How to manage return to work after injury
A complete guide to supporting injured workers back to work, including program requirements, suitable duties, and compliance with Australian workers compensation laws. Links to RTW policy templates.
Written by
Georgia Morgan
General information only – not legal advice
This guide provides general information about return to work processes in Australia. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Why return to work matters
Effective return to work programs benefit everyone: workers recover faster when they stay connected to work, employers reduce claim costs and retain experienced staff, and insurers spend less on prolonged claims.
Research shows that workers who return to work early (even on modified duties) have better recovery outcomes than those who stay away until fully recovered. A well-managed RTW process can reduce claim duration by 30-50%.
95%
of physically injured workers return to work within 1 year
50%
of psychologically injured workers return within 1 year
30-50%
reduction in claim duration with early intervention
7 steps to return to work after injury management
Follow this process to support injured workers back to meaningful work.
Establish a return to work program
Create a formal RTW program before injuries occur to ensure you're prepared to support injured workers.
Tips:
- Most states require employers to have a documented RTW program
- Appoint a RTW coordinator (required in most jurisdictions)
- Develop relationships with treating doctors and rehabilitation providers
- Train managers on their RTW responsibilities
Make early contact with the injured worker
Contact the worker within 24-48 hours of the injury to show support and begin planning their return.
Tips:
- Express genuine concern for their wellbeing
- Explain the RTW process and available support
- Don't discuss blame or liability for the injury
- Maintain regular contact throughout their recovery
Obtain medical information
Work with the treating doctor to understand the worker's capacity and restrictions.
Tips:
- Request a Certificate of Capacity (not just a medical certificate)
- Understand work restrictions and recommended duties
- Ask about expected recovery timeframes
- Clarify what tasks the worker CAN do, not just limitations
Identify suitable duties
Find meaningful work that matches the worker's current capacity while they recover.
Tips:
- Review the worker's normal duties against their restrictions
- Identify modified duties or alternative tasks they can perform
- Consider reduced hours, lighter duties, or different roles
- Ensure duties are productive and meaningful - not "make work"
Develop a RTW plan
Create a written plan outlining how the worker will return and progress to full duties.
Tips:
- Include specific duties, hours, and restrictions
- Set clear milestones and review dates
- Get agreement from the worker, doctor, and insurer
- Update the plan as capacity changes
Implement and monitor the plan
Support the worker's return and track progress against the plan.
Tips:
- Brief supervisors and colleagues appropriately (respect privacy)
- Provide any necessary equipment or workplace modifications
- Hold regular check-ins with the worker
- Adjust duties progressively as capacity improves
Document and review
Keep records of all RTW activities and review the program's effectiveness.
Tips:
- Document all meetings, plans, and communications
- Track RTW outcomes (time to return, successful returns)
- Review and update your RTW program regularly
- Learn from each case to improve future management
Manage return to work
RosterElf HR Hub helps you document return-to-work plans and track modified duties. Built for Australian small businesses.
Types of suitable duties
Consider these options when identifying work for an injured employee.
Modified duties
Adjustments to the worker's normal role
- Reduced lifting limits
- Seated work instead of standing
- Shorter shifts
- Avoiding specific tasks
Alternative duties
Different tasks within the same workplace
- Administrative tasks
- Training or mentoring
- Quality checks
- Customer service instead of physical work
Graduated return
Progressive increase in hours and duties
- Start 2-3 days per week
- Begin with 4-hour shifts
- Gradually increase over weeks
- Add duties as capacity improves
Workplace modifications
Changes to the work environment
- Ergonomic equipment
- Rest breaks
- Accessible facilities
- Modified workstation
Important: Suitable duties must be genuinely productive and meaningful. Assigning "make work" tasks that serve no purpose is demoralising for the worker and doesn't support recovery. If you can't identify suitable duties, document why and keep reviewing.
RTW requirements by state
Requirements vary significantly between states. Always check your state regulator.
| State | RTW Program | RTW Coordinator |
|---|---|---|
| NSW | Required within 12 months of becoming employer | Required for larger employers |
| VIC | Required if 20+ workers | Required if 20+ workers |
| QLD | Required for all employers | Required if 30+ workers |
| SA | Required for all employers | Required |
| WA | Best practice recommended | Required for employers with 10+ claims/year |
This is a simplified summary. Requirements may vary based on employer size, industry, and claim history. Check your state regulator for detailed requirements.
Return to work mistakes
These common errors delay recovery and increase claim costs.
Waiting for full recovery
Impact: Longer absences, harder to reintegrate, higher claim costs.
Solution: Start RTW planning immediately. Most workers can do some work during recovery.
Offering "make work" duties
Impact: Demoralising for the worker, doesn't aid recovery, may extend absence.
Solution: Identify genuinely productive duties that match their skills and capacity.
Poor communication
Impact: Worker feels unsupported, may delay return, damages relationship.
Solution: Make early contact, maintain regular check-ins, involve the worker in planning.
Not involving the treating doctor
Impact: Unsuitable duties may worsen injury. Lack of medical clearance.
Solution: Get Certificate of Capacity, discuss duties with the doctor, update as capacity changes.
No documentation
Impact: No evidence of compliance, harder to manage disputes, repeating mistakes.
Solution: Document all steps: contact, plans, reviews, and outcomes.
Related guides
More resources for managing leave and HR processes.
Frequently asked questions
- Requirements vary by state. NSW, QLD, SA, and VIC require formal RTW programs for most employers. Even where not mandated, having a program is best practice and helps meet your duty to provide suitable employment for injured workers. Check your state workers compensation regulator for specific requirements.
- Most states require larger employers to appoint a RTW coordinator. In Victoria, employers with 20+ workers must have a trained coordinator. In Queensland, it's 30+ workers. The coordinator manages the RTW process, liaises with workers and insurers, and supports compliance with requirements.
- Suitable employment is work that: the worker has the capacity to perform, is safe considering their injury, provides meaningful tasks (not "make work"), and ideally relates to their pre-injury role. You must provide suitable employment if it's reasonably available. This is a legal obligation in most states.
- There are significant restrictions on terminating injured workers. Most states have protected periods during which termination is prohibited or restricted. Terminating a worker because of their injury may be unlawful adverse action. Always seek legal advice before considering termination of an injured worker.
Regulatory sources
This guide is aligned with Australian workers compensation regulations.
Streamline your HR processes
Join thousands of Australian businesses using RosterElf to manage HR tasks efficiently. Built for Australian small businesses.