Rehabilitation assessment
To ensure timely decisions are made about whether a rehabilitation assessment is required, employers must ensure there is a system in place for the early identification and notification of injury.
When should an assessment take place?
An employer can arrange for an assessment of an injured employee's capability of undertaking a rehabilitation (return to work) program at any time.
The triggers for such an assessment could include:
- any absence, or expected absence, from work for 10 days or more
- the nature or circumstances of the injury (e.g. potentially complex cases, such as a psychological, occupational overuse or soft tissue injury)
- possibility of re-injury at work
- the employee has had a previous injury
- the work environment has contributed to the injury
- the employee has made a written request for an assessment.
Conducting an assessment
A rehabilitation assessment can be performed by an Approved Rehabilitation Provider, medical practitioner or a panel.
It aims to provide information on an employee's capability of undertaking a rehabilitation program, and if appropriate, the services to be provided.
An assessment should include an interview/examination with the injured employee and take into account:
- medical diagnosis and prognosis
- pre-injury duties
- current capacities
- availability of suitable duties
- consideration of workplace issues, and
- any identified or potential barriers to the return to work process.
