Assess your future work capacity < Back

Following some simple guidelines can make the difficult situation of returning to work, a little easier.
  • It is really important to understand at the earliest possible time, whether or not you will have any capacity for work in the future. Often, in the early stages of your injury, it can be very difficult to work out what your long-term capacity for work is going to be. It can also be difficult to assess what commitment your employer will make to assist to any return to work. Talk to your doctors about your long term capacity. Do you have a capacity to enable you to perform your current work? If you can't perform your current work - what kind of restrictions will there be in the work you do? If you have to change the nature of your work- what type of retraining will you need? Only when you have this information can you make meaningful decisions about the future.

  • WorkCover can become very proactive about returning an injured worker to work. Normally the claims manager will send you a list of three occupational rehabilitation providers in order for you to choose one to assist you in returning to work. This contact can often seem premature and somewhat pushy in the stages recovery. This might be based on the assessment of WorkCover's doctors who may have a less sympathetic view about the effect of the injury on you. If it is likely, or even possible, that you will have some capacity for work and future it can be very important to choose a rehabilitation provider and communicate them your willingness to look at return to work options in the future when your doctor considers it appropriate.

  • When specific proposals are put to you about returning to work by your employer or a rehabilitation provider, even if they may seem premature, the best response is to again repeat your desire to return to work as soon as you're able to do so and then request specific details of the return to work they have in mind. It is extremely important never to refuse an offer of rehabilitation or alternative employment outright, as this could be used against you to terminate your WorkCover benefits at a later date. The best approach is to indicate your willingness to consider a proposal after a discussion with your treating doctors about the issue.

  • If you consider that you will have the capacity to return to work, it can often be very useful to be proactive about returning to work. The costs of rehabilitation should be met by the WorkCover Authority. Often, a rehabilitation provider will delay any consideration of looking at alternative employments or training courses. Often, the focus of the rehabilitation consultant is solely on returning you to your former workplace. Often, this may be inappropriate or a short-term fix! It can, therefore, be very useful for you to identify the jobs you think you may be suitable for, and what training courses may be necessary to become skilled for them. Having done this, you can then discuss these options with your rehabilitation provider. You can formally request, preferably in writing, that they approve specific training courses. Remember, WorkCover's response to training courses is likely to be affected by the length and cost of any course. The longer or more expensive the course - the more likely they are to resist it. If you were to identify a reasonable course that you wish to undertake which is then rejected by WorkCover, you are fully entitled to refer the matter to conciliation or resolution of the dispute.

  • If you do return to work make sure that your progress is properly monitored and assessed. This can be done in two ways. If you return to work and are having continued difficulties you should attend your doctor and explain what those difficulties are. This is very important because the doctor's notes will record the fact that you are having difficulty returning to work, which will make it easier to obtain a weekly payment if you are again forced to stop work. If you have difficulties in returning to work either because the return to work program is not appropriate or because your employer is not adhering to the return to work program, you should contact your rehabilitation provider and relay your concerns to them about the situation. Remember to keep a note about the details of your employer's failure to adhere to the program and your discussions with the rehabilitation provider. If necessary, you should ask the rehabilitation provider to contact your doctor or to attend at your workplace to meet with you and your employer to discuss the matter. It is always important to use your rehabilitation provider as a 'buffer' between you and your employer to minimize any friction.

  • If your employer is refusing to provide appropriate work, failing to adhere to a return to work program or in some other way sabotaging your return to work, you can report the employer to a return to work Inspector at WorkSafe. WorkSafe can, in some circumstances, prosecute an employer. Before prosecuting an employer, WorkSafe will attempt to negotiate a resolution of the situation.


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