Can Your Employer Force You Back to Work After an Injury?

In California, whether your employer can force you back to work depends on your medical condition, your doctor’s recommendations, and whether your employer offers modified or light-duty work that meets those restrictions. 

If you’ve been injured on the job, it’s important to consult an Orange County workers’ compensation lawyer to understand your rights, ensure your medical restrictions are respected, and receive the benefits you’re entitles to under the California’s workers’ compensation system.

Your Right to Recover Before Returning to Work

Under California law, you cannot be forced to return to work if your treating physician determines you are not medically ready. After a work-related injury, your workers’ compensation doctor plays a central role in your recovery and return-to-work plan.

The treating physician evaluates your condition, prescribes necessary medical treatment, and determines whether you can perform your usual job duties. This includes providing one of three designations:

• Unable to Work: You cannot perform any job duties while recovering.
• Modified or Light Duty: You can work, but only under certain restrictions (for example, limited lifting or no prolonged standing).
• Full Duty: You have recovered and can return to your regular job without restrictions.

If your doctor states that you cannot yet return to work, your employer must respect that determination. You are entitled to continue receiving temporary total disability (TTD) benefits under California Labor Code §4653, which provide partial wage replacement while you recover.

An Employer Can Offer Light or Modified Duty

In many cases, an employer may offer light-duty or modified work to help you transition back into the workplace. This can involve different tasks, shorter hours, or less physically demanding responsibilities. Under Labor Code §4658(d)(2), modified or alternative work must:

• Accommodate your medical restrictions.
• Pay at least 85% of your pre-injury wages.
• Be offered in good faith—not as punishment or retaliation.

If the modified job violates your doctor’s restrictions or causes pain or further injury, you are not required to accept it. You should immediately notify your doctor and your workers’ compensation claims administrator.

What Happens If You Refuse to Return to Work?

If your doctor approves your return to work under specific restrictions and your employer provides a legitimate light-duty position that meets those limits, you are generally expected to return. Refusing to do so without medical justification may result in losing your temporary disability benefits.

However, if the offered position:

• Conflicts with your medical restrictions,
• Pays significantly less than allowed by law, or
• Is offered as retaliation or harassment in the workplace

Then you have the right to refuse and continue receiving benefits. In these cases it is critical to document your communications and consult a workers’ compensation attorney in Orange County before making this decision. They can review your case, explain your rights, and help you take immediate action. 

Retaliation for Workplace Injuries Is Illegal

California law prohibits employers from retaliating against employees who file workers’ compensation claims or need time off to recover. Labor Code §132a specifically protects injured workers from being fired, demoted, or harassed for asserting their legal rights. If your employer threatens to terminate you, reduce your pay, or assign you unsafe work because of your injury, you may be entitled to pursue additional compensation, job reinstatement, and penalties against your employer. Schedule your free consultation today.