Rehabilitation is defined and deployed in varying ways across organisations according to the resources available. Most HR professionals are accustomed to using simple rehabilitation or return-to-work plans for employees who have been on long-term sickness absence, but they may be less familiar with the notion of vocational rehabilitation.
Although vocational rehabilitation is only used in complex situations that warrant a more formalised approach, it is the basis for much of the published information on rehabilitation, so it is important to understand and distinguish between the situations where different types of rehabilitative action may be required.
Rehabilitation key points
- Occupational inactivity is a matter of increasing concern.
- Work is (with some exceptions) good for health and well-being.
- Rehabilitation is an active process that aims to restore the employee to full functionality and overcome any barriers to success.
- The main principles of rehabilitation are: early intervention, adopting a multi-disciplinary approach, accessing specialist advice where necessary, drawing up a rehabilitation plan, building work up gradually and ensuring regular review.
- Return to work is influenced by multiple factors, not all of which are medical in origin. Organisational interventions may, therefore, be equally as effective as healthcare interventions at achieving a timely return to work for people with some common medical conditions.
- Occupational health practitioners provide specialist advice and expertise on different aspects of rehabilitation.
- Line managers play a vital role in successful rehabilitation and return to work.
- Employers have a legal obligation to make reasonable adjustments for employees with disabilities. Help and support is available via Jobcentre Plus.
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