Return to Work
Resources
for Workers

How do I know I’m ready to RTW? 

Knowing when to return to work following a bout of mental ill-health can be challenging. In this section we've provided information about what's involved in planning your return to work so you know what to expect from that process. We explain what sorts of information, advice and support you might find helpful, and some of the people who can support you to get it (such as your doctor, your counsellor, and your partner or family).

Preparing to develop a Return to Work plan  

Your return-to-work plan will be a very important document that outlines the specific arrangements for your return to the workplace after a period of absence due to mental ill-health. We acknowledge that this can be a very vulnerable time for you. We want to ensure that this plan is collaboratively crafted with you and the people you feel comfortable with. These people often include the return-to-work coordinator who you would meet before the plan, your manager, and sometimes your treating medical or allied health professionals that have been supporting you. The aim of the plan is to ensure a smooth and supportive transition back into the workplace environment, with a clear and detailed record of who is responsible for what in making that possible.

Elements of an Effective RTW Plan

A well-structured RTW plan is a written document that: 

• Is clear and detailed.  
• Is flexible and adjustable to your changing needs and the needs of the workplace.  
• Is time specific and outlines how long any adjustments to duties or supports will be in place. 
• Has a clear end-point. 
• Includes contingencies for circumstances where you require ongoing support for a period longer than anticipated. 
• Should be monitored to ensure that tasks, work hours, supports, and resources are available, appropriate, and working to support and meet your needs. 

The person responsible for creating the RTW document is usually your workplace’s return to work co-ordinator. If your workplace does not have a return to work co-ordinator, your supervisor or a member of your organisation's human resource management team will usually create the document. It is a good idea to have your own copy of the plan to reflect upon when needed. 

Implementing and Monitoring the Return to Work plan

Once the plan is agreed, it should be monitored to check and ensure:   

• The agreed-upon accommodations and supports are effectively put in place. 
• The assigned tasks, working hours, and allocated resources align with your health needs. This is important because your health and support needs may change over time, and because it may be necessary to adapt the supports you need to create a better fit with your needs
• Any changes that do need to made to the return to work plan are identified quickly to better fit your changing health needs. 

Who is involved in planning the return to work and developing the RTW plan?   

A RTW plan is usually developed collaboratively with input from you, your healthcare providers, and your manager. If your organisation has a RTW coordinator, wellbeing coordinator or HR team, they may also be involved. If you are receiving worker’s compensation there may also be input from your rehabilitation provider, and your organisation’s injury management team (if you have one).  

There are three main stages to planning a return to work, and developing a RTW plan. Stage 2 and 3 usually occur in a RTW meeting with your manager. Stage 1 occurs before that meeting and focuses on helping you to be able to discuss what you need when you have that meeting

Stage 1: Information gathering. During this stage you are gathering information about your current health, how it affects what you can do, and your current abilities. This helps pinpoint the support you need to successfully return to work. 

Stage 2: Determining RTW Arrangements. In this stage you will be engaging in discussions with your employer, healthcare provider, and HR manager or return to work co-ordinator to determine: 

• what arrangements could be provided to support your return to work?   
• Which arrangements will best support your return to work?   

Stage 3: Implementing, Monitoring, and Adapting RTW Arrangements. In this third stage the arrangements to support your return to work will be put in place. As you return to work, you and your manager can then see how well those arrangements are working, and whether they need to be adapted to better suit your needs and provide better support for you.

This stage includes establishing indicators to measure the effectiveness of the plan and outlining procedures for adapting the plan if needed.

Working Through Stage 1: Gathering Information for your RTW

As you're gathering information, and getting input and advice about your return to work, make sure you give yourself plenty of time and space to do that. Allow yourself time to take in new information, and process what you're learning.

Learning about and from relevant policies, provisions and guidance  

Before your RTW meeting your employer should advise you about any provisions in organisational policies that relate to employee wellbeing, absence and/ or expectations for return to work (eg provisions related to sick leave, time off, other forms of leave, the RTW process in particular).  

These will help you and your manager both be clear about  

• Any expectations they and you are expected to meet  
• Any expectations you should expect the organisation to meet  
• Any limits that might apply to accommodations and supports that can be provided (for example, if there are limits to how much sick leave you can take, and what happens once those limits are reached) 

They will also help you and your manager know  

• Which, if any, aspects of the process are ‘set in stone’ and have to be done certain ways  
• Which aspects have more flexibility, and more scope for negotiation or adaptation    

One of the most important policy documents for you to be aware of, and talk through with your manager, is your organisation’s return to work policy. We've provided in your workbook the information and guidance that a return-to-work policy should ideally provide.

Your current situation and capabilities  

In this part of the return to work planning process, you’re working out with your healthcare provider, manager and others (eg your rehab provider) what you are currently capable of doing. This is the information you’ll need to work out with your employer what sorts of work you can potentially do when you return, and what sorts of support you’ll need. So essentially, in this stage, you’re working out what the success factors would be for you to return to work safely and successfully. 

The two main ways your employer will learn about your current situation are  

1. through documentation provided by your healthcare provider.  For example, if you are on worker’s compensation, your healthcare provider will provide a Capacity to Work document in which they specify  
   • that you are fit for suitable duties   
   • what sorts of duties are and are not suitable
   • the time frame over which this applies  
2. through discussion with you at a return to work meeting.    

Identifying your health support needs

To work out what you are currently capable of, and to prepare to discuss in a return to work meeting, you may find it helpful to work through the "How Is My Mental Health Impacting My Capacity to Deal with Work Demands" questionnaire in your workbook to work out which types of work demands you may need support with, and discuss this with your healthcare provider.

BeyondBlue also provides some useful advice and tools you can use to work out a workplace wellbeing plan for yourself to help you stay well at work. This can include personal warning signs that you might need some support, and coping strategies that you can use.

BeyondBlue | Working with poor mental health

Identifying additional support needs. 

Consider reflecting on workplace challenges that might require attention and support. This includes revisiting any issues or concerns that arose before your leave. Were there interpersonal conflicts or particularly difficult situations? Were there instances that unexpectedly affected you? Being open about these experiences is crucial, as it helps pinpoint ways to support your return. For instance, if you had an unpleasant interaction with your manager before your leave, it might be beneficial to arrange your return with someone else to ensure a smoother transition back to work. 

Getting input and advice from your support people  

Before you discuss your RTW with your manager, you may find it helpful to get input and advice from the people supporting your recovery and who will support your RTW. This will help you feel more supported, and also help you work out  

• what you will need your employer to provide  
• what might be discussed in the RTW meeting  

Input from your healthcare provider

Your healthcare provider - such as your GP or your counsellors- can help you work out

• How your health and treatments may need to be supported by your employer 

• Any side effects from medication that might need to be accommodated. For example, if your medication makes you groggy in the morning, it might be better for you to start work later in the day.

• Treatment-related commitments that might affect your availability for work, such as counselling or rehabilitation appointments.
  
  Any anticipated changes to treatment. For example, you may be going to attend counselling once a week, but that might only be for six weeks. This will also help you work out when your RTW plan might need to be reviewed and changed. 

Input from your family.

We also recommend discussing with your partner, your family or other members of your household what supports they think you might benefit from, and how support arrangements might affect your lifestyle and your household. For example, you might discuss with them:

• Whether your family has noticed changes in you that you may not have. 
• Any input and observations they have to offer about how you're functioning. For example, they might have noticed your energy levels drop in the afternoon, which might mean your RTW plan should focus on you working in the mornings.  
• How your return to work may affect other family commitments, such as
  
  - Whether reduced hours and income will be possible for the family.  
  
  - Whether your work arrangements will impact access to childcare arrangements, access to a vehicle or commuting arrangements. 
  
• If you will be working from home, whether you have got access to a workspace suitable for the work you are doing.  For example, if you will be having confidential meetings with clients or co-workers, is it a space private enough for such conversations?  

Other support you can access

Before you begin planning your RTW, you may find it helpful to clarify your legal entitlements and obligations.  You can do this by consulting with legal services, unions or worker assistance programs. You may also like to review the sections in this topic about the support your employer is legally required to provide for you.

If you are returning to work after receiving worker's compensation (WC), it's also important that you also know about how the requirements of the worker’s compensation system and process may influence how your return to work process is undertaken. For example, there may be specific requirements about who is involved in the planning process, or legal issues that influence how particular planning processes and conversations can occur. You can find out more about worker’s compensation requirements in Topic 2.

Preparing to talk with your employer about RTW.  

Before you consider contacting your employer to discuss a potential RTW, you may find it helpful to develop a plan for the conversation so you can clarify for yourself: 

• The purpose and main points you want to address during the discussion. 
• What specific topics or concerns you wish to bring up. 
• The way you aim to communicate these points. 

For instance, if you're planning to call your supervisor to discuss your return to work, consider jotting down: 

• The intended date for your return to work. 
• Your preferred method or approach for returning to work. 
• When you'd like to meet.

Setting Goals for your RTW 

Returning to work is a gradual process, made up of various small steps that lead to your successful return. Throughout this journey, setting small and attainable goals is crucial. These goals serve to alleviate any concerns you might have about the process. To assist you in this, we've designed a goal-setting worksheet which you will find in your workbook. This resource enables you to pinpoint goals achievable within short, medium, or longer time frames. 

Consider discussing your goals with your doctor, partner, or other clinical supports. Their insights can be invaluable in identifying your goals and strategizing how to accomplish them effectively. 

Keeping Records of RTW Conversations 

To assist you, we've developed a meeting template tailored for your RTW discussions. It's the RTW Meeting Minutes worksheet you'll find in your workbook. This template includes meeting minutes that outline topics for discussion with your supervisor regarding your return to work. It serves as a guide to organise action points before your return and keeps a documented record of what transpired during the meeting. You can reuse these minutes for subsequent meetings, especially if you prefer breaking down discussions into smaller, more manageable sessions. 

Consider whether you'd like a support person present during these meetings. Reflect on: 

• The specific support you anticipate needing. 
• How you'd like them to assist you during the meeting. 

For instance, if you think you might benefit from assistance in understanding and remembering the discussion details, you could ask them to take notes. This approach may help you concentrate on the conversation while providing you with a reference point afterward, if needed. 

You should also know before you have the RTW meeting  

•  Who will be  in the meeting (s);  
• Whether the meeting(s) be recorded, and/ or who will take notes, etc. 

References

Material for this topic adapted from:

Australian Human Rights Commission, 2010. Workers with mental illness: A practical guide for managers. Australian Human Rights Commission;

beyondblue. (2024). Anxiety. https://www.beyondblue.org.au/mental-health/anxiety

beyondblue. (2024). Depression. https://www.beyondblue.org.au/mental-health/depression

beyondblue. (2024). Depression: Signs and symptoms. https://www.beyondblue.org.au/mental-health/depression/signs-and-symptoms

beyondblue. (2024). Mental health. https://www.beyondblue.org.au/mental-health

Kitchener, B. A., Jorm, A. F., & Kelly, C. M. (2017). Mental Health First Aid Manual (4th ed.). Mental Health First Aid Australia.

Return to Work. (2023a). The return to work plan. Retrieved from https://returntowork.workplace-mentalhealth.net.au

Return to Work. (2023b). Return to work: Topics for employees. Retrieved from https://returntowork.workplace-mentalhealth.net.au

Return to Work. (2023c). Return to work discussion template. Retrieved from https://returntowork.workplace-mentalhealth.net.au

Return to Work. (2023d). Return to work: Topics for supervisors. Retrieved from https://returntowork.workplace-mentalhealth.net.au

WorkCover Tasmania, 2024, Information Sheet 016 Preparing Return to Work Plans. WorkCover Tasmania