Return-to-Work

Select the dotted underlined words for a definition.

At any time while an employee is away from the workplace as a result of a health-related situation Footnote 1, they can be certified as medically fit to return-to-work (RTW).

Key Steps

  1. The employee must advise their manager as soon as they anticipate a possible RTW in order to allow sufficient time to prepare the reintegration.
  2. There may be a requirement to obtain medical information that identifies the employee's work capabilities and functional limitations Footnote 2. Please refer to the Obtaining Relevant Medical Information section.
  3. Referring to the medical information obtained and any other relevant additional information Footnote 3 (ex: from insurance provider), the manager and employee will collaboratively develop a Return to Work Plan (RTW) (HRB5050) (PDF, 210 KB) (opens new window) prior to an employee's return-to-work date.
  4. The manager will implement all agreed upon arrangements/accommodations Footnote 4 as identified in the RTW Plan and proactively prepare the employee's return to work. Please see the Return-to-Work Checklist (DOCX, 68 KB).
  5. The employee must advise their manager if they are not able to RTW on the agreed date and time. The employee should provide updated medical information identifying a new RTW date.
  6. The manager must submit a request through the Human Resources Service Centre (HRSC) Web Application confirming that the employee has physically returned to work Footnote 5. If the employee is on an approved gradual return to work program, the manager must include the employee rehabilitation schedule with the request.
  7. The manager should schedule regular meetings to maintain ongoing communication with the employee and to review the progress of the RTW Plan.
  8. Every two weeks, as per the pay period, the manager must approve the employee’s hours of work by filling an Attendance Record (PER2406) (PDF, 181 KB) (opens new window) and sending it to the Human Resources Service Centre (HRSC) by submitting a request through the (HRSC) Web Application.

Best Practice

It is recommended that the manager and employee agree on a meeting schedule to regularly discuss and review the progress of the RTW Plan. This should be done for the duration of the RTW Plan.

Once the employee resumes regular work hours, the manager and employee should continue reviewing the situation in order to quickly respond if further support is needed. The manager and employee should agree on a relevant period of time to pursue follow-ups.

In establishing the RTW Plan, other partners such as the employee’s union representative, can collaborate in the initial and on-going discussions and meetings.

If relevant, the employee may share the RTW Plan with their treating physician and where applicable, the insurance provider.

Managers and employees may refer to the Recommended Practices section.