For staffing companies, especially those supporting light industrial environments, employee absences due to injury or illness can quickly impact productivity, client relationships, and workers’ compensation costs. While getting employees back to work safely and efficiently is critical, the return-to-work process can be challenging for injured workers. One of the most important and often underutilized factors in a successful return is the role of the frontline manager or on-site supervisor.
Employees on medical leave often feel disconnected from their job, coworkers, and client site. They may be focused on recovery, unsure about their physical capabilities, or concerned about how they’ll be perceived when they return, particularly if the injury occurred on assignment. When communication from the employer stops, employees may assume they are no longer needed. The longer an employee remains off work, the less likely they are to return at all.
Staying connected without crossing boundaries
Appropriate manager communication during an employee’s leave can significantly improve the likelihood of their return. While some supervisors worry about privacy or compliance issues, simple, supportive check-ins are both appropriate and effective when handled correctly.
Best practices for managers include:
- Waiting a short period after the injury or leave begins before reaching out, then maintaining periodic contact as appropriate.
- Asking how the employee is doing without requesting medical details or diagnoses.
- Reinforcing that the employee is valued and that work will be available once medically cleared.
- Showing genuine concern and support.
- Reminding employees of available resources, such as an Employee Assistance Program (if applicable).
- Keeping the employee informed of relevant updates related to their assignment or worksite.
Return to work is a team effort
A successful return-to-work process requires coordination between the employee, staffing agency, on-site supervisor, HR, medical providers, and often the workers’ compensation carrier or claims administrator. Having a clear, documented return-to-work program helps set expectations and ensures consistency across assignments and client locations.
Whenever possible, staffing agencies should utilize transitional or light-duty assignments that align with medical restrictions. Keeping injured employees working without loss of pay can reduce claim duration, lower costs, and help maintain workforce stability.
The business impact
When return-to-work is handled professionally and compassionately, employees are more likely to return sooner, remain engaged, and continue working for your organization. Poor communication or lack of support can result in extended claims, higher costs, and lost talent. By empowering managers and on-site supervisors to play an active role, staffing agencies can improve claim outcomes while reinforcing a culture of safety, care, and accountability.
For more information on improving your employees’ return-to-work outcomes, contact a Marsh McLennan Agency (MMA) advisor today.
