What does a good return to work plan look like?

By Kay Needle, Early Intervention & Rehabilitation Expert at Generali UK Employee Benefits

Why are we moving towards a 2 to 4 week graded return to work being the “norm”? In our experience, this is leaving some employees feeling their employer is being unsupportive and unreasonable. In some cases, it’s even resulting in absences being much longer than necessary, as it can result in an unhelpful cycle of repeated absence. It’s telling that, for us – as a Group Income Protection provider with Vocational Rehabilitation partners – 6 to 8 weeks tends to be considered more the average.

According to HR attendees at our recent webinar, 2 to 4 weeks represents the guideline for the majority (41%). But with room for manoeuvre according to case-by-case assessment.*

So, if in the main, 2 to 4 weeks is simply a guideline – as opposed to it being set in stone for all – the question is, are all HR and Line Managers aware there is room for personalisation? Do they understand how Occupational Health differs from Vocational Rehabilitation? And do they know what support is available from their existing benefits providers and how to access it?

When is a graded return to work needed?

A graded return to work might be considered if an employee has been absent from work due to sickness or injury, for more than a month or two. Or, if somebody is returning to work following even a short absence, but still recovering and needing more flexibility and support. Or indeed, anyone not actually absent, but working reduced hours because of sickness or injury.

Graded returns to work aren’t always needed, says Alex Freeman, Vocational Rehabilitation Consultant and Owner of Absence Management Solutions.

“It depends on the individual and their role requirements, so doing the groundwork to obtain all this information is important,” she adds. “Early intervention is very collaborative, not only with the employee, but also with HR, to help them understand the rationale for a bespoke return to work plan. Also, the Line Manager, as they’re the ones on the ground, working with that individual and helping ensure the plan is put into action.”

Where did the 2 to 4 week guideline come from?

We don’t know for sure. It could be down to lack of knowledge and understanding of what good return to work support looks like. It might be seen as a ‘fair for all’ solution by some employers. Perhaps they see it as streamlined and efficient. If nothing else, it’s a good message that the organisation supports people. But flexibility is important too and, arguably, a stronger message.

How does Occupational Health differ from Vocational Rehabilitation?

Occupational Health is primarily focused on the prevention of ill-health and accidents through risk assessment and advice to the employer. When it comes to return to work support, when the employee feels ready to return, OH would typically carry out a Fitness for Work assessment.

This is designed to evaluate an employee’s ability to perform their job safely and effectively. The focus is on preventing workplace injuries and illnesses. And the results provide advice to the employer about the employee’s capability to work and any adjustments needed.

Vocational Rehabilitation, on the other hand, provides proactive and personalised support as early as possible in an absence that looks like it could become prolonged.

Alex comments: “A Vocational Rehabilitation assessment isn’t a Fitness for Work assessment. We will cover that aspect, but if they’re not fit at that point, we also look at whether they will be fit in the future. Our emphasis is on functional capacity – what people can do, as opposed to what they can’t do. We consider the whole person – a biopsychosocial approach in other words – factoring in the physical, emotional and social. And, as part of that, we examine both work and non-work barriers to a return.

“We then plan appropriate vocational guidance and support – which could include recommendations for treatment to be considered – and work with the employer and employee to implement the plan. What that support looks like will vary from one individual to another. It could be a return to work plan, or it could be more about coaching; so-called ‘work hardening’ where you’re supporting them to get to the stage of return to work.”

Claire Morris, Clinical & Vocational Case Manager at Form Health, adds: “We take a very holistic approach. It’s not just about the individual’s job role; it’s about the work environment too. It’s about getting up in the morning and getting to work. And it’s about approaching things carefully so that return to work is sustainable. All too often, individuals go back way too soon, then they go backwards. They find it too overwhelming and daunting. This has a knock-on effect on their confidence and their symptoms can increase.”

Claire says that keeping in contact with the individual when they go back to work is key, to assess how things are going and whether anything in the plan needs adjusting.

“Ideally, we need to keep in touch with their Line Manager too, but we don’t always get that opportunity.”

How can existing employee benefits providers help?

If an employer has Group Income Protection (GIP) in place, they should notify the insurer as soon as it looks like an absence has the potential to become longer than four weeks.

The sooner the better for bringing Vocational Rehabilitation expertise – included as part of the GIP proposition – into play. A vast array of early intervention and rehabilitation support is also available via GIP, from Employee Assistance Programmes, Virtual GPs and Second Medical Opinion services, to specialist care pathways with experts in mental health, cancer, cardiovascular, and musculoskeletal.

In short, there’s much more to GIP than salary replacement cover (but, of course, that provides valuable peace of mind too). And the return to work support we provide is entirely aligned with recent recommendations to the UK government’s Get Britain Working review, made by The Health Foundation in Action for healthier working lives.

In this document, they highlight the role of insurers and the value of expanding the use of income protection insurance and the rehabilitation services that come with it, to help fill gaps in employer support. The consensus? It pays, for everyone concerned, to get proactive and personalised.

*To access a free recording of Generali UK’s full 40-min webinar, entitled ‘What does an effective graded return-to-work look like?’ in partnership with Absence Management Solutions and Form Health UK, please email eb.enquiries@generali.co.uk

Disclaimer:
All information contained herein represents the views and opinions of the author as of the date of writing and is provided for general information only. Nothing herein constitutes or is intended to constitute financial or other form of advice and no individual should rely upon the information provided in making a specific investment decision without first seeking independent professional advice.