Recovery & Returning to Work
A return-to-work assessment and/or plan serves as a valuable tool to support employees who have experienced health or psychological challenges in safely and efficiently resuming productive employment.
Coping with Injuries After a Motor Vehicle Accident
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When an individual takes an extended leave from work due to unforeseen circumstances, a therapist collaborates with designated representatives from short- or long-term disability programs to develop a personalized return-to-work plan.
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Throughout this process, the therapist works closely with the client to address and overcome psychological challenges that may be hindering their ability to re-enter the workforce successfully.
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Return-to-Work Support at Howard & Associates
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At Howard & Associates, our team of experienced therapists works with individuals who are unable to attend work for various reasons. Many of our clients receive short-term or long-term disability benefits, including coverage through WCB.
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We provide support for individuals facing challenges such as anxiety, depression, avoidance behaviors, pain management, brain injuries, and post-traumatic stress disorder (PTSD) resulting from workplace experiences or personal circumstances.
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Our approach involves close collaboration with the client, workplace representatives, and other healthcare professionals to identify and address psychological barriers that may be impacting their return to work. We are committed to guiding you through your healing journey with compassion, understanding, and personalized support.​
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Key Elements of a Return-to-Work Plan
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Return-to-work plans are designed to be temporary and time-limited, with a focus on facilitating a smooth transition back to the workplace. If permanent changes are required, they are considered accommodations rather than transitional measures. A comprehensive return-to-work plan should include the following essential components:
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Employee Objectives:
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Clearly defined goals that are progressively achieved, leading to the full resumption of previous job duties or, if necessary, transitioning to a new role if returning to the former position is not feasible.
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Consideration of the employee’s abilities, functional limitations, and restrictions, with ongoing adjustments based on their progress.
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Responsibilities of Key Stakeholders:
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A detailed outline of the roles and responsibilities of the employee, manager, and co-workers who will provide support throughout the transition process.
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Defined Time Frames:
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Specific timelines for achieving objectives, with clearly stated start and end dates to track progress effectively.
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Expectations and timelines should align with the employee’s capabilities and be flexible to accommodate necessary revisions.
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Medical Appointments:
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Whenever possible, medical appointments should be scheduled in a way that aligns with the return-to-work plan requirements to minimize disruption.
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Return-to-Work Schedule:
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The agreed-upon date of return and the work schedule to be followed during the transition period.
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Addressing Barriers:
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Identification and implementation of measures to overcome potential obstacles, such as specialized equipment or additional training, to support a successful return.​​
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At Howard & Associates, our therapists assist clients in developing a well-structured return-to-work plan that provides a clear framework for successfully transitioning back into the workplace. Our approach focuses on fostering a collaborative and supportive environment by addressing psychological barriers, setting realistic goals, and working closely with clients, their employers, and healthcare professionals.​​​