Return to normal versus long terms restricted duties > The problems with long term restricted duties:

Modified duties help people get back to work and are an integral part of return to work management. However, they can be a double edged sword if used for too long.

The problems with long term restricted duties:

1.	People can be more comfortable on restricted duties and stay on them into the long term

2.	As more staff are placed on restricted duties the pool of staff available to do normal duties goes down. Some workplaces have ended up with 30-80% of the staff on restricted duties.

3.	Over 50% of the population has a long term musculoskeletal (sore body part) condition. When their colleagues are on restricted duties they are more likely to expect the same.

4.	The load on staff doing normal duties increases, making it more likely they will suffer work-related conditions

5.	Workplace productivity goes down

6.	Supervisors spend considerable time juggling the restrictions and the jobs that need to get done

7.	Supervisors become frustrated, cynical and are less likely to provide support to new injury cases

8.	The site managers become cynical, further impairing quality injury management

How it comes about

Many factors can contribute to an employee remaining on restricted duties. Sometimes there will be one factor operating, on other occasions a number of factors will contribute.

Medical management

Doctors care about patients. It is not uncommon for doctors to 'protect' patients by limiting the demands on any affected body part. A range of medical evidence says this can help in some situations, but not in others.

If the employee does not wish to return to their normal job it is unlikely their doctor will 'push' them back to normal tasks. See 'If progress has stalled' section below.

One case influences the next

For example: if you work in a team of six and two colleagues are on restricted duties, one for six months for an arm condition, one for eight months for a back problem. Then when you develop a sore back, your expectation is restricted duties.

If by contrast, the same two colleagues were on restricted duties for two and three weeks before returning to their normal job with minor modifications and rotation of tasks, your expectations are different.

Lack of trust

Medical conditions, including sprains and strains, fluctuate in intensity. People may need assistance with parts of their job from time to time.

If trust and support is part of the relationship asking for help is simple and straightforward. The employee tells the supervisor, the supervisor asks "What do you need?", employee says "A few days on a different job".

In a less positive environment, help is not readily to hand. The employee struggles from time to time, but it is complex to ask for help, and the supervisor is unhappy. Remaining on long term restricted duties becomes the easiest way to deal with the issue.

A lousy job

The job is hard, tedious and the employee is tired. After work they have to get home and start again with dinner, the kids, and housework. Management is unappreciative and uncaring. Restricted duties gives the employee some respite from the hard daily grind. And they have worked there for ten years and feel they deserve a bit back.

Issues with co-workers can also influence motivation to return to normal duties.

What's next?
How to prevent the problem