Return-to-Work Assessments
Objective psychological assessment and documentation for adults preparing to return to work after mental-health-related leave.Assessing Readiness to Return to Work
Improved symptoms alone may not answer whether you are prepared to resume the specific demands of your position.
An employer, HR representative, occupational-health provider, attorney, or other party may request documentation addressing current work-related functioning, return-to-work readiness, or whether temporary restrictions, a graduated return, or workplace accommodations should be considered.
A Return-to-Work Psychological Assessment examines your current psychological functioning in relation to the work you plan to resume. The evaluation is limited to the identified return-to-work question and provides an objective, clinically grounded opinion based on the available job information, relevant records, clinical interview, and psychological testing when indicated.
The assessment can inform decision-making. It does not guarantee a particular employment, leave, accommodation, or clearance outcome.
When an Assessment May Be Appropriate
You are currently away from work because of a mental health condition and are preparing to return.
Your employer, HR department, or occupational health provider has requested updated psychological documentation before you resume work.
A brief medical note does not provide enough information about your current work-related functioning.
Your treating provider cannot provide a job-specific opinion about your readiness to return.
You may need temporary restrictions, a gradual return, or workplace accommodations as part of the transition back.
Your position requires closer consideration of concentration, judgment, emotional regulation, stress tolerance, reliability, interpersonal functioning, or other psychological demands.
Frequently Asked Questions
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No. You may book the assessment directly. If an employer, HR department, occupational-health provider, attorney, or another organization has requested documentation, provide the written request, forms, or specific questions before the evaluation begins.
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The assessment may include a clinical interview, review of relevant records and job information, and standardized psychological measures or additional testing when indicated.
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You may be asked to provide the written request or relevant forms, a job description and essential job functions, your anticipated return date, and relevant treatment, leave, disability, or prior evaluation documentation.
The information needed is confirmed before the assessment begins.
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No. Routine FMLA fitness-for-duty certification is generally completed by the health-care provider managing the condition that resulted in leave. This service is a job-specific psychological assessment of current functioning in relation to the defined return-to-work question.
Not Sure Whether This Is the Right Workplace Evaluation?
Schedule a consultation to review your documentation request and determine which workplace evaluation may be appropriate.