After a workplace injury, many Montana workers are eager to recover and return to their jobs. Employers and insurance carriers often offer light duty or modified work as part of the workers’ compensation process. While return-to-work programs can be beneficial, they can also raise serious concerns for injured employees who may feel pressured to return before they are physically ready.
Understanding how light duty work affects your workers’ compensation benefits is critical to protecting your health and financial stability.
Light duty work generally refers to modified job tasks that accommodate an employee’s medical restrictions. This might include reduced hours, less physical labor, limited lifting, or alternative responsibilities. In Montana, light duty must be consistent with the treating physician’s written restrictions. An employer cannot require an injured worker to perform tasks outside of those limits.
When a legitimate light duty job is offered and approved by a doctor, refusing it without good cause can impact workers’ compensation benefits. Insurers may argue that wage-loss benefits should be reduced or terminated if the worker declines suitable employment. However, the key issue is whether the job truly complies with medical restrictions and is reasonably available.
Problems often arise when light duty positions are created in name only. Some employers assign tasks that exceed medical limitations, fail to provide consistent hours, or expect productivity levels that are unrealistic for an injured worker. Others may offer temporary light duty roles that disappear after a short period, leaving the worker without income.
Another concern involves wage calculations. If light duty work pays less than the employee’s pre-injury wage, partial wage-loss benefits may still be available. Insurance companies do not always explain this clearly, leading some workers to believe they must accept reduced pay without compensation.
Montana law also recognizes that recovery is not always linear. An injured worker who attempts light duty and finds that pain worsens or medical restrictions change may still be entitled to benefits. Proper medical documentation is essential in these situations.
Return-to-work offers should never be accepted without careful review. Injured workers should ensure the offer is in writing, clearly defines job duties, matches medical restrictions, and specifies hours and pay. Verbal assurances are often insufficient if disputes arise later.
Duckworth Law regularly assists Montana workers who are facing pressure to return to work too soon or who have had benefits reduced after accepting light duty. An attorney can help evaluate whether a job offer is legitimate and protect your right to full and fair workers’ compensation benefits.
Returning to work is an important goal, but it should never come at the expense of long-term health or financial security.
Understanding Light Duty and Return-to-Work Offers Under Montana Workers’ Compensation
