Returning to Work After Brain Injury: Understanding the real challenges
October 28, 2026
Returning to work after a brain injury can be an important step towards rebuilding independence and a sense of purpose.
For many people, the path back to employment is not straightforward. New research offers positive findings for people returning to an existing employer; however, the question remains: what happens when returning to the same workplace is no longer an option?
Research from Monash University and Epworth HealthCare, published in 2026, has highlighted the potential of comprehensive vocational rehabilitation to help people return to work after a traumatic brain injury.
Among 99 participants who were employed before their injury, considered capable of returning to their previous job, and completed a comprehensive vocational rehabilitation program, 83% successfully returned to work. Of those who returned, 92% went back to their previous employer.
The findings suggest that, with appropriate rehabilitation and workplace support, many people can return to employment following a brain injury.
However, returning to work did not necessarily mean returning to work in the same way. The study found that 51% returned on modified duties and 45% worked reduced hours. Half used strategies to compensate for cognitive or physical changes.
These findings reinforce the message that successful return to work may depend on flexibility, understanding and a willingness to adapt the workplace to a person's changing needs.
What if returning to work with your previous employer isn't possible?
Not everyone has a job to return to. Some people may be unable to resume their previous role, while others may have lost their employment, worked in a role that cannot be modified, or discovered that their previous career is no longer compatible with their abilities.
An Australian qualitative study by Brakenridge, C. L., et al. (2022) interviewed 10 people with acquired brain injury, including people with stroke, traumatic brain injury and brain tumours. Participants had varied employment outcomes, including moving to different work, losing employment or not working since their injury.
The researchers identified several barriers:
Physical and cognitive impairments that affect the work a person can perform.
Employers who have limited understanding of brain injury.
Employment services that struggle to identify suitable jobs.
Variable access to vocational rehabilitation, depending partly on individual needs and insurance coverage.
The challenge is not simply returning to work. It is finding a new employer willing to recognise their skills, understand the effects of brain injury and provide the right support.
A new employer, by contrast, may have little understanding of brain injury or how it can affect memory, concentration, communication, fatigue, planning and the ability to manage competing demands. Some of these effects may not be visible, making it harder for applicants to explain their needs or for employers to recognise the adjustments that could help them succeed.
The question is whether people who cannot return to their previous workplace have access to the same level of practical support and opportunity.
The employer's perspective: What makes recruitment challenging?
Finding a new job after brain injury also means navigating the realities of recruitment from an employer's perspective. Employers need to identify candidates who can meet the requirements of a role, work safely, contribute to the team and perform the responsibilities expected of them. These considerations sit alongside recruitment pressures, workforce costs and the need to retain skilled employees.
However, research suggests that uncertainty about disability can also influence recruitment decisions.
A 2026 report from Jobs and Skills Australia, based on responses from more than 2,200 employers, found that while many employers were open to inclusive hiring, concerns about job suitability and workplace safety remained barriers for some. The report also found that employers were using practical adjustments, including flexible work arrangements, job redesign and workstation modifications, to support employees with disability.
But the question remains as to whether this goes far enough. Could some employment opportunities be lost because employers are uncertain about the person's capabilities or how to support them? Some people may need adjustments to perform a role effectively, while others may be able to meet the requirements with little or no change. An employer cannot determine this from a diagnosis alone.
Employers aren't expected to overlook legitimate job requirements. There is however a need for access to clear information and practical support to make informed decisions, instead of relying on assumptions about brain injury.
The challenge is not simply encouraging employers to be more inclusive. It is giving them the confidence, information and support to make inclusive recruitment work in practice.
What could make a difference?
Finding new employment after brain injury may require more than traditional job-search assistance. Support may need to address both the practical process of finding work and the adjustments that help someone succeed once they are employed.
This could include:
Employers who have limited understanding of brain injury.
Recognising transferable skills: helping people identify the experience, strengths and capabilities they can bring to a different role.
Matching people with suitable work: considering current capacity, interests, workplace demands, transport, flexibility and opportunities for retraining.
Building employer understanding: helping employers understand that brain injury affects everyone differently and that many challenges may not be immediately visible.
Supporting workplace adjustments: exploring flexible hours, modified duties, written instructions, structured routines, assistive technology or other reasonable adjustments suited to the individual.
Providing ongoing support: maintaining contact with both the employee and employer to identify issues early and help the working relationship succeed.
There is no single approach, and as everyone's brain injury is different, so too is their personal circumstance and capacity relating to their employment. There are also no guarantees when returning to work, however, awareness of people's varying circumstances and an openness to conversation can help bridge the gap.
Practical Toolkit
The NSW Agency for Clinical Innovation has a practical toolkit for people considering a return to work, including lived-experience stories, readiness, planning and workplace strategies.
Research and further reading
Downing, M., Ross, P., McKenzie, D., & Ponsford, J. (2026). Employment outcomes of comprehensive vocational rehabilitation after traumatic brain injury. Brain Injury, 40(10), 864–873. Read the full research article
Brakenridge, C. L., et al. (2022). Exploring the lived return-to-work experience of individuals with acquired brain injury: Use of vocational services and environmental, personal and injury-related influences. Disability and Rehabilitation. Read the full research article
Jobs and Skills Australia. (2026). Employer attitudes toward disability inclusion in the Australian workforce. Australian Government, Department of Employment and Workplace Relations. Read the full report
Share Your Story
At BrainLink, are seeking to hear from people with lived experience whose story can help others. If your experience relates to this article, please fee free to reach out to us.