This study investigated the potential implications of self-handicapping as well as both work and general social support on the return to work process of individuals with chronic pain. Previous research has identified multiple, interacting modifiable factors that may both help and hinder the return to work process and have been found to be associated with self-handicapping. However, self-handicapping has never been independently evaluated as a factor in the return to work model for individuals with chronic pain. Further, the role of social support has had inconsistent findings in previous research ranging from direct (work social support) to indirect (general social support) influences on returning to work, with no previous research investigating the potential impact of social support on self-handicapping. To address this gap and help counselling psychologists and other mental health professionals work with individuals with chronic pain, this study examined how self-handicapping and social support influenced two aspects of the return to work process: time out of the workforce and change in working hours. It was hypothesized that increased self-handicapping tendencies would be associated with increased rates of absence from the workforce as well as a reduction in working hours from prior to the accident/incident that resulted in their chronic pain to the present day. Further, it was hypothesized that the relationship between self-handicapping and absence from the workforce would be significantly moderated by perceived work and general social support at work. Participants aged 25 to 55 completed an online survey which included a measure of self-handicapping, work social support, general social support, and pain as well as demographic questions. The results of analyses conducted using hierarchical linear regression and mixed-effects ANOVA failed to support the hypotheses. However, the analyses revealed that increased education level, social support at work and general social support as well as decreased pain intensity to be significantly correlated with decreased time out of the workforce.