Research shows returning to work as quickly as possible after an injury or illness results is the best health outcome for workers.

Handling the return to work of an injured or ill employee the right way from the beginning reduces the length of time it takes for the employee to return. Having a policy that supports the wellbeing of your employees reduces work disability costs and improves the company's results.

Here are 10 tips to help you improve your RTW outcomes:

1. The first conversation is vital. Your style of communication needs to assure the worker that they are supported, that you are genuinely interested and that you take their situation seriously. Ask them how they are feeling and how you can help. Pre-judging or assuming what they are feeling will only alienate them and add to their concerns. If the first conversation is handled badly it can lead to blame and resentment and reduce the likelihood of a positive outcome.

2. Arranging care. Initially you will have to assess how much pain the worker is in and whether they need urgent or non-urgent care.  Respond to what your employee asks for. While some actions are obvious, such as dialling 000 in an emergency, other less obvious gestures, such as arranging a non-urgent appointment for them, paying for the appointment, making sure they get home safely, and discussing their options with them, will strengthen the message that they are supported and valued. 

3. Fixing the problem. Obtain an accident report from the injured worker as soon as you can and fix all physical causes of the incident.  Get coworkers on board to address any health and safety concerns. This will send the message to all staff that you care about their welfare - a small thing that can have a positive impact if a coworker is injured in the future.

4. Continual communication. The most important word in return to work is communication. Follow up soon after with a call and send a card or flowers to show they are cared for. When they are well enough, keep your employee in the loop so they feel like they are still part of the team. Talk to your team about the process too. Clear and precise communication with your employee's doctor is also important. Make sure they know you have their patient's wellbeing in mind and be positive and helpful.

5. Improve your knowledge. Do your homework on the injury or illness involved and be sure you understand the impact on the role of your employee. Learn about best practice in return to work and what the experts are saying. There are some great informative websites out there on return to work from a research and medical perspective to practical how-to guides for complex cases.  

6. Write up a job description. When assisting a person back to work it is helpful to document the job they do. Providing this information to the doctor will help them to make recommendations for the return to work plan. Simple and clear descriptions of the physical (or mental) demands of the role rather than the skills required is what is needed. Photos or video footage of your workplace is also very helpful. Any possible out of the ordinary situations that could occur should also be covered. Concerns about the transitional job should be addressed and so should the process for review of duties.

7. Making the graduated return. There may be a graduated return to work with restricted hours and/or duties. Support their needs throughout this period and engage your employee in identifying appropriate duties. It's important that these duties are meaningful to the employee and are productive to the workplace. Continuing as many of the person's normal tasks as possible is preferable. Be flexible and allow them to voice their concerns as they arise.

8. Develop a sense of partnership. The return to work process should be first and foremost about you, your employee and their GP working as a partnership in the best interest of the injured worker, which in turn becomes the best interest for the business. Do all you can to promote this sense of partnership by listening to the concerns and needs of the employee while leading the process by offering useful duties, meaningful tasks and keeping the employee engaged in a positive return to work.

9. Deal with stress claims immediately. By the time a stress claim is lodged the problem has been building for some time.  Handling the return to work however is no different than an injury with a sudden onset. Keeping in touch and letting them know they are valuable to the workplace and that coworkers are rallying behind them is essential. Further stress and anxiety can build during their absence and open two-way lines of communication will help minimize this occurring.

10. Improve your workplace culture. It seems obvious but if your employee loves their job and their workplace, they'd much rather recover there than be bored and unproductive at home. Improving the culture, the communication and the positivity within your workplace will have a flow on effect to your return to work outcomes. You also reduce the risk of an employee feeling stressed or undervalued.  How does your working environment measure up? Talk to your employees about ways they think the workplace culture could be improved.