Work Transition / Labour Market Re-Entry

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Work transition

Our return-to-work approach puts people and businesses at the centre of everything we do. Since the work transition (WT) model replaced the former outsourced labour market re-entry (LMR) program, more people return to work with their pre-injury employer and, when needed, people are being provided with quality training programs that lead to jobs with their pre-injury employer or new employers.

Earlier referrals to return-to-work services including Work Transition Specialists, improved coordination of recovery and return-to-work protocols, and ongoing education of workplaces on their re-employment responsibilities and duty to accommodate has seen more people being accommodated at their pre-injury workplace and fewer people in need of retraining services.  As a result, year-over-year, program costs have declined.

The work transition program has continued to evolve over the past seven years. By investing in the development of our professional workforce on topics that include mental stress injuries, mild traumatic brain injuries, cultural sensitivity and job accommodations, we have seen improved return-to-work outcomes year-over-year.

Recognizing that we need to evolve and respond to changing economies and workplaces, and changing injuries and illnesses, the WSIB created and launched a new 2018-2021 Return-to-Work Strategy that keeps the best current approaches while also switching our focus from processes to outcomes. Ultimately, we want to enhance our service so that the people we serve are seeing a more streamlined service and more custom options that best suit their needs.

 

4.4
Work transition/labour market re-entry program costs ($ millions) – Schedule 1 and 2

*Other category includes GL adjustment, other, support services, and miscellaneous expenses

 

Completed work transition plans

Since the implementation of the work transition program, the per cent of cases with completed plans resulting in a return to work (either with the injury employer or with a new employer) has shown improvement each year.

The percentage of cases with completed plans resulting in a return to work has seen an improvement in 2017 compared to 2016. This is true for cases serviced exclusively by work transition program and for those that started service with the labour market re-entry program and moved to the work transition program, with respective increases of five per cent and seven per cent.