- Promoting health and safety
Creating mentally healthy workplaces
- Why is work health important?
- Healthy worker
- Working together: Promoting mental health and wellbeing at work
- Mental Health and Wellbeing - Participating and thriving in our workplaces
- Supporting ability at work
- Supporting health, performance and productivity
- Flexible work
- Building a resilient workforce
- Health Benefits of Work
- Roles and responsibilities
- Duty Holders
- Comcare research program
- Health and safety representatives
- Investing in Experience: Age diversity in the workplace
- Work Health and Safety campaign program
- Education & training
- Creating mentally healthy workplaces
- Preventing harm
- Managing risks in the workplace
- Managing hazards
- Early intervention
- Recovery and return to work
- Recovery and rehabilitation
- Returning to work
- Returning to independence
- Claims and benefits
- Roles and responsibilities - claims
- Can I claim?
- Lodging a claim
- Assessing a claim
- Medical treatment
- Benefits and entitlements
- Frequently asked questions
- Reconsiderations and reviews
- Customer Information System (CIS)
- Our service charter
- Our fraud policy
- Case managers
- Forms & publications
- The scheme
The SRC Act
- Legislative Instruments and Gazettal Notices under the Safety, Rehabilitation and Compensation Act 1988
- Information on 2011 SRC Act amendments
- Information on 2009 SRC Act amendments
- Information on the 2007 SRCOLA Amendments
- SRC Regulations Amendments 1988 to 1999
- SRC Regulations Amendments 2000 to 2009
- SRC Regulations Amendments from 2010
- Overview of the Comcare scheme
- The WHS Act
- The ARC Act
- Authorities we work with
- Premium paying employers
- Our compliance and enforcement activities
- Regulatory guides
- Regulator Performance Framework
- Cost recovery
- The SRC Act
- About us
- Organisational structure
- Comcare 2016-17 Corporate Plan
- Useful links
- Contact us
- Access to information
- Service charter
- Public Interest Disclosures
- Comcare diversity programme
- News & media
- 2016 National WHS Forums
- Comcare National Conference
- Comcare Work Health and Safety Awards
- Rehabilitation Case Manager Forums
- 2016 Comcare Rehabilitation Case Manager Forum - May
- 2016 Chronic Pain: New Understanding, New Paradigm, New Approach
- 2015 Managing psychological injuries in the Comcare scheme
- 2015 Health and Safety Representative Forums
- 2014 Health and Safety Representative Forums
- 2014 National Conference
- 2013 National Conference
- 2014 Preventing psychological injury in changing workplaces forum
- 2013 Rehabilitation Case Manager Forum - May
- 2012 Comcare Asbestos Forum
- 2012 Rehabilitation Case Manager Forums - November
- 2012 National Conference
- 2012 Comcare Work Health and Safety Awards
- 2012 Rehabilitation Case Manager Forums - May
- 2011 National Conference
- Health and Safety Representative Forums Cairns/Townsville
- How to apply
- Temporary employment registers
- Graduate Program
- Indigenous Graduate Program
- What we offer
- Working at Comcare
Comcare and employers use medical certificates to determine an employee's capacity for work and the nature of their injury. A medical certificate is a legal document that needs to be completed accurately, based on the facts given to the medical practitioner. Comprehensive medical certificates lead to more timely determinations of new claims and consequently, a quicker and more effective return to work.
A medical certificate provides important information to all parties and guides determinations about:
- accepting a workers compensation claim
- the type and amount of benefits an employee will be paid
- the development of a rehabilitation program by the employer if required
- approving reasonably necessary medical treatment
- incapacity entitlements.
Why are comprehensive medical certificates important?
Comcare often receives new claims that do not have a medical certificate or a medical certificate with insufficient information. This can slow the determination of the new claim which delays support and compensation for the employee. We know that the earlier employees receive support, the more likely they will return to work, health and independence. A comprehensive medical certificate ensures an employee receives their entitlements and treatment is not delayed.
Comcare has collaborated with other insurers in the ACT to develop a medical certificate that focuses on capacity rather than incapacity.
What information should a medical certificate include?
To ensure that determinations are made in the timeliest way, medical certificates need to include:
- employee's details
- precise diagnosis or description of the condition and symptoms
- cause of the condition
- date of injury
- date the employee first sought treatment for the condition
- details of any pre-existing or contributing factors
- recommended treatment
- fitness for work
- the legally qualified medical practitioner's signature and date.
If the medical certificate attached does not state the diagnosis or description of the condition and does not state the cause of the condition, Comcare will not be able to assess the claim until this is received and will advise employees to obtain this information.
Please note the cause of the condition is not required for psychological injury claims as further medical evidence will be sought.
Modified duties refer to any changes or restrictions that should be applied to an employee's pre-injury activities to allow them to return to work.
If the employee is unable to return to their pre-injury duties but is capable of performing some work tasks, the medical certificate should reflect these capabilities. This will allow the employer to offer the employees suitable duties and support the health benefits of work.
These capabilities can be incorporated into the employees return to work plan and will support them to stay at or return to work safely.
Communication is at the heart of a successful return to work
Employers must consult with employees and their treating healthcare providers to support return to work. All parties bring something to the table: medical expertise and opinion and an understanding of an injured worker's duties. If needed, employers may contact a medical practitioner in their bid to achieve successful return to work outcomes.
If a medical practitioner has not heard from a patient's employer, as the employee's treating healthcare provider, they can call an employer to find out more about the employee's employment and suitable employment options that may be available.
The Rehabilitation Case Manager at the employee's employer is the best person to talk to.