An efficient return to work strategy allows an injured or disabled employee to remain productive while recovering, preserving their earning power, and increasing the company’s output. There are also intangible benefits, such as improving an employee’s mental health and making them feel valued and other team members’ beliefs that the company appreciates everyone’s work.
Here are some of the critical elements of a return to work program.

1. 1. Support from company leadership
   If you don’t have buy-in and support from the top, nothing will change. Make sure to have a well-defined return-to-work strategy in your organization. Understand what’s causing your current absences? What is the typical amount of time away from work? Make a case for a return to work strategy by bringing in some of this baseline data. The program’s effectiveness depends on the presence of a return to work champion on the senior leadership team.
2. 2. Have a policy and procedure in writing
   When designing a return to work strategy, many factors must be considered, including how it will be implemented, how employees will learn more and interact with HR once they are back on the job, and when they must tell the firm. Nobody will be held accountable until these policies are in place. This is also a critical moment to seek legal advice to ensure that you comply with current corporate regulations and local, state, and federal laws.
3. 3. Create a return to work culture
   Develop clear messaging for employees about what return to work strategy means, getting additional information when needed, contacting a return to work specialist, and other essential benefits. Then, using all applicable media, such as e-newsletters, pamphlets, posters, and meetings, promote this information.
4. 4. Train your team members
   Managers should be educated about the importance of a return to work strategy, why they should support it, how it affects the business, and what it means for them and the returning employee. This training can be incorporated into your onboarding process to ensure that all new workers are aware of it from the start.
5. 5. Establish a return to work coordinator
   This could be a part-time or full-time position, depending on the size of your company. This person will be responsible for defining return-to-work roles, tracking compliance, and determining success in collaboration with multiple department supervisors.
6. 6. Make changes to the duty options
   Managers who argue there is no way to change an employee’s responsibilities are some of the most vehement opponents. All employees should have functional job descriptions that include physical criteria and vital responsibilities when they return to work.
7. 7. Decide on evaluation metrics
   Senior executives appreciate metrics, so if you can benchmark how many people are out and what that translates to in terms of lost time or productivity upfront, you can quickly assess the value of having a return to work strategy. Make your return to work coordinator is responsible for keeping track of this information and sharing it with senior leadership, supervisors, and even team members. This will let everyone understand how important the program is.