The Do’s & Don’ts of Injury Management
When an employee becomes injured, either work-related or not, it can be a difficult and confusing time for the employee and employer alike. Both parties will be struggling with different issues, the employee with their physical or psychological injury and the employer with handling the workers partial or total absence from the workplace. The situation can also often turn sour if either party feels like they are being mistreated or the situation isn’t being handled appropriately.
It’s no wonder that workplace injury is a minefield to navigate for most employers, as handling both the legal and personal side can be time-consuming and downright confusing, particularly if the business does not have a HR or WH&S resource.
Injury management, when done correctly, should help ease the situation for employer and employee and build better communication between the two, rather than letting the relationship deteriorate. Research shows that one of the deciding factors of employees lodging a common law worker’s compensation claim is when they feel they have been mistreated by the employer.
That’s a situation neither party wants to be in, so we’ve put together a list of do’s and don’ts when managing injuries at work to help you better understand and handle the situation.
Do’s & Don’ts
Do – Know the worker’s compensation and related employment law for your state. This will help you know where both you and the employee stand and will influence the decisions you make moving forward. The amount of administrative work and processes involved in injury situations is also substantial, so knowing the process and how to keep on top of paperwork is important.
Don’t – Leave the injured employee out of the loop. The injured party is already feeling like their life has been disrupted, so don’t make them feel like they are being shut-out from work. Keep them abreast of decisions being made, give them helpful information on how the situation is being handled.
Do – Communicate with the employee, and not just to see when they will return to work. Show genuine concern for their welfare. The employee will feel like you are sympathetic to their situation and more inclined to communicate with you about their recovery process.
Don’t – Think psychological issues are less serious than physical ones. It’s true that psychological issues can be tricky to navigate for employers, but it’s important not to disregard an employee’s emotional well being. As stress-leave becomes more and more common, knowing how to appropriately and sensitively handle the situation is paramount.
Do – Seek advice if you are confused. This is one of the most important tips when managing injury. If you are struggling to understand your legal obligations as an employer or having trouble communicating with your employee, don’t let the situation get any worse. Seek advice or help from an outside party. You may find it saves the relationship with your employee and your business a lot of money.
At HR Business Direction we are able to help you with injury management. Contact us here.
Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au
