• Introduction
• Overview of this guide
• Glossary
• Element 1 - Commitment and Corporate Governance
• Executive commitment
• Examples of success
• How can we improve?
• Compliance with the legislation
• Employee consultation
• Integrated and effective system
• Internal and external accountability
• Communication of relevant information to employees
• Control structures to manage risk and ensure continuous improvement
• Continuous improvement
• Element 2 - Planning
• Element 3 - Implementation
• Element 4 - Measurement and Evaluation
• Element 5 - Review and Continuous Improvement
• Action Summary Sheet
• Reference list & resources
• Disclaimer

Why is this important?

A current rehabilitation management system should be in place. The current chief executive or another appropriate person with executive responsibility should authorise the system.

This is a requirement under s. 41(2) of the Safety, Rehabilitation and Compensation Act 1988 (the Act) and the Rehabilitation Guidelines for Employers (the s. 41 guidelines).

When management takes responsibility for workplace safety and returning employees to work after an injury, it helps to cultivate productive working relationships and to build organisational capacity, consistent with the broader APS leadership capability framework.

Not only is the prevention and management of workplace injury part of effective resource management, it also contributes to building a supportive workplace culture in which staff feel valued. This is essential to building shared commitment to workplace safety and durable return to work (RTW) outcomes for individuals.

On a broader scale, an active approach to preventing and managing workplace injury and ensuring employee welfare will help managers attract and retain good staff.

Executive endorsement of a rehabilitation management system signals the organisation’s commitment to supporting injured employees to return to work. It also indicates an employers regard for employee welfare.

Optimal rehabilitation outcomes are achieved when all parties, including the injured employee, have mutual goodwill and confidence in the process. It is important that they know that their wellbeing is considered.