Return to work assessment
A functional assessment of physical, cognitive and emotional abilities measured against what the job actually involves.
Vocational rehabilitation and return to work support
Return to work assessments, workplace visits and practical adjustment advice for employees recovering from illness or injury, and for the employers, insurers and case managers who want a return that lasts.
- Return to work assessments
- Workplace visits and reports
- Reasonable adjustments advice
- Graded return plans
Request a quote
Tell us a little about what you need and we will be in touch to discuss the next steps.
What we offer
Return to work support from Private Occupational Therapy
Private Occupational Therapy provides vocational rehabilitation occupational therapy in Newcastle and across the North East: return to work assessments, workplace assessments, reasonable adjustment advice and graded return plans, for people off sick and for those struggling to stay in work.
An occupational therapist begins with a conversation about the role and the person's goals, then assesses them at home or by video and, wherever possible, at the workplace itself. The findings come together in a written report with practical recommendations and, where needed, a graded plan for hours and duties.
What to expect
- A conversation about goals first
- A written quote before work begins
- Recommendations you can put in place
- Progress reviewed against agreed goals
- Liaison with HR and occupational health, with consent
What's included
Return to work and workplace services
Each piece of work is scoped around the question the employee, employer or funder needs answered.
Workplace assessment
An on-site visit reviewing tasks, workstation, equipment, travel and the working environment.
Adjustments report
Specific, practical recommendations for adjustments, equipment and working patterns, written for managers and HR.
Graded return plan
A week-by-week plan for hours and duties, with review points agreed by everyone involved.
Job retention support
Sessions for employees at risk of leaving work, focusing on fatigue, routine, organisation and confidence.
Neurodiversity at work
Sensory, organisational and communication strategies for autistic employees and those with ADHD or dyspraxia.
What happens at a return to work assessment?
The assessment looks at the health condition, what has already been tried and the real demands of the job. A workplace visit is included where possible, because a desk, a warehouse floor or a hospital ward each place very different demands on someone.
Understanding the job
The therapist looks at the physical tasks, the thinking and concentration required, shift patterns, travel, deadlines and the social side of work. A job description is a starting point, but watching the work and speaking to a manager usually reveals the details that matter most.
Assessing the person
Standardised and observational assessment covers stamina, posture, hand function, memory, attention, planning and how symptoms such as pain, fatigue or anxiety affect performance through the day. The employee's own goals and concerns are recorded alongside the findings.
Clear recommendations
The written report explains what the person can do now, what is likely to change and which adjustments would help. It is written in plain English so that managers, HR and occupational health can act on it.
Reasonable adjustments
Reasonable adjustments and the Equality Act
Under the Equality Act 2010, employers have a duty to make reasonable adjustments for disabled employees, and many conditions that keep people off work fall within that definition.
An occupational therapy report does not give a legal opinion, but it does give employers the practical, evidence-based detail they need to decide what is reasonable for their organisation. Recommendations are specific, such as which chair, which software, which change to a shift pattern, so they can be costed and put in place. Where equipment or support could be funded through the government's Access to Work scheme, the report can help the employee with that application.
Adjustments often considered
- Phased hours and adjusted shifts
- Changes to duties or targets
- Workstation and seating changes
- Assistive software and equipment
- Quieter or lower-sensory workspaces
- Rest breaks and pacing plans
Graded return to work plans that hold up
Returns tend to break down when someone goes back to full hours too quickly, or when nobody has agreed what a reduced role should look like. A graded plan sets out hours, duties and expectations week by week, starting at a level the person can sustain and building towards the agreed goal. It sits comfortably alongside a GP fit note and any advice from occupational health.
Review points are built in, so the plan can move faster or slower depending on how the person is managing. Private Occupational Therapy can stay involved through those reviews, adjusting the plan with the employee and manager and addressing problems before they lead to further absence. For people whose return is affected by stress, anxiety or low mood, this work links closely with our mental health occupational therapy, and after stroke or brain injury with neurological rehabilitation.
Neurodiversity
Support for neurodivergent employees
Autistic employees and those with ADHD or dyspraxia often do well in work once the environment and expectations fit how they function.
A workplace assessment looks at sensory demands such as noise, lighting and open-plan layouts, alongside organisation, time management, written tasks and communication with colleagues. Recommendations might include changes to where someone sits, how instructions are given, planning tools or adjusted meeting formats. Further background on autism and ADHD is available on our condition pages.
Areas the assessment covers
- Sensory environment
- Organisation and time management
- Communication and meetings
- Handwriting and written work
- Workload and pacing
For employers and funders
Commissioning a workplace assessment
Vocational work is often commissioned by employers, insurers and case managers, and personal injury claims can fund it through a case manager. The for professionals page covers referral routes in more detail.
Email the referral
Share the role, the health condition, any absence and the question you need answered.
Consent and scope
The employee's consent is confirmed and the scope and quote are agreed with the funder.
Assessment
The employee is seen, with a workplace visit or video session where appropriate.
Report and review
A clear report and plan follow, with optional review sessions as the return progresses.
FAQs
Return to work questions
Is this the same as occupational health?
Not quite. Occupational health usually advises on fitness for work. Occupational therapy focuses on the practical rehabilitation, adjustments and graded plan that help the return succeed, and the two often work well together.
Can an employee refer themselves?
Yes. Employees can self-fund an assessment and share the report with their employer. Many people ask their employer or insurer to fund it, and the fees and funding page explains the options.
Plan a return to work that lasts
Send a few details about the role and the situation, and Private Occupational Therapy will reply with how the assessment would work and a quote.