Return To Work & Rehabilitation
Returning to work (RTW) after a period of absence can be a rather daunting prospect for an employee for several reasons. For example, there may have been workplace changes during their absence that they are not familiar with, and it is common place for absent employees to question how they will manage, or catch up from where they left off.
It is important to consider that the process of initiating a RTW schedule that meets the needs of both the individual and the business can be a complex one that involves following a number of steps to ensure that all relevant factors are considered. This is in order to make the transition back into the workplace as smooth as possible – for all involved.
In assessing functional capability during a RTW assessment, the ultimate aim is to support the employee in achieving a successful and sustainable RTW back into their substantive role, whilst also considering and balancing the needs of the employer.
This may involve the consideration of implementing temporary, or permanent reasonable adjustments, and will often involve a period of vocational rehabilitation following initial resumption back in the workplace; this is to support the employee returning to their substantive duties, and contracted hours of work at a manageable pace, and without detriment to their own, or any other’s health, safety, and wellbeing.
Case law has established the importance of businesses seeking expert Occupational Health advice and guidance when it comes to determining what adjustments may be deemed as reasonable, safe and effective in order to balance the needs of both the employee and employer, and at TJM Occupational Health and Wellbeing, with our wealth of skills and experience, along with professional membership status with the Vocational Rehabilitation Association (VRA), we will work closely with you to ensure that whatever the circumstances, you and your employees are provided with the right advice and guidance that is bespoke to supporting both the needs of the employee and your business.
All we ask is that if you are referring an employee to Occupational Health to seek professional and specialist advice and guidance on any RTW adjustments and recommendations, where possible, you refer the employee to Occupational Health around 4 weeks prior to their return to work. This is to ensure that you have ample time to consider and implement any suggested adjustments or recommendations, and importantly, and where applicable, this will also “set the seed” for the employee to psychologically prepare themselves for their return.
A proactive referral will also ensure that the employee has been provided with a clear agreed structure in readiness for their resumption back into the workplace making the transition back into the workplace much smoother.
