Manual of Policies and Procedures

B/7.7 Workplace rehabilitation policy

Contact Officer

Executive Director, Health, Safety and Environment

Approval Date


Approval Authority

Vice-Chancellor and President

Date of Next Review


7.7.1 Policy principles
7.7.2 Rehabilitation process
7.7.3 Conclusion of rehabilitation
7.7.4 Post-rehabilitation phase
Related Documents
Modification History

7.7.1 Policy principles

QUT is committed to providing workplace rehabilitation for staff whose capacity to carry out their duties is affected by a disability, injury or health condition (hereafter referred to as a health condition).

The aim of QUT's workplace rehabilitation process is to assist in the early recovery of any staff member who has a work related or non-work related injury or illness.

QUT supports a flexible approach to workplace rehabilitation to meet the individual needs of the staff member, wherever practicable and operationally reasonable.


7.7.2 Rehabilitation process

Rehabilitation may incorporate a medically recommended suitable duties program. Suitable duties are matched to medical guidance regarding the work capabilities of the staff member and the operational needs of the business unit. Suitable duties are upgraded regularly according to the staff member’s level of recovery and medical advice.

Advice for supervisors about staying connected with ill or injured staff members who have a health condition and assisting their transition to return-to-work can be found in ‘Keeping in touch with staff on extended leave - a guide for managers and supervisors’ which is available on the Health, Safety and Environment webpage in the Digital Workplace (QUT staff access only).

For workplace rehabilitation related to a Worker’s Compensation claim, the process and legislated roles and responsibilities of the various parties are outlined in the Workers' Compensation and Rehabilitation information which is available on the Health, Safety and Environment webpage in the Digital Workplace (QUT staff access only)

For specific guidelines related to safely remaining at work or returning to work following a non-work related health event, see ‘Working with a health condition - a guide for staff and managers’ which is available on the Health, Safety and Environment webpage in the Digital Workplace (QUT staff access only).

The workplace rehabilitation of a staff member will be monitored regularly by the ‘rehabilitation team’. This team comprises the staff member, their supervisor, the treating medical practitioner/s and, when required, the Senior Rehabilitation Coordinator and/or other health professionals.


7.7.3 Conclusion of rehabilitation

QUT anticipates that, in most cases, workplace rehabilitation goals will be achieved within a reasonable and realistic timeframe, typically not longer than three months.

Workplace rehabilitation concludes when the staff member meets any of the following criteria:

  • resumes their substantive duties for the hours to which they were appointed
  • has a Workcover claim that has been finalised by Workcover Queensland
  • transitions to an approved, ongoing ‘reasonable adjustment’ agreement
  • revokes consent for liaison with treating medical practitioner/s
  • fails to work productively with the ‘rehabilitation team’ or fails to comply with recommendations made by the medical, professional and/or management members of the ‘rehabilitation team’
  • is considered to gain minimal or no further benefit from continued workplace rehabilitation.


7.7.4 Post-rehabilitation phase

The post-rehabilitation phase commences when workplace rehabilitation has concluded (B/7.7.3 above).

An independent medical evaluation may be required to endorse the need for reasonable adjustment or to confirm the functional implications of the staff member’s health condition for ongoing performance in their substantive position.

In the event that the staff member is assessed as being unable to return to work in the substantive position (or in a modified position acceptable to all parties), a number of alternative arrangements may be discussed. These include, but are not limited to, the development of a reasonable adjustment plan, variation to appointment, accessing appropriate leave provisions, utilising a superannuation ‘Incapacity Benefit’, or accessing Centrelink. On occasion, termination on medical grounds may occur. See relevant enterprise agreement for professional staff, academic staff or senior staff.


Related Documents

QUT Enterprise Agreement (Academic Staff) (QUT staff access only)

QUT Enterprise Agreement (Professional Staff) (QUT staff access only)

Senior staff employment arrangements (QUT staff access only)

Workplace Rehabilitation (QUT staff access only)

Workers' Compensation (QUT staff access only)


Modification History

Date Sections Source Details


Council Revised policy to reflect approved new department titled Health, Safety and Environment and new appointment of Director, Health, Safety and Environment
11.04.14 All Vice-Chancellor Revised Policy
30.10.09 All Associate Director, HR Health and Safety Advisory Services Periodic review - minor editorial changes only
04.06.07 All Human Resources Director Policy reviewed for accreditation purposes (minor editorial changes only)
10.06.05 All Registrar Policy reviewed (no change required)
24.04.03 B/7.7.1 Associate Director, HR Health and Safety Advisory Services Minor editorial changes
31.01.01 All Human Resources Department Updated
19.03.98 All Registrar Revised policy (endorsed by University Health and Safety Committee 19.2.98).