After a workplace injury, many workers receive medical restrictions that limit what tasks they can safely perform. These work restrictions help protect recovery, but they also raise questions about job duties, accommodations, and continued employment. In Georgia, both state workers’ compensation laws and federal disability laws set clear rules for how employers must respond. Understanding what happens if an employer cannot meet these restrictions is key to protecting your health, your job, and your right to benefits.
In this blog, we explain how work restrictions affect your job after an injury, what Georgia law requires from your employer, and what to do if accommodations are not possible, including when to work with an experienced Atlanta workers’ compensation lawyer to protect your rights.
What Are Work Restrictions?
Work restrictions help protect injured employees from worsening their condition. These limits define what job duties a worker can or cannot perform after a workplace injury.
Definition of Work Restrictions
Work restrictions are medical guidelines set by a doctor. They describe what physical or mental job tasks an employee should avoid to prevent further injury. These restrictions are based on the employee’s injury, diagnosis, and ability to perform essential job functions.
Common Types of Work Restrictions
Restrictions may include limits on lifting, standing, bending, or using certain equipment. Other examples include avoiding prolonged sitting, working overhead, or exposure to specific environments. These rules apply to both physical and mental limitations that affect job performance.
Purpose of Work Restrictions
The goal is to allow the employee to heal while remaining safe at work. Restrictions help the employee avoid tasks that could cause more damage or delay recovery. They also guide the employer in deciding whether light duty or reasonable accommodations can be made.
Role in the Workplace
Employers must review the restrictions and decide if the employee can continue working with adjustments. This process involves comparing the restrictions to the essential functions of the job. If changes can be made, the employee may return to work under modified conditions.
Legal Relevance in Georgia
In Georgia, work restrictions play a key role in determining if an employee qualifies for wage benefits under the Workers’ Compensation Act (O.C.G.A. § 34-9-240). If an employer cannot offer suitable work within the restrictions, the worker may be entitled to income benefits.
Georgia Law: Employer Obligations and Work Restrictions
Georgia law outlines what employers must do when an injured employee has work restrictions. These rules help determine whether the employee can return to work or continue receiving workers’ compensation benefits.
Legal Framework Under Georgia Workers’ Compensation
Under the Georgia Workers’ Compensation Act, employers must attempt to provide suitable work if an employee is medically cleared for light duty. The job must match the doctor’s stated restrictions and allow the employee to perform essential job functions safely.
Role of the Americans with Disabilities Act
If the injury qualifies as a disability, the Americans with Disabilities Act (ADA) may also apply. Employers are expected to provide reasonable accommodations unless doing so causes undue hardship. These accommodations can include modifying job duties, adjusting schedules, or reassigning the employee to a different position.
Evaluating Essential Job Functions
Employers must evaluate whether the employee can still perform essential job functions with or without adjustments. This includes reviewing the physical demands of the job and comparing them with the restrictions. If the worker is unable to perform these tasks, the employer may be excused from offering the position.
Use of Medical Documentation
Employers are allowed to request official documentation from the treating physician. This includes work status reports, medical forms, and clear descriptions of the employee’s limitations. Decisions about accommodations or return-to-work plans must be based on this documentation.
Action Through the State Board
If an employer offers a job the employee refuses, or if a dispute arises, the employer must file a WC-240 form with the Georgia State Board of Workers’ Compensation. This form outlines the job offer and verifies it meets the medical restrictions. If the job does not match the restrictions, the worker may still qualify for temporary total disability benefits.
Reasonable Accommodations: What’s Expected from Employers
When a worker returns with medical restrictions, the employer must consider reasonable accommodations that allow the employee to continue working without risk of further injury.
Definition of Reasonable Accommodations
Reasonable accommodations are changes to the work environment or job tasks that help a qualified individual with disabilities perform essential job functions. These adjustments must not place an undue hardship on the business. The goal is to keep the employee productive while respecting their physical or mental limitations.
Examples of Common Accommodations
Employers may provide modified duties, reduced hours, or light duty assignments. Other adjustments include ergonomic equipment, physical workspace changes, schedule flexibility, or shifting nonessential tasks to other workers. Each situation depends on the specific restrictions and job requirements.
Role of the Job Accommodation Process
The accommodation process starts when the employer becomes aware of the employee’s restrictions. Human resources or a supervisor should compare the job duties with the medical limitations. Open communication with the worker and treating physician helps identify workable solutions. Tools like the Job Accommodation Network can support this review.
Requirement to Offer Equal Benefits
Employers must ensure the injured worker continues to enjoy equal benefits of employment. This means they cannot treat the employee differently from others in similar positions. The accommodations should allow the employee to maintain their position or a comparable one without loss of pay or status, unless the restrictions prevent it.
What Employers Are Not Required to Do
An employer does not have to remove essential job functions or lower standards of performance. If no accommodation allows the employee to safely and successfully perform the job, and the business cannot offer a suitable alternative, the employer may not be required to keep the employee in that role. In that case, the employee may qualify for workers’ compensation benefits.
What If the Employer Cannot Accommodate Your Work Restrictions?
If an employer cannot meet the restrictions set by your doctor, the law provides steps to protect your health and your right to workers’ compensation benefits.
No Light Duty or Suitable Position
Some employers may not have a light duty role or open position that matches your limitations. If the essential job functions cannot be adjusted without affecting operations, they may claim undue hardship. In this case, the employee may not return to work and could remain eligible for weekly income benefits.
Filing Requirements with the State Board
Georgia law requires that if an employer offers a modified job, they must submit Form WC-240 to the Georgia State Board of Workers’ Compensation. This form must include a detailed job description and a written statement from your treating physician confirming that the job meets your current restrictions. If no job offer is made, and you are unable to perform your previous duties, your wage benefits may continue.
What Happens to Wage Benefits
If your employer cannot provide work within your restrictions, you may receive temporary total disability benefits. These payments help replace lost income while you are unable to perform your job tasks. If your employer offers a job outside your restrictions and pressures you to return, you do not have to accept the position. Doing so could put your recovery at risk and affect your legal rights.
Employer Refusal or Retaliation
If your employer refuses to work with your restrictions or punishes you for having limitations, that may violate Georgia workers’ compensation law and the Americans with Disabilities Act. You have the right to request accommodations and to refuse unsafe job tasks. A workers’ compensation lawyer can help you review your options and protect your rights.
Contact an Experienced Atlanta Workers’ Compensation Attorney Today!
If your employer says they cannot accommodate your work restrictions, or if you are being asked to return to a job that does not match your medical limitations, you do not have to face the situation alone. Our team at Workers’ Compensation Lawyers Atlanta understands Georgia law and how to protect your right to benefits, fair treatment, and a safe return to work.
Contact us at 470-518-5026 for a free claim review today!
