Injury management is a broad term that encompasses a number of processes for assisting injured employees, including:
For more detailed information on these processes, please see the relevant topics below.
Workplace rehabilitation is a process for assisting injured employees during their recovery to achieve an early, safe and sustained return to meaningful and productive work.
The process and accountabilities for all employees, workplace managers/principals and other key stakeholders are detailed in the department's
Workplace Rehabilitation Procedure.
The department has a legislative obligation to provide rehabilitation to employees with an accepted WorkCover claim. Additionally, rehabilitation programs may also be provided to assist employees with non work-related injuries to return to work.
Most schools and departmental workplaces have trained Rehabilitation and Return to Work Coordinators who are responsible for facilitating and coordinating appropriate rehabilitation services for ill and injured employees at that workplace.
In addition, each region has injury management consultants, who provide consultancy, advice and coaching on rehabilitation case management.
WorkCover, QSuper and other claims
Employees who sustain work-related injuries can lodge a workers' compensation claim for costs, including medical, hospital, rehabilitation, wages and lump sum payments. WorkCover Queensland assess all claims for compensation, in accordance with the
Workers' Compensation and Rehabilitation Act 2003 (Qld) and
Workers’ Compensation and Rehabilitation Regulation 2014 (Qld).
Employees can lodge a claim for compensation by phoning WorkCover Queensland on 1300 362 128.
QSuper and other claims
Employees with non work-related injuries can access their sick leave balance, in accordance with the
Leave entitlements for employees procedure.
Employees who exhaust their sick leave balance may apply to access
Income protection benefits (PDF, 1MB) to receive a percentage of their wage from QSuper, in accordance with QSuper's eligibility criteria. Employees who sustain permanent disabilities may apply for a disability benefit from QSuper, in accordance with eligibility criteria.
QSuper insurance arrangements for members of Accumulation Accounts changed on 1 July 2019. These changes are summarised in the
fact sheet (PDF, 418KB).
Further information is available from
QSuper on their website, by logging into your QSuper account at
Member Online or by calling 1300 360 750.
Reasonable adjustment is where adjustments are made to a position, an employment practice, the workplace or work-related environment to ensure equal opportunity for people with a medical condition or disability to perform the inherent requirements of the position.
The department has a
procedure that outlines its commitment to reasonable adjustment for employees.
Below are some supporting documents which may assist with decision making and administrative processes relating to reasonable adjustment.
Supporting information and websites
Reasonable adjustment agreement (DOCX, 339KB). This is an
uncontrolled copy. Refer to the Department of Education
Policy and Procedure Register to ensure you have the most current version of this document
Reasonable adjustment—information for employees fact sheet (PDF, 312KB)
Reasonable adjustment for pregnancy fact sheet (PDF, 193KB)
Funding reasonable adjustments fact sheet (PDF, 415KB)
Australian Human Rights Commission publication: Willing to work—Good practice examples for employers (PDF, 1.3MB)
Medical deployment is a process for placing tenured public service employees who are permanently unable to perform their usual duties due to a medical condition into another suitable role.
Section 178 of the
Public Service Act 2008 (Qld) provides guidance to government department's and employees in relation to the courses of action available following receipt of an independent medical report, obtained pursuant to Chapter 5, Part 7 of the
Public Service Act 2008 (Qld).
Each case for medical deployment will be considered on its own merits and informed by specialist medical advice. For further information on this process please contact your regional
Senior Injury Management Consultant.
Ill health retirement
If an employee has a medical condition that prevents them from performing the inherent requirements of their substantive position, either permanently or for the foreseeable future, the department may choose to ill health retire the employee.
Prior to considering the ill health retirement of an employee, the department first needs to ensure that it has exhausted the options of workplace rehabilitation, reasonable adjustment and medical deployment.
All decisions to ill health retire an employee are made under of the
Public Service Act 2008 (Qld). Chapter 5, Part 7 of the
Public Service Act 2008 (Qld) provides direction in relation to clarifying employee issues that appear to relate to mental or physical incapacity.
For details of the process that the department follows when considering whether an employee should be ill health retired from their position within the department, visit the
Ill health retirement procedure.
Further information can be found at the
Public Service Commission website in relation to Chapter 5, Part 7 of the
Public Service Act 2008.
Caring for your voice is an important workplace health, safety and wellbeing issue. Safe vocal use is particularly critical for performing the role of a teacher. The department has developed a
fact sheet (PDF,185KB) containing practical strategies for minimising voice strain.
Voice Amplifier Program
The department provides personal voice amplifiers for departmental staff with vocal injury or disability. Staff who supply written specialist medical advice (from an Ear, Nose and Throat Doctor or a Speech Pathologist) stating that they require a voice amplifier to perform their role are eligible for a voice amplifier. Voice amplifiers are provided as an asset to schools and are loaned to the employee with the vocal injury or disability. Requests for voice amplifiers, with the attached medical advice, can be emailed directly to the Organisational Health unit for processing at