Key practices for a successful and sustainable return to work

Focus on actions and tasks that conform to good practices for a successful and sustainable return to work.

• Support collaboration between return to work coordinators and the colleagues of the absent employee (a factor overlooked by the study’s coordinators), as well as between the employee and their manager;
• First establish the tasks or actions presented in the results above.

Focus on prior training and the profile for return to work coordinators.

Profile for coordinators who promote the desired return to work practices in an organization:

• knowledge of the health field, especially for understanding medical terms;
• good understanding of the interrelationships between the different systems involved in disability and return to work (work environment, medical system, benefits system and payroll system);
• in-depth knowledge of the reality of the different stakeholders, as well as laws and policies that can affect disability, in order to focus on a sustainable return to work.

The tasks and activities interpreted in this study come from only three of the four key competencies. Why?

• The fourth competency refers to overall workplace health and safety activities (e.g.: stay informed about the subject, implement prevention measures).
• Reviewing your practices and understanding regarding return to work, and inviting stakeholders to do the same, remains essential in promoting a successful and sustainable return to work.

Can communicating quickly with the person who is ill or injured be seen as “pushy”?

• Generally, staying in contact with your absent employee is seen as a form of support.
• However, it is important to consider the context of the absence: it is usually recommended that you respect a certain recovery period, especially when the employee has a mental health problem (e.g.: depression).

How can we identify obstacles to the return to work?

• Obstacles to the return to work can be identified through observations in the workplace or through discussions with the various stakeholders.
• For example, the employee can talk about certain obstacles to the return to work.
• It can also be appropriate to check whether the employee feels they can overcome the obstacles.

In the literature, the “concerted efforts” or “cooperation” of stakeholders are often mentioned as important elements for a successful return to work. Why?

1. the position involved in the return to work;
2. a return to work plan explaining the tasks in which the requirements suit the employee’s abilities throughout the return to work process; and
3. solutions to put in place when problems arise during the return to work process.

How can organizations benefit from a formal procedure overseeing returns to work?

When it is known and acknowledged, such a procedure can promote the return to work by

1. formalizing the process;
2. clarifying the procedures to follow;
3. specifying the roles and responsibilities of the various stakeholders.