What Does Light Duty Work Mean in Workers’ Comp?

When an employee is injured on the job, they may not be able to return to their regular job duties right away. In these situations, employers sometimes offer “light duty work” as part of the recovery and return-to-work process.

Our Orange County workers’ comp attorneys can help ensure your rights are protected during this time.

What is Light Duty Work?

Light duty work refers to temporary or modified job assignments that reasonably accommodate an employee’s medical restrictions after a work-related injury. These assignments are designed to help employees remain employed and earn wages while recovering.

Under California workers’ compensation law, light duty must meet the medical limitations prescribed by the treating physician. The work can involve fewer physical demands, reduced hours, or modified responsibilities that differ from the employee’s normal job duties.

For example, a warehouse worker who cannot lift heavy boxes due to a back injury might be assigned to inventory management, paperwork, or a clerical role until fully recovered.

What is the Purpose of Light Duty Work?

The goal of light duty work is twofold: 

• For Employees: Light duty allows injured workers to remain engaged in the workplace, maintain income, and ease the transition back to regular duties.
• For Employers: Light duty helps reduce workers’ compensation costs by shortening the duration of disability payments and minimizing productivity losses.

California law encourages employers to offer modified or alternative work whenever possible, as long as it aligns with the injured employee’s medical restrictions.

Your Right to Light Duty Work Under California Workers’ Compensation Law

Under California Labor Code §4658(d)(2), an employer may offer modified or alternative work to injured employees who have reached maximum medical improvement (MMI) but cannot return to their previous job. If the employer provides suitable light duty or modified work that meets medical restrictions, the employee must generally accept the offer or risk losing certain benefits. However, the light duty position must:

• Pay at least 85% of the employee’s pre-injury wages.
• Be within the employee’s physical restrictions.
• Be offered in good faith and not as a form of punishment or demotion.

If the light duty assignment violates medical restrictions or causes additional pain, the employee has the right to decline it and continue receiving temporary disability benefits. 

What Happens If Light Duty Is Not Available?

Not all employers can offer light duty work, especially in industries that require physical labor. If no modified or alternative job is available, the injured worker may continue to receive temporary total disability (TTD) benefits while recovering. These benefits generally pay two-thirds of the employee’s average weekly wages until they can resume work or reach MMI. If the employer later offers a legitimate light duty position that meets medical restrictions, the employee must accept the offer or risk losing temporary disability payments.

When Light Duty Becomes a Problem

While light duty can help employees recover, some employers misuse the system. Problems arise when:

• The assigned work violates the doctor’s restrictions.
• The employer reduces hours or pay unfairly.
• The employer uses light duty as retaliation or punishment for filing a workers’ compensation claim.

In these situations, employees should contact a workers’ compensation attorney in Orange County immediately. Legal counsel can review the assignment, communicate with your employer, and ensure your rights and benefits remain protected.