Injury management policy

Policy statement

11 Recruitment is unequivocally committed to ensuring a safe and healthful working environment for all its employees. Acknowledging the paramount importance of proficient injury management, we are devoted to assisting employees who sustain work-related injuries or illnesses. This Injury Management Policy delineates our approach and procedures in supporting our employees through their recovery journey and facilitating their return to work in a timely, safe, and sustainable manner.


Purpose

The purpose of this policy is to:

  • Ensure compliance with the Workers Compensation and Injury Management Act 2023 and relevant state legislation.
  • Promote early intervention and provide support to injured or ill employees.
  • Enable a structured and efficient return-to-work process for employees who are medically fit to resume work, whether in their original role or in an adjusted capacity.
  • Foster a workplace culture that prioritises health, safety, and mutual support.

Scope

This policy is applicable to all employees of 11 Recruitment, including full-time, part-time, temporary, and contract workers. It encompasses all aspects of injury management and the return-to-work process for work-related injuries and illnesses.


Roles & responsibilities

Management

  • Ensure the implementation of and compliance with this policy.
  • Provide support and necessary resources for effective injury management and return-to-work programmes.
  • Maintain confidentiality and respect the privacy of injured or ill employees.

Designated contact person

  • Coordinate the injury management and return-to-work process.
  • Act as a liaison between employees, management, healthcare providers, and insurance representatives.
  • Ensure accurate and timely documentation and reporting of injuries, treatment, and recovery progress.

Employees

  • Report any work-related injury or illness to their supervisor or the designated contact person immediately.
  • Participate actively in their treatment, rehabilitation, and the return-to-work process.
  • Communicate openly with the designated contact person and their healthcare provider about their recovery and any job-related needs or restrictions.

Procedures

  • Immediate response: Employees must report any work-related injury or illness to their supervisor or the designated contact person as soon as possible. Immediate medical attention should be sought if necessary.
  • Injury reporting and documentation: The designated contact person will document the incident and initiate a Workers’ Compensation claim if applicable. All relevant information, including medical reports and work capacity certificates, must be provided.
  • Assessment and planning: The designated contact person, in collaboration with the injured employee, their healthcare provider, and the insurer, will develop an individualised Injury Management Plan. This plan will outline the steps for the employee’s recovery and return to work, considering any necessary workplace adjustments or modifications.
  • Return-to-work programme: Depending on the employee’s medical restrictions, a suitable return-to-work programme will be arranged. This may include modified duties, reduced hours, or alternative tasks that accommodate the employee’s capacity.
  • Monitoring and adjustment: The employee’s progress will be regularly reviewed, and the Injury Management Plan adjusted as needed to reflect their current capacity and medical advice.

Confidentiality

11 Recruitment is committed to protecting the privacy and personal information of all employees. Information related to employees’ injuries, health status, and personal details will be handled with the utmost confidentiality and shared only with authorised personnel and parties involved in the injury management and return-to-work process.


Policy review

This policy will be reviewed annually or as needed to ensure it remains compliant with legislation and reflects best practices in injury management.

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