How to combat the troubling trend of longer claim duration for younger workers

How to combat the troubling trend of longer claim duration for younger workers

While younger workers (Gen Z) tend to have higher rates of workplace injuries compared to older workers, it’s often said that they recover quicker, and the workers’ comp costs are lower. However, insurance companies are noticing a troubling trend -–a longer duration of disability for younger workers and a resistance to recovery-at-work programs.

Although more research is needed to determine the factors contributing to the longer duration of claims, employers should be working with claims adjusters to determine if injury rates and duration for younger workers are increasing. Are job roles becoming more hazardous, are the types and severity of injuries changing, or is recovery delayed for other reasons?

Some experts suggest Gen Z views both physical and mental recovery in the workplace quite differently from older generations. There are various reasons why Gen Z may resist returning to work after an injury, including:

Generational values

An often-cited defining characteristic of Gen Z is their emphasis on work-life balance. If they feel their recovery is jeopardized or the chance of exacerbating the injury heightened, they may resist returning to work. Further, they are more aware of and prioritize mental health more than older generations. If the injury causes stress or anxiety or they were feeling burnout before they were injured, they may feel the need to recover psychologically before returning to work.

Workplace conditions

The recent Gallup workplace engagement study found that the drop in employee engagement in 2024 was most pronounced for Gen Z workers. Morale among those under 35 years old has dropped so much they are now less engaged than their older colleagues, an inversion that hasn’t happened since 2007. There were declines in the most fundamental engagement elements: clarity of expectations, receiving recognition, being provided with materials and equipment to do their work well, having opportunities to do what they do best, feeling cared about, and having opportunities to develop.

This attitude will adversely affect return-to-work efforts. If the injured worker perceives the workplace as unsafe, unsupportive, and/or stressful, they may believe their needs will not be accommodated or they will be reinjured. Further, if they were dissatisfied with the job, they may see this as an opportunity to explore other options. Some may not feel financial pressure to return.

Unhappy with accommodation expectations

Known for valuing flexibility, Gen Z may not respond well to accommodations that don’t offer remote, hybrid, or reduced hour options.

Awareness of rights

Gen Z tends to be more vocal and advocate for their rights in the workplace. They turn to many sources for information, particularly digital and social platforms, and can easily access work comp information and legal advice on their preferred platforms. Some sources are reliable and accurate, while others are biased and spurious. Having a digital platform that allows for easy and immediate incident reporting, easy-to-understand information and forms about the company’s work comp program, access to medical information, updates on claim status, and secure messaging with a user-friendly interface will help deter them from looking elsewhere.

While the essential elements of a return-to-work (RTW) program such as comprehensive education about the reporting procedures and processes, detailed job descriptions, modified duties, strong communication with workers, supervisor buy-in, and a strong medical network apply to all workplace injuries, here are seven steps employers can take to create a supportive atmosphere that encourages Gen Z workers to return to work and feel valued despite the challenges of recovering from an injury:

1. Have a clear understanding of how young workers feel about the workplace

For all workers, the work environment is one of the most important determinants of return-to-work (RTW) success. Gen Z tends to place more emphasis on the meaningfulness of work and how work aligns with their values. They expect employers to support boundaries between work and personal life, value access to mental health services, want transparency and open communication, and prize leaders who show empathy and genuine concern for employees’ wellbeing. Contrary to traditional views, Enlyte, a company that provides technology, services, and claims management for the insurance industry, found that mental health issues often result from return-to-work struggles rather than causing them.

From the moment an injury occurs, employers need to prioritize well-being, show genuine care and support, listen to the injured worker, validate their concerns, and check in regularly. Importantly, Gen Z workers expect to have a say about their recovery, return-to-work expectations and options, and accommodation throughout the process. It’s going to take an extra effort to foster trust in the process and a positive perception of the company’s commitment to their well-being.

2. Be open to flexible work arrangements

If possible, offer remote, hybrid, or part-time work to ease their transition back to full-time. Tailor the plan to address their concerns about physical recovery and emotional stress by developing a phased program that allows them to gradually increase their workload with modified duties that avoid tasks that could aggravate their injury. Allow them to voice concerns and suggest accommodations.

3. Support mental and emotional well-being

Gen Z may resist or struggle with traditional employee assistance programs (EAPs) that have not evolved to meet their needs. They want more flexible and accessible support options, such as therapy and coaching services and stress management and mindfulness resources. Provide mental health support digital tools, connect them with peers who’ve experienced similar injuries, encourage supervisors to reassure them of their value to the organization, and encourage a return to work. When they return, mark it with a welcoming gesture and foster a sense of belonging.

4. Leverage technology

Gen Z will prefer to report injuries through digital methods on their phone, such as mobile apps or online forms, favoring a streamlined process. Using mobile health apps for tailored recovery plans can track progress, provide valuable information to the worker, and share updates with healthcare providers. Wearable technologies can ensure safety and virtual tools, and customized social media platforms can help injured workers stay engaged with the team.

5. Understand their preferences for medical care

24/7 nurse triage lines facilitate immediate response and streamline communication. Providing access to medical professionals around the clock not only expedites treatment but also can reduce medical costs and anxiety for injured workers. Consider offering telemedicine options for ongoing consultations with physicians and virtual check-ins with mental health professionals.

6. Offer training and education opportunities

Gen Z workers highly appreciate personal and career advancement opportunities. Provide access to training or certifications they can pursue while recovering, aligning with their career goals. When realistic, offer reassurances that the injury will not curtail the opportunities for advancement.

7. Solicit input

Frequently ask for their feedback on how to better support their recovery and be willing to make changes. This cohort of workers will question and scrutinize an employer’s commitment to their well-being throughout the process.