Rehabilitation for Non-Work-Related Injury and Illness

Purpose of Workplace Rehabilitation

In addition to providing legislatively mandated rehabilitation and return to work support to staff members affected by work-related injuries or illnesses, UQ acknowledges the advantages of offering similar support to staff affected by non-work related injuries and illnesses.

Rehabilitation and return to work programs assist ill and injured staff to recover at work, enhance job and financial security, restore productivity and job satisfaction and improve overall well-being.

Goal of Workplace Rehabilitation

The primary objective of workplace rehabilitation is to facilitate the staff member's return to their substantive duties.

This may involve a temporary period of reduced work hours or changes to the immediate work environment and/or alternative duties in accordance with medical recommendations. The expectation is that rehabilitation will generally be of a short-term and temporary nature.

In instances where the staff member has been unable to resume their substantive duties within reasonable timeframes, referral to HR may be required in accordance with Medical Conditions Affecting Performance.

What UQ can do

While the University values our staff and can provide rehab support where reasonably achievable and under appropriate medical guidance, it is critical that both the worker and the supervisor develop the return to work plan collaboratively and locally with support from the Ergonomics and Rehabilitation Advisor (Health Safety, and Wellness Division), to ensure UQ policies and procedures are complied with.

EAP support

Physical adjustments

The organisational unit has the discretion to determine the type and duration of reasonable physical adjustments that may be implemented during the staff member's recovery, under appropriate medical guidance and in the context of available resources.

The Ergonomics and Rehabilitation Advisor (Health Safety, and Wellness Division) oversees this type of rehabilitation case management, guided by the treating health professional and in consultation with the organisational area.

More information on available workstation and ergonomic adjustments can be found via Workstation set-up and ergonomics - Current staff - University of Queensland (uq.edu.au)

Temporal adjustments

Task adjustment

This may include situations where the staff member has been medically advised that they are temporarily unable to undertake certain duties within their role during the recovery process.

Temporary adjustments to tasks may be made in consultation with the supervisor where reasonably achievable in the local area, and in accordance with medical guidance.

Staff that may need ongoing or permanent adjustments are advised to refer to Disability Inclusion and Reasonable Adjustment for Staff Procedure

Sick leave

During periods of partial or total incapacity, staff members can utilise available sick leave. Additional paid leave options may be accessible to cover absences after sick leave has been exhausted. If a staff member has no available paid leave and is unfit for work, leave without pay must be recorded in WorkDay to prevent overpayment.

The staff member and supervisor share the responsibility for accurately entering and approving leave.

In instances of prolonged absences (typically exceeding 3 months), the staff member may be entitled to partial or total incapacity payments through their superannuation fund.

The staff member should reach out to askhr@uq.edu.au or their superannuation fund to inquire about these entitlements.