How to Reduce Workers' Comp Costs with a Return-to-Work Program

Did you know that the average company can expect an $8-10 return for every $1 invested in a return-to-work (RTW) program?* Getting employees back to work after an injury can be both complex and time-consuming, but implementing an RTW program can smooth the process and benefit both the company and the employee. By offering injured employees an alternative role when medically feasible, employers can minimize their workers' compensation costs, including their temporary total disability payments. Prolonged claims are a leading reason for the high cost of workers’ compensation claims. The sooner an injured worker returns to modified duty safely, the more likely they are to return to full-duty work.

For employees, effective return-to-work programs greatly enhance the recovery experience, reinforce their connection to the workplace, and reduce the emotional toll of being away from work.

Here are seven steps you can take to implement an effective return-to-work program within your organization:

1. Secure Commitment from Management
   Successful initiatives begin with strong su[pport from leadership. Securing commitment from senior-level leaders and direct supervisors is crucial for your return-to-work program, signaling program prioritization and fostering a culture of accountability and support.

    

2. Appoint a Return-to-Work Coordinator
   Assigning a dedicated RTW coordinator is essential for success. This leader acts as the primary liaison between the injured employee, healthcare providers, and the organization. They also manage the development of appropriate light-duty roles, track recovery, and ensure the consistent application of the program across the company. Their involvement helps prevent miscommunication, promptly address issues, and maintain efficiency and effectiveness.

    

3. Assess Workplace Needs
   Start by identifying light-duty tasks within your organization that injured employees can perform before the need occurs. Examples might include administrative work, inventory management, training, light maintenance tasks, or project support. Having job descriptions on hand to give to physicians can also be helpful.

    

4. Develop Clear Guidelines
   Establish policies and procedures outlining how employees can transition into light-duty roles, how long they can stay in these roles, and the criteria for returning to full-duty work. Ensure these policies adhere to local labor laws and workers' compensation regulations. Make sure to coordinate with medical professionals, too; working closely with healthcare providers to ensure the transitional roles match any medical restrictions is a great way to build a proper program. Regular communication also helps in modifying duties as the employee recovers.

    

5. Communicate with Employees
   Inform employees about the program before it is needed. Let them know its purpose and how it can help them stay engaged with work while recovering. When an injury occurs, discuss the light-duty options with the employee and their healthcare provider. Address any concerns and ensure the employee feels supported.

    

6. Monitor and Adjust the Program
   Schedule regular check-ins with employees to assess their progress and address any challenges they face in their new roles. Be ready to adjust duties or hours based on recovery progress. Flexibility ensures that the program benefits the employee and the organization.

    

7. Measure Success
   Encourage feedback from employees who have participated in the program. Their insights can help improve the process and address any issues. Monitor key indicators such as EMod, dart rate, length of light-duty assignments, employee satisfaction, and how long it takes to return to full-duty roles. This data will help refine your processes and ensure the program meets your employees' needs. It can also help showcase how the program is helping your company mitigate workers’ compensation claims.

Although much focus will be on financially protecting the company, consider the effect on your company culture. Successful return-to-work programs take a holistic approach, honoring the employee’s abilities and worth to the company instead of focusing on saving money. They can help manage workplace injuries and transition employees back to full productivity.

At Acuity, we understand that helping injured employees return to work safely and efficiently is crucial to the success of your business. If you don’t have a return-to-work program, we’re here to help. Our team of experts can work with you to develop a customized plan that meets the unique needs of your business, reduces downtime, and supports your employees in their recovery. Contact us today to learn how we can help you build a strong return-to-work program that benefits your employees and bottom line.

*Washington Business Group on Health