A good company knows how to value employees, treating them as if they are also clients. Training, holidays and medical assistance are some of the benefits employers can provide to prevent high attrition rates. It is also important to implement a good disability management program to ensure employees' well-being and guarantee that they will return to work after an illness.
Real Support Choices lists down the three components of a successful disability management program.
It is the employer’s role to accurately identify the status of a disabled employee. Through early identification, employers are able to minimise the resting period of the employee, allowing him to return to work sooner but in a better state. It quickly identifies the claims needing special handling for early resolution.
Evaluation of Return to Work Needs
A good disability management program can evaluate the different needs of a disabled employee. The evaluation consists of three groups:
Defining an acute episode (flu, cough, fever, etc.)
Defining an acute or progressive disease or injury
Defining a terminal or debilitating disease, such as cancer
Employees in the third group are less likely to return to work.
Return to Work
The primary goal of a disability management program is to help an employee recover and go back to work. Through the help of healthcare providers and a disability management system, employers should determine the appropriate treatment and duration of rest. For example, if an employee has a back injury, active physiotherapy and at least one week of rest are ideal. Employers should also be understanding and supportive of the employee’s comfort and job limitations upon returning to work.
A disability management program is more than helping an employee get well. It likewise supports an employee’s pain, treatment, recovery, and capabilities upon working again. Building a good and effective program might be tedious, but it will make a big difference in your employee’s overall success and morale.