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Return to work

Wisconsin assigned risk employers

Why return to work is important

Following a work injury, getting the employee back on the job as soon as medically possible is important for several reasons. It helps employees:

Recover more quickly

Feel productive

Keep up routine of working

Maintain relationships

Employers also benefit from an employee’s return to work. Getting a worker back on the job, even in a limited or light-duty capacity, can reduce the likelihood of litigation and help control work comp claim costs, which affect future premiums.

Establish a return-to-work program

As an employer, it’s crucial to establish a return-to-work program and create a policy that communicates your commitment to bringing injured workers back as soon as they’re medically able.

Return to work is one of the only aspects of a workers’ compensation claim that employers can control and that can positively affect the outcome of a claim. Even if the employee can’t return to their regular job due to medical restrictions, you can bring them back to work in a light-duty, modified-duty or transitional role.
 
It’s also helpful to create a list of potential light-duty jobs that you can draw from if the need arises. SFM offers lists by industry to you get started in identifying transitional work.

Tip: To help injured workers better understand what to expect for their recovery and return to work, have them visit the injured workers section of our website and check out the available video.

Frequently asked questions

Returning an injured employee to work as soon as medically possible benefits both the employee and employer. Getting a worker back on the job — even in a limited or light-duty capacity — can reduce the likelihood of litigation and help control work comp claim costs, which affect future premiums. Even if injured employees can’t return to their regular jobs right away, bring them back as soon as possible by providing light-duty/modified-duty tasks. See our Why return to work matters blog post for more information.

Light-duty/transitional work includes tasks that can be provided while the injured employee is on light-duty restrictions. Light-duty options can include pre-injury job functions or different tasks, as long as the duties are within light-duty restrictions. You can create jobs/tasks to accommodate light-duty restrictions, but the work needs to be meaningful and should be temporary.  Create a list of potential light-duty jobs that you can draw from if the need arises. SFM offers lists by industry to help you get started in identifying transitional work.

Yes. Loss history is a factor when calculating your workers’ compensation premium. That means less time away from work can result in a lower premium. Read our Why return to work matters blog post for more details.

There are four basic steps to establishing a return-to-work program: draft your policy, appoint a claims coordinator, select a primary care clinic and identify transitional jobs. For further guidance, see SFM’s sample return-to-work program.

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