Good communication and collaboration help support recovery.
By Tanya Colledge
When someone is injured at work, good communication can make all the difference in their recovery.
No one goes to work thinking they’re going to get injured, and for a lot of workers the fear of the unknown—lost wages, job security, and losing their connection to the workplace—can create a lot of stress and anxiety. Your collaboration and communication with your injured worker about the value of recovering at work are important elements in their recovery.
New return-to-work requirements encourage connection
The duty to cooperate is an amendment to the Workers Compensation Act that came into effect January 2024. It created a legal requirement for workers and employers to work together to ensure a safe and timely return to work.
According to the legislation, employers must attempt to contact a worker as soon as possible following an incident at work and throughout the worker’s recovery.
I spoke with Colleen Skinner, a registered nurse and return-to-work specialist at WorkSafeBC about how to have conversations with workers following an injury at work. She reinforced how the quality of communication is more important than how often contacts are made, adding “there’s a misconception that workers can’t talk to their employer until WorkSafeBC is involved,” so it’s necessary to set the stage early, that when a worker gets injured, you are going to reach out and you want to hear from them.
One of the ways to make this easier, is to start discussing your return-to-work program with your team before an injury occurs.
Show compassion to help workers feel more positive about returning to work
It might seem simple, but showing compassion for a worker following a workplace injury can go a long way. “When you first connect with an injured worker, leave work out of it. Ask them how they’re doing, how they’re feeling, and what you can do to support them,” suggests Colleen.
Checking in with the worker on how they’re doing instead of checking up on them is an important element for creating a positive return-to-work experience.
She adds, “Workers want to feel like they’re more than just a number — treating them with compassion can go a long way to fostering trust and respect, which will yield better results when you begin to have conversations about their return to work.”
Empower workers to stay connected to the workplace
It’s important for you to be sensitive, empathetic, and reasonable, but above all, clear about the process and expectations involved.
“Even if a worker has been told what to do after a workplace injury occurs, when it actually happens, they’re likely to forget the details of what they need to do,” says Colleen. “You can ease fears by talking them through the next steps and what they can expect.” She suggests creating a return-to-work plan that outlines timelines, processes, and agreed-upon modified duties that can be shared with other supervisors so that everyone is on the same page.
Studies show if a person can do suitable duties while they recover, it keeps them connected to the workplace and can prevent long-lasting disability. Injuries and disabilities don’t make a person less valuable, adds Colleen. It’s important to remind workers “You are not alone, and you can still add value. Even if you’re not 100%, you can still show up, still work toward your goals, and contribute.”
For workers who aren’t physically able to return to their pre-injury job yet, consider other work-related activities that will help them stay connected to the workplace and their peers such as staff meetings, special events, training, or even coffee with co-workers.
Collaborate with the worker to develop a return-to-work plan
When a worker believes you have their best interest in mind, and they have a say in their recovery plan, they are more likely to collaborate to find suitable solutions. Make sure the worker knows lines of communication are always open, and that this is a two-way street.
“The most successful return-to-work plans happen when employers think outside the box, collaborate with the worker to identify what parts of their current job they think they could do safely, and find ways to make that happen,” says Colleen, adding that an employer is more likely to have modified work offers accepted if the plan is co-created with the worker.
Find out more
See the following WorkSafeBC resources to help support you with your return-to-work responsibilities and requirements:
- Return-to-work information for employers’ home page
- Duty to cooperate and duty to maintain employment employer’s home page
- Modified work offer (template)
- Identifying Worker Capabilities (guide)
- Return-to-work strategies to support workers who experience psychological injuries: A resource for employers (guide)
Stay tuned for more blog posts focusing on return-to-work and learn more about how you can support your injured workers in their safe and timely return to work at worksafebc.com/returntowork.
