Rehabilitation for Non-Work-Related Injury and Illness

UQ recognises the benefits of workplace rehabilitation to support recovery, restore productivity and job satisfaction, and minimise the human and financial costs of injury/illness. The provision of workplace rehabilitation for non work related injuries and illnesses is supported where possible, with the primary goal of returning a staff member to their substantive duties.  

Rehabilitation planning

In determining what modifications can be supported, consideration is given to the medical advice, benefits to the staff member, impacts on business units and the health and safety of others in the workplace. If it is agreed that workplace rehabilitation can be offered a collaborative approach will be taken in the development, implementation and monitoring of workplace rehabilitation.  

Where a staff member is temporarily unable to complete their substantive duties, a suitable duties plan may be developed to facilitate return to work or continued working. This plan will be developed in accordance with relevant medical guidance and in consultation with the staff member, the supervisor, and other stakeholders as relevant/required.

The expectation is that the rehabilitation and modifications will be of a temporary nature. If a staff member has been unable to resume substantive duties within reasonable timeframes referral to HR may occur in accordance with the Medical Conditions Affecting Performance Procedure.

Personal leave and medical clearance for work 

As per UQ’s Personal/Carer’s Leave Procedure, staff must provide a medical certificate if they take more than three days of personal leave. 

UQ is committed to managing health and safety risks for all employees. While a medical certificate verifies the leave taken, additional information may be required if an injury or health condition impacts, or could impact, workplace health and safety to enable safe return to work. In such cases, a supervisor, in consultation with Workplace Health and Rehabilitation support, may request a medical clearance before the staff member returns to work. The decision to request a medical clearance will be informed by a risk based approach, considering the specific job requirements and the employee’s health condition. 

HR should be contacted for support with leave options and entitlements.  If a staff member is unfit for work and has no personal leave, leave without pay should be entered in Workday to avoid an overpayment.  

When is medical clearance required for work fact sheet

HSW Workplace Rehabilitation Team 

Our team includes an Ergonomics Advisor and Senior Rehabilitation Consultants with experience in management of physical and psychological injuries and illnesses. We work staff, supervisors, local HSW coordinators and HR partners as needed, to support workplace health and provide rehab support across all UQ business units and locations.