Benefits of a return-to-work policy

A return-to-work (RTW) policy is essential for organizations to assist employees returning after an extended absence, like health issues, parental leave or emergencies. The policy's main purpose is to make sure employees return to work safely, efficiently and with the appropriate support. Moreover, it helps the organization follow employment laws, reduces legal risks and limits productivity loss by offering a consistent method to reestablishing employees.

Key benefits of having an RTW policy include reducing staff turnover, lowering workers compensation costs, boosting employee morale and minimizing instances of fraud and abuse.

Elements of a RTW Policy

An RTW policy should include the following:

Eligibility criteria – Clearly outline who can use this policy, specifying whether it applies after medical leave, maternity leave or other extended absences. Also, ensure compliance with local and federal employment laws. For example, in the US, consider the procedures for reasonable accommodations under the Americans with Disabilities Act (ADA) and leave benefits under the Family and Medical Leave Act (FMLA).

Notification procedures – Explain how an employee should notify their intent to return, including any required documentation (such as medical certificates).

Roles and responsibilities – Define the responsibilities of HR, managers and the returning employee in the return-to-work process.

Adjustments and accommodations – Detail possible workplace accommodations or adjustments that can be made for the returning employee. This can include options like flexible work schedules, designated rest areas, adaptable workspaces and the possibility of telecommuting.

It's also important to review the policy annually or whenever there are changes to employment laws or organizational structure. This will ensure the policy remains relevant and compliant with the latest industry standards.

Phased employment

A common issue with RTW policies arises when employees return to work too soon. This can happen when there's a need to fill a gap in the workforce or when there's a misconception that an injury is "minor."

Returning too early significantly increases the risk of re-injury and can prolong the recovery time. Transitional (or phased) employment can be a way to address this issue. Phased employment is a method of gradually reintroducing an employee to their work and workplace. The plan should be tailored to the individual circumstances of the employee and consider their health, job requirements and any reasonable adjustments.

Phased working may involve reduced hours, a lighter workload or temporary alterations to the nature of the work. Employers should prioritize flexibility and the well-being of their employees while considering the possibility of extending the phased return period or making permanent changes to the employee's work pattern.

Sources:
Return-to-work policy template.
Return to Work Programs: Key Benefits & Strategies.
Managing the Challenges of Re-Injury After Returning to Work.
Returning to work after absence - Phased returns.