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Resources & Tools

Resources and Tools

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Motor vehicle incidents are among the leading causes of traumatic workplace injuries and fatalities in BC. The Safe Driving for Work Checklist has been developed to help employers and their workers take proactive steps to manage driving-related risks. This checklist serves as a practical guide to reinforce safe driving practices and is designed to be used before, during, and after each trip.
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In long-term care it is increasingly apparent that who is on shift is just as important as how many staff are on shift. Quality care is difficult to achieve when we do not routinely engage with one another in a positive, or civil, manner.
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Safety A-Z
Programs & Services

Programs and Services

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Leading from the Inside Out
Our Programs
Leading from the Inside Out provides a safe space for leaders in continuing care to share their challenges and learn self-care practices.
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The Provincial Violence Prevention Curriculum is recognized as best-practice in violence prevention training for health care workers.
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Guidelines & Regulations

Guidelines and Regulations

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Amendments to the Occupational Health and Safety Regulation (OHSR), Part 5: Chemical Agents and Biological Agents – Emergency Planning came into effect on February 3, 2025. Changes include additional requirements to minimize the risk, likelihood, and harm caused by an emergency involving hazardous substances.   Hazardous substances include biological, chemical or physical hazards that may reasonably […]
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WorkSafeBC has acknowledged an error in calculating the 2025 insurance premiums that are paid by our two member employer groups–those providing community health support services (classification unit 766006) and those in long-term care (classification unit 766011).
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Guidelines and Regulations
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Info Sheet

Communicating with injured workers

A quick reference guide for managers and supervisors with information on communicating with employees who are injured.

A quick reference guide for managers and supervisors

Initial contact (within 24-48 hours)

DO:

  • Express genuine concern: "I'm calling to see
  • how you're doing."
  • Use active listening and acknowledge the worker's feelings.
  • Confirm that medical care has been received.
  • Ask about preferred contact method.
  • Set the next check-in time.

DON’T:

  • Discuss fault or liability.
  • Press for return date.
  • Discuss claim details (unless the worker’s incident information hasn’t been provided).
  • Minimize the injury.
  • Dismiss emotional concerns—recognize that injuries impact both physical and mental well-being.
  • Communicate if you are involved original injury claim (e.g. bullying) - delegate someone else to communicate.

Key phrases to use:

  • "How are you feeling?"
  • "What support do you need?"
  • "We're here to help."
  • "Take the time you need to recover."
  • "Let me know if anything changes."
  • "If you're feeling overwhelmed, please let us know how we can support you."
  • "Injuries can be challenging—please let us know how we can support you."

Timeline:

  • Week 1: Every 2-3 days.
  • Weeks 2-4: Weekly.
  • Beyond 4 weeks: Bi-weekly.
  • Always: Adjust to employee preference and communication method (phone, text, email).

Handling difficult conversations

  • If an employee is frustrated: "I can see this situation is difficult. How can we make things easier for you?"
  • If an employee is worried about job security: "Your health is the priority. We're here to support your recovery and return to work when you're ready."
  • If an employee seems withdrawn or isolated: "Would you like to stay connected with a co-worker or receive team updates?"

Document every contact

  • Date and time.
  • Communication method.
  • Key points discussed.
  • Next steps.
  • Follow-up date.

*Note: Some of the tasks may be done by your HR department or EDMP

Return-to-work basics

  • Provide employee with return-to-work package/forms.
  • Review medical limitations.
  • Discuss suitable temporary modified work.
  • Develop and document a gradual return to work plan.
  • Set check-in schedule.
  • Coordinate with human resources.
  • Follow up after the first day/week back to ensure a smooth transition.
  • Monitor and maintain regular communication after the employee has returned to full duties.
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Communicating with injured workers
A quick reference guide for managers and supervisors with information on: - Dos and Donts - Key phrases to use - Communications timelines - Handling difficult conversations - Return-to-work basics - And more...
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Communicating with injured workers

Additional Resources

Whether you are developing or re-evaluating your injury management program, this guide for developing and implementing an injury management program (also referred to as a recover-at-work or return-to-work program) for workers who have experienced a work-related physical or psychological injury, illness, or occupational disease.
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Editable Word templates for the tools found in employers' injury management program manual.
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In this session, participants will learn about a real-life WorkSafeBC case study where a long-term care home resident exhibited challenging behaviour that resulted in unintended physical injuries to a Healthcare Assistant (HCA). After recovering from their physical injuries, the HCA continued to experience health challenges related to PTSD and mental health. This case study chronicles […]
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The session will highlight two amendments made to the Worker’s Compensation Act and provide an overview of the new legal requirements for both employers and workers.
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Explore strategies for maintaining engagement with injured workers, creating proactive return-to-work plans, and overcoming the challenges of modified duties, clear communication, and claims management. 
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More Info Sheets

A joint occupational health and safety (JOHS) committee is an advisory group of employer and employee representatives working together to promote a safe and healthy workplace.
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Workplace psychological health and safety is about cultivating an environment where employees are respected, protected from mental harm, and supported–ensuring their well-being is prioritized alongside productivity. It means fostering a culture where work enhances, rather than diminishes, mental health.
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Provided by Road Safety At Work, this document informs Home Care and Community Care workers with ways to stay safe while driving in the winter.
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A quick reference guide for managers and supervisors with information on communicating with employees who are injured.
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View Info Sheet
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Resources Related to ,

The Employers’ Advisers Office (EAO) is a branch of the Ministry of Labour. Independent of WorkSafeBC, the EAO is a resource for employers in British Columbia, providing complimentary advice, assistance, representation, and educational seminars to employers, potential employers and employer associations concerning workers’ compensation issues.
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Editable Word templates for the tools found in employers' injury management program manual.
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Understand the new WorkSafeBC legislation around the duty to cooperate and maintain employment for injured workers.
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We strive to empower those working in the continuing care sector to create safer, healthier workplaces by fostering a culture of safety through evidence-based education, leadership, and collaboration.
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