A work capability assessment can be incredibly helpful to demonstrate what an employee may or may not be capable of, as well as what adjustments may be required to facilitate the return to work, as per the Equality Act 2010. An example of an adjustment could be allowing an employee to sit down, where they feel it is necessary, if their role typically involves a lot of standing.
Vocational therapy can be really valuable at the point of an employee’s return to work, or when they are looking at returning to employment, after a period of time off, due to an injury. A vocational therapist can liaise with an individual’s current employer, on their behalf, to help assess their limitations and capabilities and make their return to work easier.
By accommodating a phased return to work, it often means that an employee will be able to return to a similar, or only slightly adjusted, role to suit their needs, rather than having to find a completely new role, which can be very challenging and daunting. It is often only a short-term arrangement but can make a world of difference for those returning after a long period of absence.
Employees may need flexible working hours or remote-working options when they are being eased back into their job. They may also need modified workloads or reduced working hours during the initial recovery, helping to aid the phase back into that routine. Employers should offer flexibility and understanding for medical appointments, and provide support by being a pair of ears, especially for those who are experiencing psychological injuries.
Particularly in the early stages of a return to work, employees may benefit from the option to take extended or more frequent breaks from work. This can help to alleviate their symptoms or to give themselves time to have a rest.
A typical priority for those who may now have mobility issues or disabilities, due to an incident, is accessible facilities, such as toilets and wheelchair access. Employers should ensure there is wheelchair access by having accessible spaces, either via ramps or lifts. Another way to support them is to give them a parking space closer to their place of work.
Katie Rutter is a chartered legal executive at Patient Claim Line
