Information outlined here is targeted at medical practitioners. Please see Managing Injuries in the Returning to Work channel for more comprehensive information on injury management.
Communication with other parties in the system, such as the employer, insurer and approved vocational rehabilitation providers is of primary importance in the injury management process. Open and ongoing communication will ensure a worker receives appropriate care and an efficient and effective return to work when medically appropriate.
If a return to work program is required, the treating medical practitioner should advise the employer in writing that a return to work program should be established. Return to work programs are required for all injured workers who have partial capacity to return to work, and those who have total capacity but may be unable to return to the position they held immediately prior to the work injury. The employer is not obliged to establish a return to work program until written advice is received from the treating medical practitioner.
If a worker has total capacity to return to work and is returning to their previous position, there is no requirement under the Act for a return to work program. If a worker has partial capacity to return to work, the medical practitioner may specify physical restrictions on the medical certificate, including modified hours, rest breaks and days of work as required. The employer must ensure the return to work program meets these restrictions.
If a First Medical Certificate states an injured worker will be off work for more than three days or cannot return to normal duties, it is good practice for treating medical practitioners to maintain close contact with the employer and the injured worker about injury management and return to work programs. Employers must give the treating medical practitioner a copy of a worker’s return to work program and subsequent changes.
The treating medical practitioner should regularly review the worker and update the employer. If the First Medical Certificate does not say a medical review is to be done within 14 days, the Act allows the employer to refer the worker for review by a medical practitioner of the employer’s choice.
In most cases, the employer and injured worker, with involvement of the treating medical practitioner, can develop and implement return to work programs through cooperation and open communication. However, there may be circumstances when services from an approved vocational rehabilitation provider may assist. This would normally occur when the key parties identify factors that may interfere with their ability to develop a return to work program.
The treating medical practitioner, employer or insurer, on behalf of the employer, can initiate a referral to an approved vocational rehabilitation provider (AVRP). However, to comply with their conditions of approval, the provider must ensure the injured worker, the employer, and the worker's treating medical practitioner all agree to the referral for vocational rehabilitation services. A referral may also be on the worker's First Medical or Progress Medical Certificate.
Employers and treating medical practitioners should be aware that injured workers have the right to choose their approved vocational rehabilitation provider.
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