When an employee needs to step away from job duties due to a workplace injury, it can leave a gap in the organization that is hard to fill until the employee is ready to return back to work. Not only is it a Workers’ Comp issue, the business is affected, and the employee feels a big impact – physically, mentally, and financially. The best thing that can be done for all involved is support the employee by reducing the time away from work, while also minimizing the chance of reinjury when they return.

Following these three important steps will help employees return to work at their full capacity – as quickly as possible:

1. Comprehensive Return-to-Work Policy

Have a detailed policy that includes the minimal physical requirements and essential functions for each job description. This policy needs to be implemented consistently, while considering each situation on a case-by-case basis. Bringing an employee back before they are ready can result in reinjury or an exacerbation of the problem.

2. Answer the question “What Can the Employee Do?”

Instead of getting stuck in the mindset of focusing on what the employee is unable to do, look for what they can do.  The easiest and most accurate way to find that out is with a high quality Functional Capacity Assessment (FCA/FCE).  Find out what the individual can do, identify if they are giving full effort during their testing – or not, and match their results with the job requirements.

Always remember, the whole body goes back to work – there may be other ways the Employee can accomplish the same work tasks.  If testing determines that they don’t meet all of the job requirements yet, there are often alternative ways the person can be productive.  These can be modifications to the work itself – or can even be acquiring complex robotic-type devices, known as exoskeletons, to be worn by workers.

3. Flexibility for Accommodations at All Stages of Recovery

Work accommodations can be made not only at the end of rehabilitation, but also during rehab – allowing Employees to continue working during recovery. Not only can physical accommodations be helpful, you might also consider a change in schedule or job duties. Offer flexibility, even temporarily, such as telecommuting, modified work duties, or a part-time work schedule.

Don’t overlook the benefit of partnering

Medical professionals such as therapists and athletic trainers make high quality partners with Employers.   A Return to Work FCA/FCE is invaluable to determine the right timing of moving an employee back into the work environment again. Our team at KEY Functional Assessments Network is here to help you maintain the safety and productivity of a workforce. Talk to us today to learn more about the physical, mental and financial benefits you can provide.