What to do after a workplace injury can be one of the most challenging situations faced by many organizations mainly because this event impacts both the injured worker and the employer. An injury management program is a series of processes put in place by the employer that if implemented properly, will enable workers heal faster and return to work sooner.

Even with an injury management program in place some organizations may not see an improvement in their claims costs and number of lost time injuries, so below are five points to remember to help improve the outcome of your injury management program.

1. Management/Leadership Commitment

Employers should commit to develop and implement a disability management program with the primary goal of rehabilitating workers to the workplace. This initiative counters the feeling of disconnect expressed by some workers following a workplace injury, and supports a culture of safety which helps earn worker trust. A top-down approach to a disability management program demonstrates this commitment in support of a safer and healthier workforce.

2. Early Intervention Practices

Don’t play the ‘waiting game‘. This is refers to when the employer; waits for the injury to occur, waits for the worker to see their doctor, waits to receive information on when the worker can return to work, waits for a decision from the workers compensation board, etc. The early identification of an injury (injury reporting), early intervention practices (provision of effective first aid), and the early offering of modified work, are all essential steps to set the tone for the success of the disability management process, and ultimately reintegrate the worker to the workplace with fewer challenges.

3. Understanding of the Program

When there is lack of understanding of the program mistakes are frequently made, miscommunication increases, and blame sets in, which are all signs of an ineffective program. Shortly after a disability management program is developed it is essential to provide adequate training to communicate the steps of the program to all stakeholders. Assign responsibility, set expectations for each role, and communicate a simplified documentation process so it can be easily understood and followed. Remember the old adage “you get from it what you put into it”, and, “repetition is the mother of learning,” avoid taking short cuts, and communicate this information regularly highlighting the goal and benefits of the program to keep workers engaged.

4. Adequate Light/Modified Duties

A major component of the program is the provision of modified/light work to the injured worker during the rehabilitation period. The provincial regulatory body reviewing these duties will expect modified duties offered to be safe and meaningful, and must be within the workers capabilities to be accepted as suitable.

Keep modified duties current and relevant to worker’s job tasks as much as possible, and the more varied the modified duties inventory the better the chance of finding suitable jobs which falls within the workers medical restrictions.

A physical demands analysis may need to be conducted in some cases to determine the strength categories of the jobs being offered to ensure its suitability. Finally, allow the worker flexibility to switch between modified duties and the ability to self-pace throughout the rehabilitation process.

5. Follow-Up/ Regular Check-In

The emphasis on follow-up or conducting regular check-ins with the returning worker is to monitor the their progress as well as the effectiveness of modified duties provided. This step creates an opportunity to communicate with the returning employee and resolve any challenges they may be facing while adjusting to the return-to-work process. Follow-up is also an opportunity to ensure the prescribed restrictions are carefully followed.

The direct benefits of an effective injury management program are two-fold. First, it shows workers that they are valued by their employer by the commitment to retain healthy and qualified workers following a workplace injury, and secondly it helps reduce claim costs which equip the employer to remain competitive in the industry.