WorkCover Queensland's Rehabilitation and Return to Work Plan
When a worker has an accepted claim, WorkCover Queensland will work together with the worker, their employer and their treating health provider to develop a rehabilitation and return to work (RRTW) plan.
What is a rehabilitation and return to work plan?
A RRTW plan is a written document. It outlines how we’ll all work together to help the worker recover and get them back to work safely and quickly, and in a way that works for both the worker and the employer.
WorkCover takes a person-centred approach to ensure the plan is unique to the worker and their situation.
What goes into a RRTW plan?
A RRTW plan is based on the worker’s individual needs to ensure their plan is aligned to their own recovery goals. The plan will include rehabilitation and return to work goals, the steps needed to reach these goals and how long it may take to achieve these goals.
The RRTW plan will also consider how the worker is feeling, the tasks they can or can’t do, and any impacts to participating in their usual work.
A RRTW plan may include:
- the worker’s details, including their job title and location, and injury details
- the contact details of the WorkCover claims manager, the rehabilitation and return to work coordinator, the worker’s direct supervisor, treating health provider, and workplace rehabilitation provider (if required)
- the start and finish date of the plan
- expected recovery timeframe
- a worker’s rehabilitation and return to work goals
- any ongoing medical treatment the worker needs
- the ‘stages’ of return to work as recommended by the treating health provider
- the worker’s physical and psychological capacity to perform tasks/duties/hours/days
- strategies and required actions to achieve rehabilitation and return to work objectives
- specific work tasks/duties that should be avoided
- any other changes in the workplace that are required to support a successful return to work
- a date for review of the plan.
Please note: WorkCover is required under the Workers’ Compensation and Rehabilitation Act 2003 to share the Rehabilitation and Return to Work plan. The plan should only contain information that is relevant to the worker’s rehabilitation and return to work.
How WorkCover consults on a RRTW plan
WorkCover will establish a RRTW plan within 10 business days of claim acceptance and will share this via email with the worker, employer and treating health provider within this timeframe to allow for consultation and feedback.
WorkCover can accept feedback and requests for updates on the plan at any time from the worker, employer and treating health provider.
You may receive updated versions of the plan during the course of the claim as things change or evolve.
No, the RRTW plan is different to a suitable duties plan, which is a document that sets out the specific tasks the worker will do at work while they recover. It also includes how long the worker will do these tasks and whether they will change as the worker’s work fitness improves. Learn more about suitable duties.
WorkCover must share the plan with the worker, employer and treating health provider within 10 business days of claim acceptance, but the plan will continue to evolve and change as needed. If you do not provide any feedback, the plan will remain as is until changes are requested. You can request an update or provide feedback on the plan at any time.
We encourage all parties to engage with the planning process to give the worker the best chance at achieving the best possible outcome for their situation.
While WorkCover must share the plan with all parties within 10 business days of claim acceptance, there is no set timeframe for the review of the plan, and we can accept requests for changes or feedback at any time.
Contact your WorkCover claims manager to share your feedback. Their contact details will be on the plan.
As a worker, you need to:
- report concerns, difficulties or increases in symptoms to your treating health provider
- satisfactorily participate in your rehabilitation, as soon as possible after your injury occurs, and for the period you are entitled to compensation
- participate in planning your return to work with your employer
- ensure you understand your obligations.
As an employer/direct supervisor, you need to:
- stay in contact with a worker until they recover and return to regular work activities
- support a worker by providing/facilitating appropriate and meaningful suitable duties where possible in accordance with their skills and abilities
- ensure a worker is treated respectfully while participating in return-to-work activities and provide reasonable reassurance to support them during their return to work
- establish an agreed approach to regularly review progress with a worker (e.g. check-in prior to starting shift and/or at end of shift).
As a rehabilitation and return to work coordinator, you need to:
- facilitate rehabilitation at the workplace by informing management of the RRTW plan
- develop specific suitable duties programs for a worker adhering to medical directions
- liaise with all parties including a worker and WorkCover throughout the RRTW process
- negotiate workplace accommodations as required.
As a treating health provider, you need to:
- consider the health benefits of good work when considering a worker’s capacity for work
- arrange appropriate treatment referrals and to monitor treatment
- provide a workers’ compensation medical certificate to a worker for all periods of total or partial incapacity and treatment
- provide input regarding the RRTW plan and suitable duties programs/other workplace accommodations as requested
- alert WorkCover to any concerns with discharging a worker’s RRTW plan.
Your WorkCover claims manager will:
- develop, lead, monitor, review and update the RRTW plan
- provide progress updates to all stakeholders when relevant or at completion of the plan
- keep all stakeholders advised of any changes to the plan
- ensure a worker and employer understand their obligations and the actions required to support the RRTW plan.
Read more about rehabilitation roles and responsibilities for workers, employers, insurers, and health providers.
No, treating health providers are not required to approve the plan, but they can provide feedback on the plan at any time.
Treating health providers may be able to invoice WorkCover for their contributions to or updates of a RRTW plan, under the Communication item codes of the Supplementary services tables of costs. Contributions may include modifications to the plan according to the injured worker’s individual needs and presentation. Relevant tables of costs item codes are below. See our Fees page for more information and for the latest item codes and fees.
General Practitioners supplementary services table of costs:
- Communication (Items 100160 and 100162)
Specialist supplementary services table of costs:
- Communication (Items 100161 and 100163)