- 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 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
- 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
Steps in the return to work process
The supervisor becomes aware of an injury and discusses this with the employee. Make sure steps are taken to prevent further injury.
The supervisor notifies the case manager as early as possible that an employee is injured or ill.
The case manager decides whether an assessment for a return to work (RTW) program is needed (s. 36 assessment). The triggers for such an assessment are listed on the rehabilitation assessment page.
If an assessment is needed, the case manager follows Step 4.
If an assessment is not needed, the case manager initiates RTW planning based on medical advice and in consultation with the employee and supervisor—see Step 5.
The case manager initiates the assessment process:
- refer to a Approved rehabilitation provider (ARP), legally qualified medical practitioner or panel for assessment and complete the Referral for rehabilitation assessment form
- facilitate the completion of a Suitable duties form
- discuss with the doctor what work the injured employee is capable of
- coordinate the RTW process and communicate regularly with all parties.
The case manager decides whether a rehabilitation program (s. 37) is needed to help the employee back to work. If a program is required, a RTW plan is developed to outline the steps, workplace arrangements and/or rehabilitation services to help the injured employee to return to work quickly and safely.
When developing the RTW plan, the case manager may engage an ARP or develop a plan themselves.
The RTW plan is formulated in consultation with the injured employee, treating doctor, supervisors and, if applicable, with the assistance of an ARP. The case manager approves the plan.
Make sure all parties:
- understand what is involved in the RTW plan
- are clear about their respective roles and responsibilities in achieving the plan
- are provided with a copy of the RTW plan.
The case manager, ARP (if applicable) and doctor monitor and review how the RTW plan is being implemented.
The supervisor provides support to implement the program in the workplace and provides feedback to the case manager on how things are going.
If amendments to the plan are needed, make sure a Return to work plan—Amendment form is completed and signed. Make sure all parties are given a copy of the completed form.
When the employee has returned to work the case manager agrees to close the plan and all parties sign the Return to work plan—Closure form. The case manager makes sure all parties are given a copy of the completed form.