Increasing the number of injured and/or ill employees who are able to make a sustainable return-to-work (RTW) is an important goal for all organisations; and a workplace policy priority within the public sector. Research shows that improving the supervisor-employee relationship can assist in sustainable RTW. BETA partnered with the (then) Department of Employment to develop behaviourally-informed materials to guide supervisors in their conversations with ill/injured employees during their return to work journey. The materials were tested with the Department of Human Services (DHS) and the Australian Taxation Office (ATO) and supervisors reported they were valuable in assisting them to manage the return to work process. The Returning to work after an illness or injury report, supporting materials and video are now available.
2022 update
In April 2022, BETA updated the suite of resources it developed for supervisors in the APS, in consultation with Comcare. The updates reflect the rehabilitation management arrangements within the Commonwealth Scheme and support the existing guidance for Rehabilitation Case Managers, such as the Rehabilitation Case Manager Handbook, developed by Comcare. The resources may also be useful to support supervisors in other sectors, as they can be tailored to the organisation’s existing case management approach.
For the previous versions of the Return to work resources, please contact BETA.
When you have an employee who is returning to work after an injury or illness, your role as a manager is very important. You'll be your employee’s key support during their return to work process. It may sound daunting if this is your first time helping an employee return to work, but this video will help you understand what's required from you. If you have supervised injured or ill employees in the past, this video will serve as a useful reminder of key tips.
We know you're busy. That's why you'll receive regular reminders and a checklist from your case manager during the five return to work phases. Early contact with your employee will help to set up a positive return. It lets them know their workplace cares about them. If you don't know what to say, we have a conversation guide to help you. During their absence, stay in touch. It will help them stay connected to their work. Find out when they want to talk, and make yourself available. When you have confirmed they are returning, it's time to prepare. A suitable work plan may mean a new way of doing things. Work out what they'd like you to tell the team, and what duties may change.
Remember, your department’s H.R. staff are there to help you if you need assistance developing a work plan, or at any point in the return to work process.
See our guide to stay on track. When they return, it's your job to help your employees settle in, make sure they have meaningful work and keep communication channels open. The first three months are crucial. Keep communicating and revisiting their duties as things change. If they can make it through this period, they're likely to have a stable return.
These are the five phases of the return to work process. See our resources for detailed information, make that call, and speak with H.R. if you need help.
Intervention start and end date
Monday, 11 February 2019 to Friday, 28 June 2019 (TBC)
Ethics approval
Bellberry Limited 2018-11-978, 29/01/19
BETA ethics pre-registration number
BETA ETH 2017 - 003, 10 January 2017
Experimental design
A convergent integrated mixed-methods design – relying on both qualitative and quantitative data, collected simultaneously. Qualitative data will be obtained through interviews and focus groups, and will be integrated with quantitative data from surveys and administrative data collection.
Summary and descriptive statistics will be used to describe the sample. Additionally, a number of bivariate associations will be undertaken, such as cross-tabulating time on leave with satisfaction, or type of injury with satisfaction.
No randomisation will be involved, as the mixed-methods design will contrast a comparison group against the intervention group.
Intervention(s)
A package of behaviourally informed materials will be distributed to managers of employees requiring a return-to-work (RTW) process.
Control condition
This is not a randomised controlled trial so there will be no control group. However, the comparison group for the study will be workers who have been involved in the RTW process prior to the roll out of intervention materials (i.e. those who underwent RTW in 2018).
Outcome(s)
Primary outcomes
- RTW status at trial end date
- Duration of leave from work
Secondary outcomes
- Supervisor’s level of confidence in managing an employee on RTW and their behaviours
- Employee’s rating of helpfulness of supervisor contact
- Perceived level of supervisor support
Expected sample size
80 cases in the treatment group and a similar number in the comparison group.
Registration number
ACTRN12619000166178
Other
- ANZCTR pre-registration
- Su Mon Kyaw-Myint 2019. Supporting supervisors to improve return-to-work outcomes of injured or ill workers. ANZCTR. February 5.