Leaving your home and returning safely is an understated blessing! Not everyone is lucky enough to arrive back from an accident in good health. In 2022, about 1 in 5, or 63 million people, sought medical attention for non-fatal preventable injuries. Approximately 4,300,000, or 6.8%, occurred at work, and 17,400,000, or 27.6%, took place in public.
Injuries not only cause physical pain, but they also trigger psychological issues. Wounds sustained from accidents, however, don’t only affect people’s personal lives. They also have an impact on their professional lives.
Injured employees’ absence from work can disrupt the workflow. When it comes to their duties, you can distribute them among other employees. However, supporting the injured worker as an employer goes beyond managing their workload. HR managers play a crucial role in aiding their recovery.
Here, we’ll share a few ways you can support your workers after an accident outside the workplace.
#1 Facilitate Medical and Rehabilitation Support
While you are not a medical professional, you can help employees seek medical and rehabilitation support. This is especially important if your employees reside in rural areas.
About one-fifth of the U.S. population—over 60 million Americans—live in rural areas. These people often have limited access to healthcare. As an HR, you can help them find a healthcare professional or medical center so that they can receive the necessary care and support for their recovery.
You can help them schedule medical appointments or arrange transportation for medical appointments. Forbes, in its recent publication, revealed that 8.3% of households in the U.S. didn’t own a vehicle in 2022. If your employee is among the 8.3% of Americans, you must arrange transportation for them for medical appointments.
Also, help your injured employee find a local physical therapist or specialist to accelerate the recovery process. Facilitating medical and rehabilitation support can help alleviate some of the logistical burdens that can hinder an employee’s recovery.
#2 Help Them File a Lawsuit
If your employee were injured at work, workers’ compensation would help cover the medical and rehabilitation costs and make up for the lost wages. But, since the injury was caused by a third party or occurred outside of work, your employee might need to file a personal injury lawsuit to recover these costs.
Since accidents wreak havoc on physical as well as mental health, you must help your employees navigate this process.
A good example to illustrate the point is the car-pedestrian accident that took place this month in Utica, New York. A vehicle crashed into three pedestrians on the Arterial at Oswego Street. The pedestrians, two children and adults, were injured, so the officers transported them to the hospital. As per the police department, one of the children was in critical condition due to the significant injuries they sustained.
Now, what if one of your employees were involved in such a crash? Navigating the legal maze alone after a pedestrian accident would be overwhelming for them.
As per Russell & Hill, the injuries sustained in pedestrian accidents are severe because victims have almost no protection when they are hit by a car. The recovery process can, therefore, be long. In such a scenario, your support can be invaluable.
You can refer them to reputable legal resources or connect them with attorneys specializing in personal injury cases. You can also help them understand the necessary documentation and how to gather evidence can also be invaluable. This support can help the employee focus on their recovery while ensuring they receive the legal assistance they need.
#3 Offer Flexible Work Arrangements
The impact of accidents on victims is profound. Whether your employee has sustained severe injuries or minor bruises from the accident, they will require some time off from work.
Those with minor injuries might return to work in a week or two. But those with more severe injuries will be advised to rest for a few weeks. There should be a policy that allows for flexible work arrangements for injured employees.
Take, for example, Sam Smith, an English singer-songwriter. The Grammy winner sustained an anterior cruciate ligament or ACL injury while skiing down a dangerous ski run. The singer-songwriter took the non-surgical route and couldn’t walk for a month.
In case any of your employees sustain such an injury, you should allow them the flexibility to work from home. Flexible working arrangements aren’t limited to working remotely. They also include part-time schedules for a gradual return to work, adjusted hours to accommodate medical appointments, and even modified duties to match the employee’s current capabilities.
#4 Provide Access to Mental Health Resources
Accidents—whether it’s by vehicle, falling objects, or slipping and tripping—can take a significant toll on the mental health of the employee.
Raegan Revord, the “Young Sheldon” star, revealed that she experienced panic attacks and PTSD after a car crash. While on their way to work, she, along with her mother, was “t-boned” in a car wreck.
Try to provide your employees access to mental health resources. Offer them information about employee assistance programs (EAPs) that provide counseling and therapy services. Make sure all employees are aware of these resources and how to access them.
Consider partnering with mental health professionals or organizations to offer workshops or support groups that focus on coping with injury-related stress and anxiety.
#5 Plan for a Smooth Return-to-Work Transition
When the employee is ready to return to work, you must plan for a smooth transition.
In the gradual return-to-work plan, you might have to make temporary modifications to their role. If the employee was on leave for a long period of time, consider assigning a mentor to support them during the transition period.
A well-thought-out plan can help injured employees reintegrate into the workplace more comfortably and confidently. Working closely with the injured employee, their healthcare providers, and supervisors can help you develop a plan that accommodates the employee’s current abilities and limitations.
Rounding off, when an employee is away from work due to injuries, it can affect the overall workflow. While other team members can take care of their workload, you must offer your support to them on their road to recovery.
These measures can make a significant difference in their recovery journey, so include them in the company’s policy. Not only will this enhance their well-being, but also contribute to a positive and productive work environment.
Guest writer.
