Tips for Developing a Successful Return-to-Work Program

For an employer, return-to-work programs help retain skilled workers, improve productivity, and lower workers’ compensation premiums through lower claim costs—helping the business stay competitive and minimizing workflow disruptions.

November 18, 2025 | Contractor

Each year, more than two million workers experience workplace injuries or illnesses. For small businesses that are already struggling to find qualified employees, lost time due to an injury or illness can be especially challenging. Having a return-to-work program in place helps, ensure employees can return to a light-duty job while they recover from a work-related injury or illness.

Employer benefits include:

Less time and money spent training replacement workers
Maintained consistency in work quality
Positive impact on morale
Lower claims costs

Employee benefits include:

Maintained sense of belonging and friendships
Consistence in life; keeping daily routines in place
Financial peace of mind knowing that they have a secure job
Retention of skills needed to perform job

Here are five tips to consider when developing a return-to-work program.

Spend time crafting thorough job descriptions, sometimes called functional job-demand assessments. If you share these with a physician, they can assess employees based on the exact demands of the role. When that's not feasible, you can compare the employee’s limitations to your job descriptions to help find the best fit.
List non-routine tasks for an injured worker when no suitable position is available, such as office work, inventory checks, cleaning, organizing, audits, or inspections. Ensure tasks are meaningful so the employee feels valued.
When the employee returns, clarify expectations and ensure that medical restrictions are strictly observed. Both the supervisors and the employee are responsible for compliance. You might consider using a transitional duty log to monitor adherence to these restrictions.
If you're unable to accommodate an injured worker's restrictions, other solutions may be available. Reach out to your workers' compensation claim representative for assistance. For instance, Acuity works with non-profit organizations that offer temporary positions to employees. A well-run alternative placement program can provide valuable alternatives to standard light duty options at work.
If you are uncertain whether your light duty offer may conflict with a union regulation, employment law, or ADA requirements, it is advisable to consult with Human Resources or legal counsel prior to proceeding.