Return to Work for Psychological Injury - Employer Guide
Return-to-work planning and support
Whether someone experiences a physical or psychological injury, work is a critical part of recovery—and a key milestone in recovery from any mental health issue or psychological injury is being able to work. Our specially trained team is here to support you, your worker, and health care provider every step of the way.
When it’s safe, staying connected to work—with the right support—can help the worker heal. If time away is needed, the goal is a safe, early return. Working during recovery does not impact their entitlement to a claim.
When a claim is approved, the case manager and a return-to-work specialist will build a plan around the worker’s needs and abilities. The plan can support staying at work or returning early and safely if the worker has been off. As they recover, the case manager will be the main point of contact. They will check in regularly and adjust the plan as needed—with the worker’s comfort level guiding the pace.
Your role as the employer is to identify suitable work, provide accommodations, maintain a supportive environment, and communicate regularly with the case manager and worker.
The return-to-work plan must have clear goals and timelines to track progress.
Your return-to-work plan may include
- Transitional work and accommodations
- Temporary duties that match current abilities
- Defined break times and pacing
- A gradual increase in hours or responsibilities
- Treatment supports while the worker is at work
- Income-replacement benefits if the worker is off work
If talking about work increases the worker’s anxiety, let the case manager know—we’ll focus on what feels safe today and build from there. The worker’s voice guides every decision.
Create your plan: Find step-by-step guidance on creating a return-to-work plan in your workplace.
Transitional work and accommodations
Transitional work means meaningful tasks a worker can do safely while they recover. Duties will change as abilities change.
Accommodations are agreed-upon changes that help a worker participate safely and comfortably.
Examples of accommodations
- Modified tasks, tools, or workflows
- Flexible or reduced hours, set break times, or shift changes
- A quieter space, fewer interruptions, or remote/hybrid options where possible
- Extra guidance, training, or supervision
You and the worker will choose duties that fit the worker’s abilities, while being supported by the case manager and the health care provider. You will collaborate with the worker to set timeline goals and track progress. At any time during the return-to-work process, talk to the case manager—we can pause, adjust, or find additional supports where and when they are needed.
Ongoing support
Many people recover completely from psychological injuries. However, recovery from this kind of injury is not as straightforward as recovery from a broken arm or other physical injuries.
Some people may need ongoing support to manage symptoms. There may be setbacks where symptoms return. And some people may not return to how they were before their injury. These are all normal experiences.
However, there are strategies and supports to help address symptoms after an injury so the worker can work safely.
Managing triggers and symptoms
Early communication helps prevent symptoms from getting worse and gets support in place sooner. If symptoms return or worsen:
- Ask your worker to tell you as soon as possible when symptoms arise
- Adjust duties, schedule, or other aspects of the workplace to reduce triggers
- Go back to earlier transitional duties or accommodations, if they helped
- Encourage them to contact their health care provider to review and update treatment
- Keep track of what helps (and what doesn’t) so the plan reflects current needs
- Contact a client care navigator any time for guidance and support
We truly understand
With this type of injury, the idea of supporting a worker in continuing to work or returning to work, can feel a bit overwhelming. We are here to help you and your worker do it, one step at a time. With the right support, most people can stay at work or return early and safely. Our team is specially trained and passionate about helping people with psychological injuries.
Manage claims online
With MyAccount, you can securely view claim information and message the case manager.
Workplace psychological safety resources
Explore helpful tools for navigating and preventing workplace psychological injuries.
Connect with support and resources for first responders.
Contact a client care navigator:
1-833-491-8889 or 902-491-8888.
Employer webinar:
Supporting Safe and Timely Return to Work for GPI
Summary:
- Introduces the concept of return to work (RTW) for employees with psychological injuries, highlighting gradual onset psychological injury (GPI) legislation.
- Explains the importance of addressing stress and coping skills, emphasizing resilience training and psychological safety in the workplace.
- Demonstrates that early engagement, supportive supervisors, and proactive communication are critical for successful RTW outcomes.
- Highlights that work disability is influenced more by beliefs, perceptions, and workplace support than solely by medical factors.
- Provides a practical framework for employers to assess functional ability, provide resources, and normalize stress to reduce stigma and improve recovery.
Intended Audience:
- Employers, supervisors, HR professionals, and occupational health teams aiming to support employees with psychological injuries and enhance workplace return-to-work strategies.
Accommodation with mental health conditions
Summary:
- Introduces the upcoming gradual onset psychological injury (GPI) coverage in Nova Scotia and highlights the role of employers in supporting affected workers.
- Explains the importance of accommodation for workers with psychological injuries, including early conversations, individualized plans, and ongoing support to maintain connection to work.
- Describes tools like the Job Demands and Accommodation Planning (JDAP) tool and WCB Return to Work Toolkit to help employers identify practical, tailored accommodations.
- Provides examples of accommodations for psychological injuries, including adjusted hours, micro-breaks, workspace modifications, flexible deadlines, and gradual reintegration.
- Emphasizes the support available from WCB’s Client Care Navigators, Return to Work Specialists, and occupational therapists to assist employers in implementing effective accommodations.
Intended Audience:
- Employers, supervisors, HR practitioners, and disability case managers looking to support employees experiencing gradual onset psychological injuries and ensure successful return-to-work outcomes.