Published on: January 21, 2026

Returning to work after a workplace injury is a collaborative process that supports worker recovery while maintaining productivity and morale. A successful return involves early communication, empathy, planning, and cooperation among employers and workers.

By Marnie Douglas

When a worker is injured, the focus naturally shifts to recovery. But for many employers, what happens next can feel uncertain and a little daunting.

The good news is that the return-to-work experience can be a positive one for workers and employers. With the right approach, it becomes a practical, supportive, and repeatable process that helps injured workers recover and stay connected, while also maintaining productivity and morale.

WorkSafeBC’s Return to Work Services team helps employers shift their mindset from simply managing an injury to supporting their injured workers. Says Elise Kobylanski, a client services manager on the team, “Most employers want to do right by their workers and help them get back to work; they often just need help understanding what that looks like in practice.”

Start conversations early

Legislation requires that employers and workers get in touch with each other as soon as possible following an incident and stay connected throughout the worker’s recovery. While this communication fulfills legal requirements, it also presents the opportunity to strengthen workplace culture and help workers feel more positive and optimistic about returning to work.

One of the most common questions employers ask after a workplace injury is: “What should I say and when?” The answer is simple: Lead with empathy and reach out to injured workers early and at a reasonable frequency. Checking in shows genuine concern and helps the worker stay connected to their team and to the workplace.

Kobylanski emphasizes empathy and openness. “Ask how they’re doing, listen to what they share, and keep the focus on offering solutions,” she says. “Return-to-work conversations aren’t about adding pressure; they’re about maintaining a collaborative partnership.”

Open communication also helps prevent misunderstandings. Workers who feel they are being heard are more likely to share updates about their recovery and work capacity, which in turn helps employers plan meaningful, safe duties for them.

“We want employers to put themselves in their injured worker’s shoes and show compassion,” notes Kobylanski. “It can be empowering for workers when they understand they’re being asked to do work that adds value to the workplace and is within their capability. Ensuring a worker feels included in the planning process, and that they have a voice in communicating what tasks they feel comfortable doing, helps them to feel respected and a part of the decision.”

Plan for a smooth return

A proactive return-to-work (RTW) program can make all the difference when an injury occurs. Instead of scrambling, employers can follow a clear, established process that outlines who to contact, how to assess suitable work, and what documentation is required. Regularly sharing RTW expectations and available supports during meetings, and building other elements into your health and safety program, can help establish clarity and trust from the outset.

A clear plan helps employers respond calmly and consistently, saving time, reducing costs, and strengthening team confidence. By modelling the change and equipping workers with the knowledge and resources they need early on, companies can ensure smoother transitions for anyone returning after an injury.

Collaborate creatively

Key to RTW planning is identifying safe, suitable duties that align with the worker’s medical restrictions and abilities. This may mean modifying equipment, adjusting hours, or temporarily reassigning tasks.

Employers are encouraged to think creatively. For example, if a worker can’t lift heavy materials, they might temporarily take on a training, administrative, or inspection role. The goal is to keep the worker connected, contributing, and progressing in their recovery.

When both the employer and the worker collaborate on suitable work, it fosters mutual trust. That collaboration is what leads to successful outcomes.

Learn from past successes

Many employers across B.C. already see the benefits of a proactive, people-first approach to return to work. At a Surrey manufacturing company, early outreach and a modified-duty program helped an injured worker return to work within weeks instead of months. In another case, the City of Penticton’s RTW coordinator worked with the worker’s doctor and supervisor to create a phased return plan that supported both healing and productivity.

These stories demonstrate that RTW is more than compliance; it’s about creating a culture where safety, empathy, and accountability go hand in hand.

As Kobylanski puts it: “A thoughtful return-to-work plan helps everyone. Workers feel valued and supported, and employers maintain continuity and morale. It’s a win-win in the workplace.” 

Ultimately, RTW planning is about more than policies or paperwork — it’s about people. Collaboration after injury benefits everyone by keeping workers connected to the workplace during recovery. Being engaged, empathetic, and forward-thinking helps employers meet legal obligations while building stronger, more resilient workplaces.

Find out more

Check out the Managing a Safe Return to Work guide and other resources (guides, videos, templates, and more) available at worksafebc.com/returntowork. WorkSafeBC offers training for supervisors and RTW coordinators at your workplace. For general questions about RTW planning, consultation, and support, contact our Consultation and Education team in Return to Work Services at 1.877.633.6233, or email RTW-CES@worksafebc.com.

This article originally appeared in the Winter 2025 issue of WorkSafe Magazine.

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