A return-to-work quality control strategy includes specific actions to ensure that the needs of the person concerned are systematically, reliably and effectively met on an ongoing basis.
The strategy should include risk assessment and environmental monitoring to identify changes in the person’s needs, the workplace and the business environment, as well as developments in return-to-work policy and programmes.
A workplace accommodation framework includes a range of return-to-work options, support for the person concerned, effective communication, coordination of resources and cooperation among the relevant stakeholders.
There is compliance with professional and ethical obligations to ensure provision of appropriate services to the person concerned in the most efficient and cost-effective manner to achieve quality outcomes that are compatible with their individual requirements.
A case management system provides support, communication, coordination and cooperation among relevant stakeholders and professional organizations.
Case management usually involves:
The World Health Organization (WHO) defines health as “a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity”. An individualized approach to the return to work addresses psychosocial issues related to factors such as motivation, working conditions and personal circumstances.
Internal and external business units and professionals play important roles in the return-to-work process to support and facilitate the return to work.
Key professionals include the human resources manager, employee representatives, medical and other care and rehabilitation professionals, and other collaborators in the return-to-work field.
To achieve an effective return to work, the return-to-work process begins at the initial stage of an accident, illness or chronic health condition, as soon as is medically feasible.
A proactive reporting strategy facilitates early identification, timely intervention, case management, accommodation, successful return to work and job retention. The management and all relevant stakeholders cooperate in establishing such a strategy.
There is a strategy in place for early identification and timely access to medical and other health-care and vocational services for any person who has an occupational and/or non-occupational condition which affects their ability to work.
In developing and implementing the strategy, cooperation among the management, policy-makers and both internal and external stakeholders is critical to success.
Intervention refers to the act of managing a process in order to modify, impact upon or change the outcome. Research has demonstrated that the longer a person stays off work as a result of an injury or health condition, the lower their chance of ever returning to work. Experience demonstrates that it is easier to keep a job than find a new one.
