Return to work
Accommodation planning built on measured capacity rather than a guess, so the supervisor knows on day one what the returning worker can actually do - and the plan holds up with the insurer.
The first conversation decides the length of the claim.
Employers carrying a statutory duty to cooperate in return to work, disability case managers, and any site where modified duty is decided by whoever is on shift.
33% greater
Increase in the probability of being off wage replacement benefits
RRRadj = 1.4, 95% CI 1.03, 1.8
Raised risk of not returning to work when treatment is delayed
What actually happens, in order.
Establish what the job demands
A physical demands description for the role, written from observation of the work rather than from the job posting.
Measure what the worker has
Current capacity, tested rather than estimated, and compared directly against that demands description. The gap between the 2 is the accommodation.
Write the plan with the supervisor in the room
Graduated duties with dated steps, agreed by the worker and the person who runs the floor. A plan the supervisor did not help write is a plan the supervisor does not follow.
Coordinate with the carrier
The same objective capacity data goes to the insurer or board, so the return date is supported by a measurement rather than argued over. With the worker's consent, always.
What an accommodation looks like
The obligation exists whether or not you have a plan.
4 jurisdictions, 4 different mechanisms, one common requirement: cooperate, and be able to show that you did.
Employer and worker both carry a return-to-work co-operation obligation under WSIB operational policy, alongside a re-employment obligation for eligible workers.A614A613
A duty to cooperate in return to work and a duty to maintain employment, both in force since 1 January 2024. Accommodation runs to the point of undue hardship.A615A620A619
An obligation to reinstate employment for workers meeting a service threshold, with defined employer and worker responsibilities in return to work.A621A623
A right to return to work, with the exercise period set by the size of the establishment.A625
- Physical demands description for the role
- Measured capacity compared against those demands
- Dated graduated return plan, agreed with the supervisor
- Documentation the insurer or board can act on, with consent
- We do not adjudicate claims and we do not determine entitlement. We supply the capacity measurement the people who do that rely on.
- Nothing goes to an employer, insurer or board without the worker's written consent, and consent to one recipient is not consent to another.
Start with the measurement, not the invoice.
One site, one shift, one set of numbers. Then we tell you whether this service is the one you need.
