Frequently asked questions

EarlyCare

EarlyCare injury management involves identifying and managing individual, organisational and system-related psychosocial factors from day one to reduce recovery times and improve return-to-work rates. This proactive approach ensures employees receive prompt, evidence-based care, enhancing their recovery and well-being.
Our EarlyCare injury management services include comprehensive worker assessments, medical concierge, attendance at medical case conferences, injury management planning, communication and reporting. These services are designed to support the injured worker’s recovery and ensure a smooth return to work.
EarlyCare injury management is designed to address a wide range of health issues, including both physical injuries and mental health concerns. It encompasses holistic support to manage biopsychosocial factors that may impact an employee's ability to work effectively.

Workplace Rehabilitation

A workplace rehabilitation provider (WRP) can assist the employer and injured worker if there are problems with the return-to-work process. A WRP is an organisation which provides expert services from health professionals who have expertise in addressing the physical, psychological and/or workplace barriers that may prevent an injured worker returning to work.
WRPs are approved by WorkCover WA, and their staff have the appropriate qualifications and experience to provide services based on the assessed need of the worker and the workplace.
All Working Life Injury Management Consultants are Exercise Physiologists, Occupational Therapists, Physiotherapists, Psychologists, Registered Nurses and Rehabilitation Counsellors who are accredited to meet WorkCover Workplace Rehabilitation Provider requirements. Our mature and robust allied health team have real world industry relationships and an average of 10 years industry experience.
Combined with our expansive services, Working Life are uniquely positioned to provide a range of supports to assist individuals and workplaces to return to work effectively and efficiently. In addition, Working Life have a network of service and medical providers, like minded in their view to provide outstanding support and service to clients.

Injury Prevention

Work Health and Safety laws require employers to identify hazards and manage risks. Injury prevention involves implementing proactive measures to minimise the risk of workplace incidents. It's crucial for businesses to maintain their WHS legislative requirements by maintaining a safe working environment. By identifying and addressing potential hazards, businesses can mitigate risks and create a safer workplace for their employees.
Compliance with occupational health and safety regulations is essential for businesses to avoid penalties and look after the well-being of their employees. Injury prevention measures demonstrate a commitment to workplace safety, ensuring businesses meet regulatory requirements and uphold their duty of care towards employees.

Employee Assistance Program

An EAP is a confidential counselling service paid for by employers so that employees and their immediate family members can access support regarding work and non-work issues.
The Employee Assistance Program (EAP) offers a wide range of services designed to support employees' mental and emotional well-being. In addition to supporting employees, we will support their families, managers and the workplace as well. The goal is to help employees effectively navigate personal and professional challenges.
Employee Assist within an EAP supports individual workers and their family members with personal issues such as stress, depression, anxiety, addiction, relationship difficulties and lifestyle management. It also addresses workplace stressors like bullying, harassment and career transitions. Qualified psychologists assist in understanding and managing these challenges effectively.
Yes, the Employee Assistance Program (EAP) is entirely confidential. Privacy is a top priority, and all interactions with EAP psychologists are kept strictly confidential. Employers will not be informed about an employee's use of the EAP services.

Critical Incident Response

A critical incident is a sudden and/or unexpected event (or series of events) that has the potential to significantly impact an individual or group’s physical, emotional or psychological well-being. Prompt, professional support from a critical incident response team assists all those involved in the recovery process.
Engaging a critical incident response team demonstrates an employer's duty of care. It also enhances employee morale, retention and organisational resilience by providing timely support and fostering a supportive workplace environment that prioritises mental health and recovery.
Working Life's critical incident response team operates 24/7, 365 days a year, to deliver prompt, professional intervention. We offer immediate, evidence-based support and education to help individuals cope with traumatic events. By fulfilling duty of care obligations and prioritising mental health, we support organisations in maintaining a resilient and productive workplace environment.

Fitness for Work Assessments

Fitness for Work assessments refer to an individual’s ability to perform assigned tasks competently and in a manner that does not threaten the safety or health of themselves or others. Our approach is designed to mitigate risk and manage complex situations, including potential workplace hazards such as fatigue and forms of impairment. Our expertise allows us to provide services with a delicate balance of confidentiality, duty of care and support.
These assessments help employers make informed decisions regarding the employee's welfare and work capacity, ensuring they can meet their responsibilities and perform their role safely and productively.
Fitness for Work assessments offer several benefits for employers, including:
- Ensuring employees can bring their best selves to work, free of any factors that might adversely influence their mental health and that of others
- Providing employers with a better understanding of what risks they may need to manage and how best to do so
- Gaining a deeper understanding of work or non-work factors impacting employee performance at work
- Receiving advice on managing situations effectively and assigning appropriate workplace duties
- Developing Health Care Management Plans, if necessary, based on assessment findings
A Fitness for Work assessment typically includes several components:
- Detailed history: Background information provided by the employer, including observed behaviours of concern
- Information review: Review of duty statements, role expectations and any additional information related to performance or workplace issues
- Interview: An interview conducted by a qualified psychologist to gather insights from the employee
- Psychometric assessment: Various psychological assessments to evaluate the employee's mental state
- Fitness for Work report: A comprehensive report with findings and recommendations issued to the employer

Mediation

Workplace mediation is a consulting service designed to resolve interpersonal conflicts between employees. It involves a facilitated discussion where trained mediators help parties in conflict reach a mutually agreeable solution. This process aims to improve communication, restore relationships and enhance workplace harmony.
Workplace mediation is beneficial for resolving a variety of interpersonal conflicts and disputes that may arise among employees. Common issues that may require mediation include:
1. Interpersonal conflicts: Disputes arising from personality clashes, misunderstandings, or communication breakdowns between colleagues
2. Workplace harassment or bullying: Instances of harassment, bullying, or discrimination that affect workplace relationships and employee well-being
3. Performance-related conflicts: Disagreements or disputes related to job performance, expectations or evaluations
4. Team or departmental conflicts: Conflicts between teams or departments regarding resources, responsibilities, or working methods
5. Miscommunications or misunderstandings: Issues arising from miscommunications, differing interpretations of policies or procedures, or conflicting priorities
6. Workplace culture issues: Conflicts related to workplace culture, values, or organisational changes impacting morale and collaboration
7. Leadership or management conflicts: Disputes involving managers, supervisors, or leaders regarding decision-making, authority, or managerial practices
In these situations, mediation provides a structured and confidential process to facilitate open dialogue, clarify perspectives and reach mutually acceptable resolutions. By addressing conflicts proactively through mediation, organisations can foster a healthier work environment, enhance communication and maintain productivity.
Working Life conducts mediation sessions in a professional, fair and non-judgemental manner. The process begins with a referral and initial meeting to gather information and obtain consent from all parties involved. Individual sessions allow each party to express their perspective confidentially, followed by a joint mediation session facilitated by impartial mediators. This structured approach ensures all parties feel heard and respected throughout the process.