Managing psychological claims is complicated and requires a coordinated program to support the injured worker from when the injury is reported through to their return to work.
The process is varied but in most jurisdictions the basic steps are:
Workers who have incurred a psychological injury at work and are intending to make a compensation claim should provide the employer or any involved party with the information. This should be done early enough to allow an early intervention.
The rehabilitation process is aimed towards returning the workers to functional capacity. Any treatment payments made are reimbursed once the claim lodged has been accepted.
3. Development of an acceptable return to work plan
The return to work process is meant to assist injured workers to get back to work within the shortest possible time. Both the employer and employee should work towards a safe, timely and acceptable return to work program.
4. Consult with the employee and other involved parties
This extends to both the insurer and the relevant government authority.
5. Provision of suitable duties to injured workers
The identification of alternative duties in the workplace can help retain injured employees.
Psychological Injury Process
In all jurisdictions, it is the responsibility of the employer to ensure that employees operate in a safe work environment. Immediately, an employee incurs an injury the employer should institute early medicare care for the employee. The employer should get a certificate of capacity from the employee as well as ensure the register of injuries is filled out. Employers should continually assess the employee situation with the aim of developing an appropriate return to work plan.
At Recovery Partners we offer guidance to employers to help them see to it that the process runs as smoothly as possible as well as minimise psychological claims in the workplace.
If you’re interested, you can make an online enquiry here. Alternatively, our consultants love to have a chat, so give us a call on 1300 OHS RTW (647 789).
Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at www.workcover.nsw.au
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