[COIDA COMPLIANCE]
CASE STUDY
Psychosocial Injury & Successful Return‑to‑Work Planning
How structured RTW planning supported a safe, sustainable return after work‑related psychological injury.
Employee Profile
Name: Jordan
Role: Project Coordinator
Industry: Engineering / Technical Services
Tenure: 7 years
Background
Following a major organizational restructuring, workloads increased and communication became inconsistent. Over several months, Jordan experienced escalating symptoms of psychological strain, including anxiety, sleep disruption, emotional exhaustion, and difficulty concentrating. These symptoms went unreported due to fear of stigma and job insecurity. A conflict with a senior manager triggered a panic attack at work, leading Jordan to leave the workplace and seek medical care. A physician diagnosed work-related psychological injury (Adjustment Disorder with Anxiety), and Jordan’s workers’ compensation claim was accepted.
Psychosocial Risk Factors Identified
A workplace assessment revealed several contributing hazards:
• Excessive workload following restructuring
• Role ambiguity and shifting expectations
• Poor communication from leadership
• Interpersonal conflict with a senior manager
• Lack of early intervention despite visible symptoms
These factors collectively contributed to Jordan’s psychological injury.
Treatment & Recovery
Jordan’s healthcare team implemented a structured treatment plan:
• Cognitive-behavioural therapy
• Medication management
• Stress-reduction and coping strategies
• Gradual re-engagement with daily routines
• Regular check-ins with a WCB case manager
After six weeks, Jordan was medically cleared to begin a graded return-to-work (RTW) process.
Return-to-Work Plan
A collaborative RTW meeting was held with HR, the supervisor, with outlined restrictions and limitations . The plan focused on psychological safety, gradual exposure, and clear communication.
The return-to-work plan included:
1. Modified Duties: 4 hours/day to start, administrative tasks only, no client-facing work, and no deadline-driven responsibilities for the first 4 weeks.
2. Environmental Adjustments: Quiet workspace, reduced meeting load, and scheduled breaks to manage symptoms.
3. Managerial Support: Weekly check-ins, written task lists, and a temporary change in reporting structure to avoid conflict triggers.
4. Gradual Increase: Hours increased over 8–12 weeks, aligned with clinical recommendations and symptom monitoring.
5. Safety Measures: Mediation between Jordan and the senior manager, leadership training on respectful communication, and implementation of a workplace mental health policy.
Outcome
Jordan successfully returned to full-time duties over 14 weeks.
Key outcomes included:
• Improved confidence and coping skills
• Strengthened communication between teams
• Reduced interpersonal conflict
• Increased organizational awareness of psychosocial hazards
• Adoption of a formal psychological health & safety program
Key Lessons Learned
For Employers:
• Psychosocial hazards require the same diligence as physical hazards.
• Early intervention prevents escalation and long-term disability.
• RTW plans must be individualized, flexible, and clinically informed.
For Workers:
• Seeking help early improves recovery outcomes.
• Staying connected to work through modified duties supports mental health.
For Organizations:
• Psychological safety is a leadership responsibility.
• Clear communication and supportive supervision are essential.
• A structured RTW plan is a critical tool in restoring function and confidence.
Global key Insight
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Trauma exposure is extremely common: ~70% of people worldwide experience a potentially traumatic event in their lifetime, and 3.9% develop PTSD.
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PTSD contributes to:
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Increased disability
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Higher rates of unemployment
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Comorbid depression, anxiety, and substance use
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Social instability (e.g., homelessness, family disruption) These factors collectively drive large economic losses reference Cambridge University