The Government of Ontario is issuing a record-setting $1.5 billion in WSIB rebates to safe employers—marking the largest rebate in provincial history.
If your organization has a strong health and safety record, this could mean a sizable return. But once that cheque arrives, the most important question becomes: What now?
Turning a Rebate Into a Strategic Advantage
Over the years, we’ve seen how smart organizations reinvest rebates not just to improve safety outcomes, but to strengthen culture, reduce future costs, and build a healthier, more productive workforce.
If you’re thinking about how to use your rebate, here are three reinvestment strategies that have worked well in real-world settings:
- Reinforce What’s Already Working
Many organizations use rebates to build on existing efforts. For example, flu clinics or hearing testing programs can be expanded into broader initiatives that focus on prevention, response, and return to work, providing a more holistic program. Even small additions like lunch-and-learns, a better tracking system, or more convenient access to services can dramatically improve participation and long-term outcomes.
Consider using rebates to make seasonal programs more consistent throughout the year, supporting long-term wellness instead of one-off events, for a more sustained approach to worker health.
- Invest in Early Identification and Prevention
Another common approach is to focus on catching issues before they escalate. That means focusing more on the “prevent” side of workplace health. This might include biometric screenings, employee training and education, functional assessments, noise level monitoring, or ergonomic reviews. The goal here is to identify potential risks early, so employees stay fit for work, and costly incidents are reduced. These measures can also provide helpful data for HR and health and safety teams to refine broader strategies.
- Strengthen Return-to-Work and Absence Management Strategies
Some organizations choose to reinvest in improving how they manage employee absences and the return-to-work process—recognizing that reintegration can be one of the most challenging phases for both employees and teams.
Over time, we’ve seen that even small adjustments can make a meaningful difference. These might include
- Reviewing and refining attendance support policies to reflect evolving workplace realities
- Ensuring return-to-work plans are medically informed, with clear roles and responsibilities
- Introducing simple tools to flag recurring absences or at-risk cases earlier
- Strengthening communication between HR, frontline leaders, and medical teams to support smoother transitions
Organizations that take a more structured and supportive approach to absence management often see improved outcomes—faster, safer returns to work, stronger employee engagement, and fewer repeated absences.
Final Thoughts
Although there’s no one-size-fits-all answer, rebates do offer a valuable chance to build smarter programs with long-term impact. The best use is often the one that reflects your organization’s specific risks, goals, and culture.
If you’d like to learn how other employers in your sector have reinvested successfully—or explore ideas that might work for you—we’d be happy to share what we’ve seen.
Contact us to start the conversation