When times are tough, a supportive employer can distinguish itself. If an employee has suffered an accident, whether it’s at the workplace or outside of it, the employer can help to secure a deeper connection and foster a loyalty that can’t be bought with bonuses, pay-rises or other incentives. If the employer is pro-active in offering support, they’ll send a message to the rest of the workforce that everyone is in the same boat – which can help to bolster commitment and productivity across the organisation.
Adapting the workplace
Returning to work after a debilitating injury can be taxing, both physically and emotionally. Anything that can be done to limit the impact and ease the employee in question back into work will be worthwhile. That might mean installing wheelchair ramps, allowing handicap vehicle rentals as travel expenses, or moving the employee’s office to a downstairs location.
Telecommuting
You might have taken the Covid-19 pandemic as an opportunity to acquaint your business with telecommuting – that is, working from home. If an employee has limited opportunity to actually come onto the premises, then working from home makes a great deal of sense.
Offer Sick Pay
Statutory sick pay demands that employees receive 94.25 per week when they’re too ill to work. In almost every case, this should be considered a minimum – the more generous you are with your sick pay while your employee is unable to work, the better able they’ll be to work when they eventually return.
Legal Support
While it’s not the role of the employer to offer legal advice directly, you can keep your employee apprised of their rights, and put them in touch with reputable solicitors. There are a number of misconceptions surrounding personal injury law. Many suppose it to be an expensive and stressful process which necessitates a visit to court – but most solicitors in this area of law operate on a no-win, no-fee basis, which limits the risk to a given employee to almost nil.
Have a Policy in Place
Of course, if an employee suffers an accident, they’ll need support and help promptly. This means that you’ll have to make decisions quickly, which might not always mean that they’re the right ones. You can anticipate the need by composing a policy on employee accidents ahead of time. Put it in writing, and have lower management refer to it when making any decisions relating to employee rehabilitation.
