Psychosocial Insights From the National Return to Work Survey

As we reach the end of another year, many businesses begin reflecting on what worked well, what needs improvement, and how to better support their people moving forward. The release of the 2025 National Return to Work (NRTW) Survey provides timely insights that remind us just how important it is to prioritise both physical and psychological safety in the workplace. 

The findings highlight ongoing challenges, particularly around declining return to work rates and increasing psychosocial risks, and evidence the need for stronger, more proactive approaches to workplace safety and wellbeing. 

Survey outcomes:

The survey reveals that the national Return to Work Rate fell to 88.9% in 2025, continuing a downward trend since 2014. Workers with psychological injuries had a significantly lower return to work rate (76.5%) compared to those with physical injuries (90.2%) 

Similarly, the Current Return to Work Rate, measuring workers who had returned and were still in a paid job, also dropped to 78.8%, lower than 2021 (81.3%) and part of a years-long decline.

These results show us that workers are finding it harder to return and stay at work following an injury or illness. 

This trend should prompt employers to reflect not just the physical hazards in the workplace, but the organisational, psychological, and social factors influencing recovery. 

The Connection Between Return to Work and Psychological Safety 

Workplaces across Australia are increasingly aware that psychosocial hazards, including workload pressures, workplace conflict, poor communication, and lack of support, can significantly affect workers’ recovery and return to work outcomes. 

The 2025 NRTW Survey highlights this link through several indicators: 

1. Lower RTW rates for psychological injuries 

With only 76.5% of workers with psychological injuries returning to work, the contrast with physical injuries demonstrates the importance of upstream prevention and early support for mental health concerns. 

2. Declining self-assessed health 

Only 62.8% of workers rated their health as “good or better” in 2025, a significant decline from 77.6% in 2016. This downward trend suggests that workers feel less healthy overall, which may be linked to increased psychosocial stressors both in and outside of work. 

3. Employers’ perceived barriers reflect psychosocial challenges 

The top employer-reported barriers to effective return to work include: 

• Finding suitable duties (30.7%) 
• Communication with healthcare providers (27.1%) 
• Workers being uncooperative (26.6%) 

These challenges often arise or worsen in environments where psychological safety is low, such as when trust, open communication, and support are lacking. 

Safety Plans and Support Make a Measurable Difference 

The survey reinforces that structured safety and recovery processes matter: 

Only 61.8% of workers reported having a return-to-work plan, consistent with past years but still leaving a significant gap. Plans are strongly associated with better outcomes and smoother transitions back to work . 
 
Proportion of injured workers who had a return to work plan (%)

While 78.7% of employers said a plan was in place, the discrepancy highlights communication gaps and opportunities to engage workers more meaningfully in their recovery.

Return to work planning (% agree) 

Just over half of workers (55.2%) felt their employer did what they could to support them during recovery, and fewer felt they received enough information or assistance. These are fundamentals of psychological safety, feeling informed, supported, and fairly treated  

End of the year: Time to Strengthen Workplace Safety 

The end of the year provides a natural pause for workplaces to assess and refresh their approach to safety and wellbeing. It is also a period when fatigue, stress, and workloads often spike, increasing both physical and psychosocial risks. 

This moment invites leaders to ask: 

• Are our workers supported before, during, and after an injury? 
• Do we have systems that promote both physical and psychological safety? 
• Are we meeting our obligations under evolving psychosocial hazard regulations? 
• How can we improve communication, trust, and early intervention? 

A safer workplace is not built solely through compliance, it stems from a culture that values people, encourages openness, and responds early to signs of strain or risk. 

Building a Psychologically Safe Workplace in 2026 and Beyond 

With psychosocial hazards now a regulated safety priority in Australia, and return to work outcomes declining, businesses must act decisively. 

With our new service, ActionMinds, a psychosocial risk assessment designed specially to address psychosocial hazards, businesses can obtain comprehensive and specialised advice and support to ensure a safer workplace.  

Businesses can also focus on:  

• Communicate proactively: Open dialogue about hazards, physical and psychosocial, helps identify risks early and supports a culture of transparency. 
• Develop meaningful, collaborative return to work plans: The survey shows that worker involvement improves outcomes and helps workers feel respected and valued. 
• Train leaders in psychological safety: Leaders influence trust, communication, and the emotional climate of the workplace. 
• Early intervention: The longer a worker is away from work, the more challenging it is to provide adequate support. 
• Create flexible, supportive pathways back to work: Modified duties and adjusted hours, can help maintain connection and support wellbeing. 

The 2025 National Return to Work Survey remind us that workplace safety, especially psychological safety, is essential for helping workers recover, return, and thrive. 

As we wrap up the year and prepare for the next, now is the perfect moment to reinforce your safety systems, strengthen your culture, and ensure every worker feels supported, valued, and safe physically and mentally.