Workplace injury and returning to work: managing your business OHS

Managing workplace injury and the return to work of injured staff are key features of a comprehensive occupational health and safety (OH&S) policy.

But what are the requirements for managing workplace injury? And how do you properly manage injured staff back into your workforce?

When injury occurs 

First and foremost, your business is responsible for attending the injured worker and providing transport to medical treatment. The worker must also be given:

• the name of the company's workers compensation insurer
• employer contact details
• if requested, a workers compensation claim form. 

Your first aid facilities must be able to cope with injuries likely to arise at your workplace. In other words, your first aid resources should be purpose-designed for your business. 

Reporting the injury

Joanne Denham, group manager (Newcastle) at Health for Industry, a firm specialising in helping businesses improve workplace health, says the legislation places clear reporting responsibilities on employers.

"The legislation requires early reporting of injuries to the business's insurer," she says. In NSW, that notification must take place within two working days.

According to WorkCover NSW, the insurer must be given: 

• date and description of injury
• details of how the injury occurred
• personal details of the injured worker
• company details of the employer
• contact details of doctor or hospital if the worker is hospitalised, and of the person making the notification.

Further, WorkCover NSW says the insurer must be forwarded:

• a WorkCover medical certificate within seven working days
• certificates, receipts and accounts for medical care or other treatment within seven working days.

Return to work

"From a best practice point of view, returning an injured staff member to work is always a 'work first' strategy," says Joanne.

"The longer a person is off work, the harder it is going to be to get that person back to work. In fact, statistically, if they have been off work for more than three months, their chances of ever getting back to work are less than 50%."

Suitable duties

According to Joanne, employers need to identify 'suitable duties', making sure that the doctor and the returning employee are aware those duties are available.

That can mean the same job but fewer hours, related but different tasks, a new job altogether, some training, or a combination thereof.

Co-ordination

"One of the things employers must do is nominate a return-to-work co-ordinator. That person should undergo a two-day training course offered by an accredited organisation like Health for Industry," Joanne adds.

"The return-to-work co-ordinator must make contact with the doctor to find out what the restrictions for the injured employee are. Getting a rehab provider involved can also help with looking at the work and adjusting it to the suitable duties the doctor has indicated."

Good policy, good practice

Compliant OH&S policies and procedures are essential for the health of your business and staff.

Ask a professional workplace safety consultant to help you build a world-class OH&S system that can manage workplace injury and returns to work.