Key points

• Supporting employees in their return to work after injury requires flexibility, communication, and a proactive approach tailored to individual needs.

• ACC’s fully funded Return to Work services help New Zealand employers facilitate safe and timely employee reintegration after injury.

• Early return to work, even at reduced capacity, promotes recovery and reduces long-term absence.

• Modified duties and phased workloads can benefit both employers and employees during the recovery period.

• Medical certificates may not always reflect workplace accommodations; employers can coordinate with healthcare providers to explore alternative duties.

• Ongoing discomfort post-return should be addressed with medical support and workload adjustments to prevent setbacks.

• ACC’s Stay at Work service connects employees with Occupational Health Therapists and Physiotherapists to develop tailored return-to-work plans.

• Employers are encouraged to stay connected with absent employees and remain involved in planning their return.

• A supportive, flexible, and collaborative workplace approach enhances recovery outcomes and fosters employee engagement.

• Active+ is a key nationwide provider of ACC’s Stay at Work service, helping coordinate medical support and rehabilitation for a safe return.

Introduction 

Supporting employees in their transition back to work after an injury or illness can be a complex process. Each situation is unique, requiring flexibility and a proactive approach to ensure a smooth reintegration into the workplace. 

Each year, ACC supports nearly 2 million injury claims for New Zealanders. If an employee is injured, they may need assistance returning to work. ACC’s fully funded Return-to-Work services are designed to ensure a safe and effective transition back into employment. Employers can utilise ACC’s direct referral option, making it easier to stay involved and help employees return safely and on time. 

While there is no universal formula for managing return-to-work cases, there are several key steps employers can take to support their staff effectively. Let’s explore some common concerns and best practices to assist employees in their recovery journey. 

Addressing common questions 

My employee has been cleared to return to work but isn’t fully recovered. Should I wait until they are 100% better? 

Encouraging an employee to return to work as soon as they are medically able can aid in their recovery and ease the transition back to full productivity. Under the ACC fully funded Return to Work (RTW) programs, early re-integration and rehabilitation in the workplace are actively encouraged, with a focus on progressive loading of duties. Even if the employee is not yet at full capacity, they may still be able to perform certain tasks within their role. This approach is supported by strong evidence showing that workplace-based rehabilitation can improve recovery outcomes. 

Similar to how an athlete gradually resumes training after an injury, an employee may benefit from a phased return, allowing them to regain their work stamina and confidence over time. 

Won’t it be too expensive to have an employee working at reduced capacity? 

Instead of focusing solely on the costs of accommodating a recovering employee, consider the potential expenses of their absence. This includes the loss of their expertise, disruption to team dynamics, and the costs of temporary replacements. Allowing an employee to perform modified duties while they recover can benefit both the organisation and the individual. 

What if their medical certificate says they are fully unfit for work, but I have alternative tasks available? 

Medical certificates may sometimes be issued without full knowledge of workplace accommodations. If suitable tasks are available, discuss these options with the employee and their healthcare provider. In some cases, a new certificate may be issued to reflect their ability to perform selected duties while they recover. 

An employee has returned to work but is experiencing discomfort again. What should I do? 

It’s not uncommon for returning employees to experience some discomfort as their bodies readjust to workplace demands. Encourage open communication about their symptoms, and if necessary, support them in seeking further medical advice. Consider gradually increasing their workload to prevent setbacks. 

ACC’s Return to Work Services 

For employees returning to their existing roles, ACC’s Stay at Work service provides professional support through an Occupational Health Therapist (like a Physio, Occupational Therapist or Nurse). They work with employers, GPs, and the employee’s healthcare team to create a safe and effective return-to-work plan. Physiotherapists may also be involved to address strength and mobility needs specific to the employee’s job. 

Employers can take advantage of ACC’s direct referral option, ensuring that employees receive the necessary support while remaining actively engaged in their recovery. By working closely with ACC and rehabilitation specialists, employers can help facilitate a seamless return to the workplace. 

Best practices for supporting employees returning to work 

1. Stay connected during their absence – Maintain communication with employees during their recovery to keep them engaged and informed about workplace updates. 
   
   
2. Be aware of and engaged in their return to work plan – The more contact with and information you have from an employee makes it easier to coordinate their return. 
   
   
3. Welcome them back positively – Responding supportively to their return can set the tone for a smooth transition. 
   
   
4. Offer flexible work arrangements – Consider modified duties, adjusted hours, or remote work options where feasible. 
   
   
5. Be open to adjustments – Not all return-to-work plans go as expected. Be willing to adapt based on their needs and recovery progress. 
   
   
6. Encourage employee input – They may have valuable insights into what will help them transition back effectively. 
   
   
7. Seek professional guidance when needed – Vocational rehabilitation consultants can assist with tailored return-to-work strategies. 
   
   
8. Collaborate with medical and rehabilitation teams – Work with healthcare professionals to align workplace duties with the employee’s medical recommendations. 

The Role of Employers in Recovery at Work 

Employers play a crucial role in an injured employee’s successful return. By fostering a supportive environment and working collaboratively with all stakeholders—including the employee, medical professionals, and rehabilitation therapists — you can create conditions that promote recovery and productivity. 

Regular check-ins, adjustments to workload, and open communication are essential in facilitating a successful transition. Using available tools and resources to monitor progress and plan accommodations can further enhance the process. 

A structured return-to-work plan that outlines tasks, responsibilities, and timeframes can ensure clarity and set realistic expectations for both the employer and employee. By prioritising their well-being while maintaining workplace efficiency, you can create a positive experience that benefits everyone involved. 

How Active+ can support an employee’s return to work 

Active+ delivers the Stay at Work service, providing essential support for employees returning to their existing roles – and we’re proudly one of the largest providers across our nationwide network. Through this service, an Occupational Health Therapist works closely with employers, GPs, and the employee’s healthcare team to develop a safe and effective return-to-work plan.  
 
This includes coordinating an appropriate medical certificate to support rehabilitation in the workplace. Additionally, Physiotherapists may be involved in physical rehabilitation, helping employees regain the strength and mobility needed for their job, ensuring a secure and successful return.   

Click here to learn more about our Return To Work service.