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Engaged return to work coordinators

Employers can engage a return to work coordinator under an alternative hiring arrangement or on a shared basis to fulfil their return to work obligations.

Employers who wish to outsource this role and engage a return to work coordinator under a work arrangement or contract must ensure:

  • the return to work coordinator has appropriate training, skills and experience
  • workers will not be disadvantaged
  • the workplace is consulted before proceeding
  • there is no conflict of interest for the person being engaged
  • the return to work (RTW) program details the arrangement and is reviewed every two years.

An engaged return to work coordinator is not an employee of the employer but an engaged a return to work coordinator can also include a shared arrangement between two or more employers who engage a person to be a return to work coordinator on a shared basis.

There is no requirement for category two employers to appoint a return to work coordinator, however, should a category two employer engage or share a return to work coordinator, they need to ensure the requirements above are met.

An engaged return to work coordinator must have the appropriate training, skills and experience as outlined in the Guidelines for workplace return to work programs.

The cost of an engaged return to work coordinator is not a claims cost. The employer must pay the cost of engaging a return to work coordinator.

If an employer has updated their RTW program in line with the 2017 guidelines for workplace return to work programs, they do not need to seek approval from SIRA to engage a return to work coordinator for their workplace.

If the employer has not updated their RTW program to comply with the 2017 guidelines they must meet the requirements in the Guidelines for workplace return to work programs published in September 2010 and submit an application to SIRA.

Learn how to submit an application to SIRA to engage a:

Further information