What employers need to know about trust and communication in return-to-work plans
Public safety personnel—police, fire, paramedics, and corrections officers—face high risks of post-traumatic stress injuries (PTSI), often leading to extended work absences. New research from the Institute for Work & Health (IWH) sheds light on how Ontario’s public safety employers are supporting their return to work (RTW).
Presented in a recent webinar by Dr. Basak Yanar and Dr. Cameron Mustard, the study explores employer experiences, best practices, and challenges in managing PTSI-related RTW. “Post-traumatic stress injury is a complex occupational injury which requires timely access to mental health support and organizational initiatives,” says Yanar.
Employers are increasingly recognizing that RTW requires a flexible, long-term approach. So, what can they do to help?
The challenge: Long recovery times
PTSI recovery is unpredictable, often taking years. “One out of every 100 first responders in a typical year is going to be disabled by a work-related post-traumatic stress injury,” says Mustard. Nearly 40% of those with accepted WSIB claims for PTSD remain on benefits for two years or more.
Employers must be prepared for lengthy recoveries, exacerbated by limited access to specialized mental health care. “Over the last five years, there was a recognition that there was limited mental health treatment capacity to meet the needs of first responders with PTSD,” Mustard explains.
Strategies for employers
1. Build trust and improve communication
Employees with PTSD may hesitate to return if they feel unsupported. “There has been some lack of trust between public safety personnel and their organizations,” Yanar notes.
✔ Ask employees how they prefer to be contacted during their leave.
✔ Be transparent about available accommodations to ease uncertainty.
✔ Use peer support programs to provide guidance from colleagues with lived experience.
2. Implement gradual, meaningful RTW plans
Sudden returns can be overwhelming, especially for personnel with strong job identities. “Finding work meaningful is a major factor in return-to-work success,” says Yanar.
✔ Offer gradual reintegration with reduced hours and controlled environments.
✔ Allow employees to choose a trusted work partner for their first shifts back.
✔ Provide administrative or training roles before full return.
3. Train supervisors to support mental health
Many managers lack training in PTSD accommodations. “Employers talked about the need for increasing the capacity of supervisors to understand mental health challenges,” Yanar says.
✔ Invest in PTSD awareness and accommodation training.
✔ Ensure supervisors understand WSIB processes and available workplace supports.
✔ Encourage leadership to model supportive behavior.
4. Strengthen collaboration with healthcare providers and WSIB
Healthcare providers and WSIB case managers often lack insight into public safety roles. “Part of the issue sometimes is physicians don’t have an understanding of exactly what a police officer does and how they can be accommodated in the workplace,” says one police employer.
✔ Provide WSIB and clinicians with lists of possible accommodations.
✔ Invite mental health providers to visit workplaces for a better understanding.
✔ Explore workplace exposure therapy as part of treatment.
The path forward
Ontario’s presumptive legislation, introduced in 2016, ensures PTSD claims for first responders are automatically accepted as work-related. As claims rise, organizations must rethink their approach. “Employers need to focus on reintegration, collaboration between all stakeholders, flexibility in accommodations, and social support,” Yanar emphasizes.
By fostering trust, structuring RTW programs, training supervisors, and improving collaboration with external partners, employers can help public safety personnel return to meaningful work safely and successfully.
Supporting first responders with PTSD isn’t just a legal obligation—it’s a necessity. The right strategies make all the difference.
