Main Home About Contact
About Contact

Return to WorkĀ Checklist

Facilitating a return to work for an injured or disabled employee requires careful planning and thoughtful support.

This checklist is designed to guide HR professionals through the process, ensuring compliance, fostering inclusion, and creating a supportive environment. From evaluating workplace accommodations and updating policies to coordinating with care providers and maintaining clear communication, this resource helps you navigate each step with confidence.

You donā€™t have to do it aloneā€”weā€™re here to help you create a safe, welcoming, and productive path back to work for your employees.

Below are areas you want to consider as part of your process.

  1. Communication and Coordination:
    • Set up a meeting with the employee to discuss their return, clarify any accommodations needed, and ensure they feel supported.
    • Coordinate with the employeeā€™s healthcare provider to understand any medical restrictions or necessary accommodations.
  2. Workplace Assessment:
    • Conduct a risk assessment to identify workplace hazards that could impact the employeeā€™s recovery.
    • Consider ergonomic adjustments or equipment modifications to support the employeeā€™s health and comfort.
  3. Modified Duties and Schedule:
    • Determine if temporary, modified duties are needed to facilitate the employee's transition back to work.
    • Consider implementing a flexible work schedule if needed, such as reduced hours or telecommuting options.
  4. Training and Support:
    • Provide any necessary training for new tasks or equipment that the employee might need to use upon their return.
    • Assign a mentor or support person to assist the returning employee and address any concerns.
  5. Health and Safety Procedures:
    • Review and update health and safety policies to emphasize the importance of reporting hazards and following safety procedures.
    • Ensure the employee is aware of any changes to safety protocols since their absence.
  6. Regular Check-Ins:
    • Schedule regular follow-up meetings to assess the employee's adaptation and any evolving needs related to their health.
    • Encourage open communication so the employee feels comfortable discussing any concerns.
  7. Mental and Emotional Support:
    • Offer access to counseling services or employee assistance programs to support the employeeā€™s mental and emotional well-being.
    • Promote a supportive work environment through team-building activities and manager engagement.
  8. Documentation:
    • Keep thorough documentation of all communications, accommodations, and changes to the employeeā€™s work duties or schedule.
    • Ensure compliance with all relevant laws and regulations, such as the Americans with Disabilities Act (ADA) in the U.S.
Learn About Our Services