Health and wellbeing

Health and wellbeing is an important part of life at RMIT. This section provides you with all the tools, support and information needed to improve the wellbeing of our RMIT community.

This section is informed by the Health and Wellbeing Global System Element.

Health promotion

Fatigue management (Coming soon)

Health surveillance (Coming soon)

  • Staff health checks
  • Health promotions
  • Noise monitoring

Stress management (Coming soon)

Fitness for work (Coming soon)

Alcohol and other drugs (Coming soon)


RMIT is pleased to offer all staff access to the RMIT funded Flu Vaccination program.

RMIT offer this program to help support staff health and wellbeing and to reduce the impact of an influenza outbreak both at home and in the workplace. Flu vaccinations are voluntary and will be offered on the City, Bundoora and Brunswick campuses during April and May at no cost to staff.

For more information visit the Staff flu vaccination program page or contact HR Assist.

Pre-employment medicals (Coming soon)

Health promotion and wellbeing

Injury management

RMIT University’s main focus is always on preventing accidents from occurring in the workplace but when an accident does occur, it’s simply good practice to effectively manage the impact on both the individuals involved and the University. Effective management means assisting injured workers back to a full and productive life as quickly as possible, controlling workers compensation costs and reducing associated financial risks and exposure.

There is plenty of information available to help employers and employees understand the Victorian Accident Compensation (WorkCover) system.

Workers compensation

RMIT offers assistance to staff members suffering from an injury or illness which is impacting on their ability to perform their work, whether the injury is work related or not.

WorkCover is designed to prevent workplace injuries and diseases, financially compensate workers who suffer injuries or diseases as a result of their work, rehabilitate those workers and provide opportunities for their return to work.

The introduction of this scheme has placed certain obligations on Victorian businesses to help injured workers remain at work or ensure their early return to work. RMIT takes this obligation seriously and has extended it beyond those injured as a result of their work.

The Rehabilitation/return to work procedures enables assistance to be provided to any RMIT staff member who is suffering from an injury or illness which is impacting on his or her ability to perform their work, whether the injury or illness is work related or not.

Rehabilitation aims

The aim of rehabilitation is to firstly maintain an injured/ill staff member at work. This of course is not always possible and the following outcomes could be expected of a staff member returning to work after a period of absence:

  • return to pre-injury duties
  • return to modified pre-injury duties
  • return to new duties
  • retraining to assist with new employment.

Not every injured/ill staff member will require rehabilitation to return to work. Many staff members will be able to return to work after a short period of recuperation, but for some, rehabilitation assistance will be essential for a successful return to work.

Early intervention

Successful rehabilitation is based on early intervention. This means that managers must:

  • recognise early warning signs
  • recognise a change in work patterns
  • recognise any reduction in performance.

Staff should react to the first complaints of pain, report to their manager and seek early medical advice. Early intervention can often prevent the onset of a more serious injury and allow the staff member to remain at work, leading a productive and healthy life.

The benefits of return to work

There are many benefits to be gained by both the manager and staff member when occupational rehabilitation is actively supported in the workplace:

  • minimises the seriousness of the injury
  • minimises lost time and any loss of salary
  • minimises the loss of self esteem, social contacts, work fitness skills
  • decreases both the upfront and hidden costs of:
    • injuries
    • WorkCover premium
    • replacement of staff
    • staff training
    • decreased productivity
    • staff turnover.

What to do if you are injured

If you are injured you should refer to the following documents:

  • ‘Rehabilitation/Return to work’ procedure on the RMIT website
  • The ‘If you are injured poster’ which is issued by WorkSafe and displayed in all staff rooms

RMIT and injured workers obligations

RMIT's RTW obligations

Injured worker's RTW obligations

  • Provide the injured worker suitable employment for the obligation period (to the extent it reasonable to do so) and provide suitable employment
  • Make reasonable efforts to return to work with their employer, or if necessary, another employer
  • Plan for the injured worker’s return to work
  • Make reasonable efforts to actively participate and cooperate in planning for return to work
  • Assess and propose options for suitable employment to injured worker’s
  • Actively use an occupational rehabilitation service, if provided, and cooperate with the provider of that service
  • Provide injured workers with clear, accurate and current details of their return to work arrangements
  • Actively participate and cooperate in assessments of their capacity for work, rehabilitation progress or future employment prospects
  • Monitor the injured worker’s progress
  • Actively participate and cooperate in an interview for the purpose of enhancing their return to work opportunities, if requested to do so
  • Consult directly with the injured worker about their return to work, their doctor or healthcare provider and occupational rehabilitation provider, if one is involved

  • Nominate a Return to Work Co-ordinator

  • Make specific information about return to work available to all workers

Rehabilitation providers

RMIT has preferred rehabilitation providers to assist in the occupational rehabilitation of any injured or ill worker.

  • Counseling Appraisal Consultants - was established in 1995 and is one of Victoria's leading independent injury management and occupational rehabilitation providers. With their scope of services CAC assists individuals and organisations to improve their overall health and well-being. CAC pride themselves on their strong customer service focus, their ability to communicate and understand the needs of their clients.
  • AMS Consulting - is a leading provider of consultancy and occupational rehabilitation services tailored to assist individuals with occupational injuries achieve a realistic, safe and sustainable return to work. With highly professional and experienced consultants, AMS deliver industry best practice solutions to their valued clients and customers. Their guiding philosophy has always been to find the best solution to achieve a safe and sustainable outcome. AMS are dedicated to independent and superior client service.
  • ResolutionsRTK - prides themselves on having built a team with a wealth of professional diversity and experience. They come from a broad range of cultural and occupational backgrounds including: psychology, allied health professionals, human resources management, vocational and career experts as well as senior levels of executive management. Their diversity gives them a depth of knowledge and experience to understand the many tricky issues faced by organisations, particularly in relation to people management.

Not all cases will require assistance from an outside provider and any referrals will be made through Human Resources.

Return to work dispute resolution process

If at anytime a return to work issues arises this must be addressed as a matter of priority. A return to work issue means an issue relating to the injured worker’s return to work. A return to work issue must be submitted to the return to work coordinator in writing. This issue can be submitted by the injured worker, treating health provider, worker’s representative, employer, manager, supervisor or occupational rehabilitation. Subsequently a meeting will be arranged with the relevant parties to resolve the issue.

Further information

Please contact the WorkCover Claims Officer at Human Resources on 9925 0600 or the Health and Safety Team.

Injury management