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Working Life - How we can help?



Injury Management

Working Life is a Nationally Accredited workplace rehabilitation provider with WorkCover, Western Australia. Working life is also a Comcare accredited workplace rehabilitation provider.

We adopt a multi-disciplinary approach to resolving injuries, and illnesses, focusing on a safe, durable and effective return to work, supporting all those involved in workplace injuries and /illnesses. We do  this by a process of actively coordinating relevant services with key stakeholders (workers, employers, doctors, insurers and other allied health professionals).

Injury management is an active process that involves the coordination of specific services and consultation with all relevant parties to return an ill or injured worker to suitable duties consistent with medical opinion. Vocational rehabilitation and return to work plans are collaboratively developed with a return to work outcome. We can assist injured or ill employees return to their pre- injury occupation, an alternate role with their current employer or assist with the placement with the view of a new occupation.

Initial assessment

Early, accurate needs assessed to ensure the most appropriate intervention is identified, developed and implemented. This involves consultation with the injured worker, their doctor, employer and insurer in understanding factors that will impact on recovery and return to work.

Return to work planning

Once initial assessment information is taken into account, a return to work planning session will occur with the injured worker deciding upon the most suitable return to work goal which may be same employer/same job, same employer/new job, new employer/same job or new employer/new job.

Vocational assessment & Vocational Re-direction

Assistance is provided to injured employees in identifying their transferrable skills, their strengths and aptitude, matching it with both medical and labour market factors in identifying a suitable role for the to return to.

Functional capacity evaluation

FCE’s occur in consultation with medical opinion and are undertaken to understand and establish physical abilities of injured workers so return to work options can be identified or capacity better understood in vocational terms.

Work trials

Host employers are identified allowing injured and / or ill workers a period of safe and supported return to work to increase confidence, clarify work capacity and develop further skills.

Emotional well-being/stress claims

As these claims have the tendency to cost the most, at Working Life we encourage early intervention, and accurate understanding of the factors contributing to the injury. A thorough psycho social assessment and a solutions focussed approach is adopted.

Ergonomic reviews

Better understanding of the role of human factors and their interaction with the workplace is critical in ensuring return to work programs are successful or may allow changes to be made that will allow an employee to remain in the workforce.

Alternate duty register

A systematic review of a workplace and the current roles, identifying physical and psycho social factors, separating individual tasks that when isolated or combined with a specified number of other tasks can be undertaken as part of return to work programs


What is Injury Management?

It is a specific service provided by Working that is designed to support you remain at work, or return to work. It is provided by Working Life who are an approved and independent Workcover Workplace Rehabilitation Provider. We have qualified and experienced consultants

What is a Workplace Rehabilitation Provider (WRP)?

WRPs are approved by WorkCover WA and have the appropriate qualifications, experience and expertise to provide relevant services based on the assessed need of the worker and the workplace. Working Life has been a WRP since 1996.


What does a WRP do?

An approved workplace rehabilitation provider can assist the employer and injured worker if there are problems with the return to work process. WRPs are commonly health professional such as occupational therapists, physiotherapists or psychologists who have expertise in addressing the physical, psychological and/or workplace barriers that may prevent an injured worker returning to work

Who pays for a WRP?

The employer’s workers compensation insurer is responsible for fees incurred which aim to assit the injured or ill employee remain or return to work.



People/Organisational Development

Organisations develop and become more effective by their people developing and progressing toward their potential.



Creating Mentally Healthy Workplaces

Creating Mentally Healthy Workplaces

Whilst we often know a lot about common physical health problems, ignorance of mental health issues, thou decreasing, is still prevalent. Knowledge and training can be provided to workplaces across all levels, from work shop floor staff to supervisors, increasing their awareness of mental health issues as well as assisting individuals how to initiate conversations with others that they suspect may have a mental health issue.


Fitness for work

Fitness For Work

FFW involves more than just random drug and alcohol testing. It can involve, fatigue, stress management, employee and employer’s duty of care, performance and impairment, physical, emotional and mental stress. Assistance can be provided in one or all of these areas, in addition to developing or reviewing FFW policies.


Mind Your Memory

Mind Your Memory

An evidenced based skills workshop with take aways regarding how to make the most of your working memory which includes the latest research. We focus on understanding how your memory works, improving your memory skills, concentration, mood, emotional regulation, stress, anxiety and learning mindfulness skills to better manage your everyday cognitive challenges.


Mind Your Mood

Mind Your Mood

How depression and anxiety can impact on the functioning of your brain. Information will be presented on the latest research and evidence based practical skills to reduce the impact of mood disorders on your cognitive functioning.




Gratitude is a readiness to show appreciation and return kindness. It is about showing appreciation for what one has, as opposed to what one wants. Research is beginning to show we can consciously cultivate gratitude, and that when we do, it has a positive effect on our physical & emotional wellbeing, enhance the quality of our relationships, enhance empathy, reduce aggression, improve self-esteem and increase mental strength. A work environment with higher levels of gratitude can impact company morale, enhance team and inter personal relationships, reduce employee turnover and reduce the risk of bullying behaviours.




Whilst mindfulness has been a hot topic in the last few years it has been known and taught by Psychologists for a while as an effective way to reduce stress, increase self-awareness, enhance emotional intelligence and effectively handle painful thoughts and feelings. The benefits of practicing mindfulness also include being fully present, becoming aware of what you are avoiding and being more connected with those around you and what you are doing – whether this be home or work tasks.


Mindful Leadership

Mindful Leadership

Mindfulness, though relatively new in today’s vocabulary has been a skill taught by Psychologists for quite a while. In our Mindful Leadership sessions, we focus on enhancing Self Awareness, Authenticity and Compassion encouraging leaders to practice this skill to enhance personal and professional effectiveness and overall organisational productivity.


Leading with Resilience

Leading with Resilience

Today’s workplaces remain challenging, with expectations to do more, with less. Time lines seem to be shorter while meetings seem to have increased and the need to sustain performance for longer is more apparent. Even though most of us adapt well over time to life’s challenges, why do some people react better than others. What enables them to do so? It involves resilience. We will identify your usual coping strategies, reviewing their effectiveness, identify symptoms of sustained pressure and develop strategies that enhance your resilience.


Colours of Communication

Colours of Communication

The Colours of Communication is about how we communicate, and learning to communicate more effectively. We use the metaphor of four colours, two of which are predominant and we believe knowing these colours, and understanding them will allow you to communicate more effectively in the team you work in.





Coaching, is essentially about behavioural change. Often the skills that got a manager or supervisor their position are not necessarily going to be the skills that will allow them to progress. Coaching, is an opportunity to understand this new role, it’s associated responsibilities and then to facilitate an individual’s development.

Team Coaching / Development

Team Coaching / Development interventions are usually about assisting a team develop to ensure they are functioning to their optimum level. It focuses on training that not only solves problems or makes improvements, but also helps to improve the team’s contribution to the overall organisation. The development of effective, performing work teams is an ongoing, complex learning experience requiring continuous teaching, coaching and experience. Managers and supervisors can access support either individually or with the view of developing an educational or awareness session for their team.

Change Management

change in any context is difficult. Employees will change their mindsets only if they see the point of change and agree with it at least enough to give it a try. Understanding this process from an organisational, employee and managerial perspective is important before planning and then facilitating this change. We are able to assist supervisors and managers either individually or with their working groups or teams implement change so that resistance is reduced.

Mindfulness and Coaching

Mindfulness and Coaching is about enhancing emotional intelligence. It is about increasing self-awareness, improving performance and developing leadership skills. We tend to use the Acceptance Commitment Model with its focus on mindfulness, values and actions.



Leading with neuro science

The Neuropsychology of Strategic Thinking and Decision Making; this training explores how to increase your brain’s capacity for strategic thinking and making sound decisions.

Strength based leadership

Whilst it is human nature to look for negatives in everything first and then try to change that, we adopt Positive Psychology principles via testing, identification and discussion of individual character strengths, then explore how and where to apply these for maximum impact.

Mindful Leadership

Mindfulness, though relatively new in today’s vocabulary has been a skill taught by Psychologists for quite a while. In our Mindful Leadership sessions, we focus on enhancing Self Awareness, Authenticity and Compassion encouraging leaders to practice this skill to enhance personal and professional effectiveness and overall organisational productivity.


Quite often the skills that allowed individuals to progress to management and supervisor roles are not going to be the same skills that will allow them to succeed in their new role. We focus on an array of topics to suit the individual manager’s needs and can include styles of management, levels of leadership, delegation, energy management and results oriented leadership.

Crucial Conversations

A growing body of research evidence shows that when managers and leaders within organisations have honest or crucial conversations with those they work with, the outcome for both participants, and the organisation is significant. A crucial conversation is a discussion between two or more people where stakes are high, opinions vary, and emotions run strong. They are a normal part of life. We support managers making these conversations happen.