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Return To Work

Return To Work

“The employer plays an important role in supporting a worker’s return to work. Having flexibility to implement modified hours or duties can assist in integrating workers back into the workforce following a work-related injury or illness. Data from the 2018 NRTW Survey show that the majority of workplaces (57.4%) offered modified or alternative duties to assist the worker to return to work” (SWA 2018 NRTW Survey – Summary Report, SWA, Canberra (2018).

Depending on the size of your organisation, in most states there is a legislative obligation for employers to comply with having a Rehabilitation and RTW Co-ordinator.  Our national team are accredited RTW Co-ordinators in prerequisite states such as NSW, QLD, SA & VIC.  Steadfast Workplace Risk therefore has the ability to, and currently is, appointed as RTW Co-ordinator for both national and state-based organisations.  In addition, Steadfast Workplace Risk can also work with businesses of any size in an advisory capacity e.g. writing RTW plans.

How can we support your team?

  • Developing and reviewing Injury Management and Rehabilitation policies and procedures followed by updating and training relevant staff
  • Notification of claims as per the legislative requirements
  • Stakeholder contact and case conferencing with treating doctors
  • Developing return to work plans as legislatively required
  • Contact health providers to monitor compliance and updating a workers current capacity for work
  • Reviewing medical certificate compliance
  • Assisting in calculations and following up wage reimbursement entitlements

Depending on the size of your organisation, in most states there is a legislative obligation for employees to comply with having a Rehabilitation and RTW Co-ordinator. Steadfast Workplace Risk has the ability to act nationally as your RTW Co-ordinator.

Services we offer:

  • Developing and reviewing Injury Management and Rehabilitation policies and procedures followed by updating and training relevant staff
  • Notification of claims as per the legislative requirements
  • Stakeholder contact and case conferencing with treating doctors
  • Developing return to work plans as legislatively required
  • Reviewing medical certificate compliance
  • Following up wage reimbursement entitlements