achieved when the rehabilitation provider has an awareness of the workplace culture. It can be helpful for RTW coordinators to develop relationships with the rehabilitation providers to ensure that you are selecting the best one for the case in hand. While some are good communicators, others may provide clear and concise workplace reports, or be great at engaging and motivating workers.

Large employers may consider signing on to a service level agreements. This can ensure that both the rehabilitation provider and employer/claims agent is aware of the level of service which will be offered, along with an agreed outcome. This may need to be adjusted as circumstances change.

Employers should make sure that they communicate with rehabilitation providers clearly and openly. This will help to reach an understanding of what the supervisor will do, what resources are available, how the RTW will be monitored and reviewed and suitable communication channels.

Rehabilitation providers can be scapegoats if something goes wrong, however it’s important to recognise that there are many influencing factors in return to work outcomes. 

If the underlying relationship between the employee and employer is poor, the rehabilitation provider may be battling to get the worker back to work. In cases where a rehabilitation provider is appointed, the employer still needs actively manage return to work and the workplace factors that influence RTW.