Embedding workplace support

Overview

Return to work is encouraged as part of recovery and rehabilitation so, in many cases, workers will still be managing the effects of illness or injury at this time. For some, there will be ongoing or permanent effects to manage. Adjustments in the workplace enable people to continue to work and make a positive contribution in the workplace.

Examples of common adjustments can be grouped into three main types:

• Flexible hours and duties might include working shorter days or fewer days per week, having time off for doctor's appointments, getting extra breaks during the day, starting or finishing at different times to avoid rush hour traffic, doing less demanding tasks for a while or trying a different role in the company.
• Physical changes and special equipment could mean getting a parking spot close to the building, working from home some days to reduce travel, making the workspace wheelchair accessible, rearranging the office layout, providing special chairs or computer equipment, offering tools that help with communication or teaching the person ways to manage symptoms like tiredness or concentration problems.
• Extra training and support includes having a job coach or support worker, getting help from a coworker, having a ‘buddy’ trained to help with specific needs like seizures, receiving extra training or mentoring, educating the supervisor and other workers about the person's condition, having regular catch-ups with the manager to plan work, providing support for other team members or getting help from outside rehabilitation experts.¹

Key strategies for success

When workers feel safe and supported, they return sooner and stay longer.² Building a supportive culture at work is critical to ensure a successful return to work and some strategies for employers include:

• treating workers with respect
• encouraging open communication
• avoiding blaming people for injuries
• normalising asking for help or accommodations
• understanding that some workers will need ongoing accommodations at work
• including disability in diversity and inclusion efforts.