Returning to work after experiencing health problems is not the same as returning to work after a tropical vacation! Each year, thousands of employees return to work after a prolonged absence. Although organizations want their employees back quickly, this is a critical time when care must be taken to ensure a sustainable return. What are the best practices to achieve this?
Legend : Recommendation of our expert
Expert adviser:
- Marie-José Durand, Centre d’action en prévention et réadaptation de l’incapacité au travail, Université de Sherbrooke, QC, Canada. Holder of the J. Armand Bombardier and Pratt & Whitney Canada Research Chair in Work Rehabilitation
Authors:
- Étienne FOUQUET, research assistant, Université de Sherbrooke
Marie-Élise LABRECQUE, professional researcher, Université de Sherbrooke
This initiative was made possible through a collaboration with the Université de Sherbrooke.
Looking at musculoskeletal disorders and common mental disorders, which are the most common causes of prolonged absences from work, Durand et al. (2014) suggest a six-step return-to-work process involving various stakeholders in the organization. The authors’ discoveries determine that although the causes of these disorders can vary, they all benefit from this process. Furthermore, it appears that more support provided during the return to work translates to more benefits reaped by the organization over the long term!
Defining the concepts
Common mental disorder
The term “common mental disorder” (CMD) is generally used to refer to people suffering from anxiety, depression or an adjustment disorder—the most common disorders in the active population.
Return to work
An employee is considered to be returning to work (RTW) when they resume their duties following an absence from work due to injury or a mental disorder.
Musculoskeletal disorder
Musculoskeletal disorders (MSDs) are defined as pain or other symptoms in the neck, back, or various parts of the upper or lower limbs. They affect tendons, muscles, ligaments, joint tissue or certain nerves and stem from an accumulation of injuries (INSPQ, 2019).
The six return to work (RTW) stakeholders
- Senior management
- Work absence manager
- Manager
- Coworker
- Union representative
- RTW coordinator
The return to work (RTW) coordinator is a person designated by the organization to coordinate all actions related to an employee’s RTW process. This person can be an employee of the organization or from an external company. Ideally, the RTW coordinator should be a neutral party who is not connected to organizational management or union interests. RTW coordination duties can be performed part time or full time, depending on the structure and size of the organization. In France, RTW coordination tasks can be done by family doctors in partnership with social workers. In Canada, human resources advisors are generally the ones who perform these tasks.
Method
Literature review
The RTW process suggested by the authors was developed using an integrative review of the scientific literature on best RTW practices following a CMD or MSD.
What can organization do?
The six RTW steps are summarized here, with a focus on the primary responsibilities of each organizational stakeholder.
1. Time off and recovery period
- After receiving the doctor’s note, be sure to respect the employee’s recovery period and the attending physician’s recommendations;
- Contact the RTW coordinator when the absence starts to inform them of the employee’s situation.
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