The return to work after an injury or work-related illness involves numerous challenges for both organizations and employees. The return to work coordinator will play a very important role in a successful and sustainable return to work. But what must the coordinator do in concrete terms to help this happen?
Legend: Recommendation of our expert
Expert advisor:
- Marie-Michelle GOUIN, assistant professor, human resource management, Université de Sherbrooke
Authors:
- Rachèle HÉBERT, research professional, Université de Sherbrooke
France ST-HILAIRE, associate professor, human resource management, Université de Sherbrooke
Marie-Eve MAJOR, associate professor, ergonomics, Faculty of Kinesiology, Université de Sherbrooke
Rébecca LEFEBVRE, research professional, Université de Sherbrooke
Étienne FOUQUET, research assistant, Université de Sherbrooke
This initiative was made possible through a collaboration with the Université de Sherbrooke.
We interpreted the study published in 2017 by Durand and colleagues that was conducted with large organizations in Québec, Canada. These authors had two objectives: 1) to identify coordinators’ tasks and activities during the return to work 2) to examine certain characteristics of organizations or coordinators that influence their return to work practices following an injury or work-related illness.
What do we mean by:
Return to work
An employee is considered as returning to work when they resume work tasks after a disability caused by an injury or an illness. The longer the absence, the more complex the return to work.
Long-term disability
Long-term disability is considered to last beyond the general time period for healing from a health problem: usually more than twelve weeks for musculoskeletal problems and more than six months for a mental health problem.
Return to work coordinator
The role of the return to work coordinator is held by a professional who may occupy various positions within an organization (e.g.: manager or human resource professional, occupational physician or nurse) or externally (e.g.: rehabilitation counsellor for an insurance company). The coordinator
- facilitates the return to work of an employee in a disability situation because of an illness or injury;
- works in collaboration with the different return to work stakeholders (e.g.: employee, manager, insurer, workers’ compensation adviser, health professionals, union and colleagues of the employee).
What do the results of the study tell us?
4 core competencies and targeted actions for a successful and sustainable return to work.
The authors sorted 49 of the return to work coordinator’s tasks and activities into 4 core competencies.
COMPETENCY 1 |
Adapt practices based on the needs and abilities of the absent employee and on the return to work process. |
COMPETENCY 2 |
Engage stakeholders in the workplace and the appropriate external resources during the return to work process. |
COMPETENCY 3 |
Develop practices that conform to laws, regulations, agreements and procedures related to absences and the return to work. |
COMPETENCY 4 |
Review or reflect on your practices and understanding when it comes to absences and health at work, and invite stakeholders from the workplace to do the same. |
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