When you’re recovering from a work-related injury, your doctor may place you on modified duty or work restrictions — like no heavy lifting, no standing for long periods, or only part-time hours.
But what happens if your employer ignores those restrictions?
Unfortunately, this happens more often than you’d think — and it puts injured workers at serious risk. If your employer forces you to violate medical restrictions, you have legal rights. At Employees First Labor Law, we help injured workers protect their health, their benefits, and their jobs.
🔹 What Are Work Restrictions?
After a work injury, your treating physician or QME (Qualified Medical Evaluator) may issue temporary or permanent work restrictions, including:
- No lifting over a certain weight
- No repetitive motions
- Limited standing, walking, or bending
- Reduced hours or shorter shifts
- Ergonomic accommodations
These restrictions are designed to protect your health while you recover — and employers are legally required to honor them.
🔹 Employer Responsibilities Under California Law
If your doctor imposes restrictions, your employer must:
- Review those restrictions
- Decide whether modified or alternative work is available
- Accommodate you if possible — without making your condition worse
If they cannot offer a position that fits your restrictions, you may remain off work and continue receiving Temporary Disability (TD) benefits.
📌 Employers are not allowed to force you to perform tasks that violate your medical restrictions — doing so can reopen your injury, extend your recovery, or cause permanent damage.
🔹 What If Your Employer Pressures You or Ignores Restrictions?
If your employer:
- Assigns you tasks outside your restrictions
- Says “just do it this once” or “push through it”
- Threatens your job if you refuse
- Tells you to ignore medical advice
This is not only unethical — it’s illegal.
You have the right to:
- Refuse unsafe assignments that violate restrictions
- Request modified duties in writing
- Report unsafe work conditions
- Consult a workers’ comp attorney immediately
🔹 Legal Protections You Have
Several California laws protect you in this situation:
- Labor Code § 132a: Prohibits retaliation for filing a claim or asserting your work restrictions
- FEHA: If your restrictions qualify as a disability, failure to accommodate may violate anti-discrimination laws
- Cal/OSHA: Employers who endanger workers can face regulatory action
🔹 What You Should Do If Restrictions Are Ignored
- Get Documentation
- Ask your doctor for a written list of restrictions
- Save any written communication with your employer
- Speak Up Politely, But Firmly
- Let your employer know the task conflicts with your restrictions
- Keep written records of conversations if possible
- Report Unsafe Assignments
- If forced into unsafe work, report the issue to HR or a supervisor
- Contact an attorney right away
- Don’t Push Through the Pain
- Doing so can worsen your condition and undermine your case
🔹 Why Choose Employees First Labor Law?
At EFLL, we’ve seen this tactic too many times — employers trying to bully, pressure, or trick injured workers into violating restrictions. We act fast to:
- File legal notices with the employer and insurer
- Reinstate your disability payments if they’re stopped
- Report retaliation or discrimination
- File civil lawsuits for wrongful termination or failure to accommodate
Your recovery comes first. You deserve a workplace that respects your injury — not one that puts your health or case at risk.
✅ Get Help Now
If your employer is ignoring or violating your work restrictions, contact Employees First Labor Law today. We’ll fight to protect your medical rights, job security, and benefits — at no cost unless we win.
