Tips for Risk Managers on Rebuilding Return-to-Work for Today’s Public Workforce

Note: This content is from a presentation to risk managers at the 2026 PRIMA Annual Conference, with panelists Eunice Gutierrez, VP of Medical Management Services – Davies, Nicole Stephens, AVP of WC – Davies, Greg Nichols, President – SPNet, and Petyah Triche, Assistant Risk Manager – City of Sunrise.

If there’s one thing employers in the public sector are learning quickly, it’s this: the traditional return-to-work (RTW) model just isn’t keeping up anymore.

Workforces have changed. Jobs are more dynamic. Expectations—from employees, unions, and leadership—are way higher. And yet, many RTW programs are still built on outdated assumptions.

So what does it take to build a return-to-work strategy that actually works today? Let’s dig in.

The Big Picture: What’s Changing in Workers’ Comp

At first glance, things might seem to be improving. Workplace injuries are declining, and fatalities are down, too, which is everyone’s ultimate goal.

But there’s a catch—claims are getting more expensive and more complex.

Why? A few reasons:

• Injuries are often more severe
• Wage replacement costs are rising
• Cases require more coordination across medical and administrative systems

And importantly, public sector organizations face a different level of complexity than private employers—think higher-risk roles like police and fire, union dynamics and stricter job classifications.

Where Things Break Down

One of the biggest challenges isn’t just the injury—it’s everything that happens after.

Most organizations are juggling multiple overlapping systems:

• Workers’ Compensation
• FMLA
• ADA
• General leave policies

Too often, these operate in silos, resulting in confusing communication, duplicative paperwork, decision-making delays…and frustrated employees. It’s not just inefficient—it slows down recovery and keeps employees out of work longer than necessary.

Why the Old RTW Model Isn’t Working

Traditional programs tend to assume a pretty simple process: an employee gets injured, recovers, and returns to their same role.

But today’s reality is very different.

Public sector workforces are:

• More structured (union agreements, defined classifications)
• More complex to manage overall

That combination creates friction. Rigid systems can’t adapt quickly enough, and opportunities to bring employees back into the workforce in meaningful ways are missed.

A Better Approach: Coordination & Flexibility

So what does a modern RTW model look like?

It starts with coordination. Instead of managing programs separately, leading organizations are moving toward a centralized approach—aligning claims, leave and accommodations under one strategy.

That shift can translate into faster decisions, better communication, better employee experience and shorter claims durations. And, just as important, ADA considerations are brought in earlier, turning conversations from “Can they return?” into “How can we make this work?”

Power of Early Intervention

Timing matters—a lot. Successful programs engage employees within the first 24 to 48 hours after an injury or leave begins. That early contact sets the tone and keeps people connected to the workplace.

From there, creativity becomes key. What can that look like in practice?

• Reassigning tasks based on medical restrictions
• Designing light-duty roles that are pre-approved
• Building pools of meaningful work employees can step into

And in the public sector, none of this works without collaboration. Engaging union leadership early helps ensure consistency and broader acceptance of modified duty programs.

Technology Shifts

Modern RTW programs aren’t just about process—they’re powered by better data and tools.

AI-driven solutions are helping organizations: match injured workers with the right medical providers, predict outcomes and recovery paths, reduce time to maximum medical improvement (MMI), and lower overall claim costs.

The result is better care decisions and outcomes across the board.

Well-Rounded Care

Forward-thinking programs also focus on the full picture—not just physical recovery.

Programs like ReboundPro from Davies are designed to support:

• Psychological and emotional readiness
• Skills training and job coaching
• Functional capacity evaluations
• Career transition planning, when needed

This kind of comprehensive support helps employees return and/or stay successful long-term.

What Success Really Looks Like

When all the pieces come together, employees feel supported instead of sidelined.

• More employees return to work within 6 months
• Higher job retention after 1 year
• Lower overall claim costs
• Improved employee satisfaction

The Bottom Line

Return-to-work in today’s public workforce isn’t just an administrative process—it’s a strategic capability. The old blueprint may be outdated—but the opportunity to rebuild it is already here.

To learn more about our Return-to-Work programming, get in touch with Eunice Gutierrez.