Your workers are your company's most valuable resource, and it is your duty as their employer to provide for them in every way possible, both on and off the job. 

However, mishaps can occur, and the efficiency of the well-oiled machine that is your company depends on the health, happiness, and productivity of every single member of the team. So, how can you aid a worker who has been hurt outside of work in getting well and returning to work? Here's where to get started.

Help them get proper compensation

Workers' compensation, including what kinds of injuries and circumstances it will cover, is governed by a separate body in every state. The purpose of workers' compensation insurance is to provide financial support to employees in the event of work-related injuries, both temporary and permanent. If an employee is hurt outside of work but the injury was sustained in the course of their job, the course and scope rule may allow them to collect workers' compensation payments, and you as an employer should secure the maximum settlement for your employees by hiring a good workers' compensation or personal injury lawyer. Also, workers may take up to 12 weeks of unpaid absence under the Family and Medical Absence Act to deal with their own health issues or those of a family member. If your company provides short-term disability insurance, your employee might get a paycheck while they are absent. 

In the event that they have an accident that prohibits them from performing the duties of any job, including the one they were recruited for, they may be eligible for long-term disability benefits. Of course, you should allow them to take as much sick or paid time off as they need so that they may rest and recuperate without worrying about losing income.

Help them get necessary medical care

Due to the high rate of nonfatal injuries in the private sector in the United States, workers must be rapidly trained in the fundamentals of dealing with the most frequent injuries sustained on the job. However, accidents that occur outside of the workplace are a different story, and it's common for company owners to feel helpless in the face of such complexities. 

Even if you don't have the same obligations here, there are still ramifications to think about. The most critical is prompt access to medical attention and treatment for your staff member. The first step is to learn more about the incident, the employee's health insurance, and whether or not a claim has to be filed. 

This is an obligation not just to the hurt worker on your staff but also to the company as a whole. After all, one disabled worker may have a domino effect on your business, lowering production and morale for everyone else. 

Help them make a recovery plan

Whether you've dealt with an injured worker before or not, it's important to remember that every situation is different. Further, no two people will become better at the same rate or in the same manner. That's why it's crucial to have a doctor's note from your staff member detailing the nature of their injury, the length of time it's estimated to take them to recover, and the kinds of tasks they may undertake while they're healing. 

Once you have all this information, you can have a productive conversation with the worker about the best way to ease them back into a normal work routine. Make it apparent that you appreciate them and are willing to adjust to their rate of recovery, and give them a variety of options to choose from. You don't want them to feel pressured into doing tasks that might make their injury worse.

Communicate with them

Recovering after an injury is a group effort. An employee's sooner return to work is associated with their attitude and participation in the workplace throughout their recuperation. Talk to a worker who has been wounded as soon as possible to find out how they are doing and how you can help. They may feel less pressure and more appreciated as a result. 

In the event that your worker has been injured on the job, it is imperative that they get medical attention without delay. If they have not already done so, you should inquire as to the nature of their injury and how they are feeling. You may need to get a copy of the employee's claim form and medical certificate to fully understand the scope of their ailment and the restrictions placed on their work schedule. You may also need their permission to discuss their rehabilitation, alternate tasks, and the possibility of keeping their position available.

Welcome them back to work

An injury or trauma may have far-reaching consequences. While rest is critical for recuperation, so are other factors, including social interaction and a positive outlook. This is why having your employee go back to work is the best thing they can do for their own emotional and physical health.

So, unless a doctor's letter states otherwise, you should encourage your employee to return to work. You may do this by providing access to appropriate workplace resources, consulting with relevant health experts, and developing a comprehensive rehabilitation strategy. 

Adapt the workplace according to their needs

One of the best things you can do for recovering employees is to find work that they can do safely while they are still recovering. It may require some extra time and effort on your behalf, but in the long run, your employee will be grateful for the opportunity to continue contributing to the company while they heal.

Methods by which individuals may work from home or at a different workplace that better suits their requirements should be considered so that they can continue earning a living while they heal. Also, make little adjustments to your working environment and inform your coworkers of how they can assist with an employee’s workload.

There are several factors to think about when planning an employee's safe and successful return to work after an absence due to an injury or sickness that did not occur on the job or that requires a longer recovery time. Since every circumstance is unique, tailoring your response to it is essential. The tips in this article, however, may be used by businesses to help workers recover from injuries that occurred outside of the workplace.