Workplace Disability Management

Despite efforts to provide education, tools, and resources, the complexity of leave and absence management continues to confront employers, and present challenges to both those that in-source and those that outsource (DMEC, 2020).

Workplace Disability Management (WPDM) is operationally defined as: return to work (RTW)-related policies and procedures, in which the employer, systematically secure an on-going, timely and pro-active alertness towards the allocation, organization and coordination of resources to the practical management of return-to-work within the workplace.

WPDM is defined as a comprehensive and cohesive employer-based approach to managing complex needs of people with work disability within a given work environment (Shrey 1995; Harder & Scott 2005). The aim of WPDM is successful job maintenance and RTW (Akabas et al 1992).

WPDM may focus on the disablement process (Verbrugge & Jette 1994) in its earliest stages after the work disabling injury or illness has occurred (secondary prevention) (Frank et al. 1996). Suitable WPDM practices can also help people manage complicated, long-term or chronic health problems (tertiary prevention) (Garcy et al. 1996). Both secondary and tertiary approaches to RTW may involve interventions at the individual, organizational or structural level or a combination of these (Labriola 2008; Loisel et al. 2005a). 

In practice having a WPD program in place may clarify the procedures and activities at hand for both employers and employees when an injury or illness occurs. The employee may, when sick-listed, receive information on how the workplace can support the employee in the progress from injury or illness to safe RTW. This would keep the employee from feeling excluded from the workplace and at the same time secure an ongoing evaluation of their situation and initiatives taken. On the other hand employers will have proper procedures and services installed on how to register, and respond to sick-listed employees and monitor initiatives towards RTW. 

WPDM programs provide a collective framework for the complex and sensitive issue of RTW that gives the employer and employee a unique opportunity to structure services in relation to the present health condition and achieve consensus on expectations and the possibilities for suitable accommodation opportunities.

Gensby, U., Lund, T., Kowalski, K., Saidj, M., Jørgensen, A. M. K., Filges, T., ... & Labriola, M. (2012). Workplace disability management programs promoting return to work: a systematic review. Campbell Systematic Reviews, 8(1), i-155.