Why your response to psychological injury matters

Psychological injuries are rising and your response as an employer plays a critical role in the recovery journey. A responsive, compassionate and well-prepared approach can shape outcomes, rebuild trust, and support a safe return to work.

Best practice

Guiding the way: responding to mental injury at work provides 5 steps to support you and your workers.

• Recognise the signs
• Take early action
• Get support
• Plan their return
• Boost workplace wellbeing

Why this is important

Psychological injuries are continuing to increase and have higher claims costs and a reduced return to work rate when compared with physical injuries. This directly impacts employers, who may:

• lose the skills and expertise of experienced workers
• see a negative impact on team culture, morale and productivity
• face increased costs associated with workers’ compensation premiums, recruitment, selection and training.

Recent key trends reported by the workers’ compensation support services include:

• bullying is the leading cause of psychological injuries
• workers lodging psychological claims are less likely to be contacted by their workplace
• women aged 45 to 64 are the primary group accessing support
• workers in the healthcare, education, and public administration sectors are most likely to access the scheme’s support services
• employers are increasingly seeking guidance on:
  • responding to claims
  • reviewing insurer decisions
  • the rehabilitation and return to work process.

Evidence shows that supervisors and employers have a critical impact on RRTW outcomes. When a worker considers their employer’s response to their injury to be fair and constructive, their return to work rate is up to 52% higher.

When you show empathy and connection, it leads to better recovery and return to work outcomes and reduced long term harm. When workers feel heard and supported, they are more likely to engage in their return to work journey with confidence.

What action can I take now?

• Know how to start the conversation – approach with empathy, ask open questions and listen without judgement.
• Ensure support is accessible – make support easy to locate, share resources and encourage workers to use them.
• Plan together – work with the worker, insurer and health providers to co-design a return to work pathway that reflects the workers’ individual goals and needs.

Walk alongside them – follow through and check in, adjust duties as needed, and continue promoting wellbeing.

Toolkit

• There are specific support services available to workers and employers at any point in the claim journey.
  • Workers’ Compensation Information and Advisory Service for Workers
  • Workers’ Psychological Support Service
  • Workers’ Compensation Information and Advisory Service for Employers
• Guiding the Way: Responding to Mental Injury at Work – practical steps for managing mental health at work.
• Workers’ compensation information statements are available to help both workers and employers understand their rights and obligations.
• Stay up-to-date with rehabilitation and return to work news, development opportunities and practical tips on how to support injured workers by subscribing to the Rehabilitation and Return to Work e-bulletin and following the Return to Work Queensland Facebook page.
• Complete a Rehabilitation and return to work coordinator training course, approved by the Workers’ Compensation Regulator.