The safer approach isn’t to simply say “no” and walk out. The goal is to protect your health and your work comp benefits.
Light duty is supposed to fit your medical restrictions. When it increases your pain or aggravates your injury, the situation requires careful management.
In Missouri workers’ compensation, simply refusing work without medical support can create problems with wage benefits. The goal is to protect your health and protect your claim by responding the right way.
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What “Light Duty” Means in Missouri Workers’ Comp
Light duty usually means an employer offers work that is supposed to match restrictions from the workers’ comp doctor, such as:
- lifting limits
- limited standing or walking
- no bending, twisting, or overhead work
- reduced hours
- limited repetitive motion
A light-duty job title doesn’t matter as much as the actual tasks. If the tasks go beyond the restrictions, the job may not be appropriate.
Can You Refuse Light Duty If It Causes Pain?
Sometimes you may have a valid reason, but “refuse” is rarely the safest first move.
When an injured worker declines a light-duty assignment without medical documentation, the insurance company may argue that the worker voluntarily removed themselves from work. That argument can threaten temporary total disability (TTD) payments.
A stronger approach is to treat increased pain as a medical issue that requires immediate documentation and, when needed, updated restrictions.
Signs the Light Duty Assignment May Be a Problem
Light duty may be unrealistic or unsafe when:
- Tasks exceed the doctor’s written restrictions
- The work is labeled “light duty,” but the job duties are essentially the same as before
- Pain increases during the shift and does not settle after rest
- Symptoms spread (new numbness, weakness, radiating pain)
- The job requires speed, repetition, or awkward positions that aggravate the injury
- The schedule conflicts with medical limitations or treatment needs
Pain that increases is meaningful—especially when it affects sleep, function, or medication use.
What To Do When Light Duty Causes Pain
1) Report the problem at work
Keep it professional and short. Focus on restrictions and symptoms, not blame.
Examples:
- “This assignment is increasing my pain.”
- “These tasks don’t match my restrictions.”
- “I need to follow the doctor’s orders.”
2) Write down the duties and symptoms
A simple log can help later if the insurer claims the job was “within restrictions.”
Track:
- the tasks performed
- duration and frequency
- what triggered pain
- any changes requested
- responses from supervisors
3) Contact the authorized treating doctor promptly
Tell the doctor what the job requires in real terms.
Helpful details:
- weights lifted
- bending, twisting, overhead reaching
- standing/walking time
- repetitive hand use
- pace expectations
Explain symptom changes clearly. Ask whether restrictions should be clarified or updated.
4) Get restrictions in writing
If restrictions change, the employer and insurer should receive the updated written restrictions. Verbal instructions are easier to dispute.
5) Avoid working outside restrictions “just to keep the peace”
One shift beyond restrictions can be used against you later:
- “They did it before, so they can do it now.”
- “They must not be that hurt.”
What If the Employer Says “Do It Anyway”?
Pressure to work outside restrictions is common. That pressure can lead to reinjury and can also create disputes over benefits.
If you’re being threatened with discipline, written up, or told to ignore restrictions, legal advice can help protect your claim and stop the situation from escalating.
Common Mistakes That Can Hurt a Missouri Workers’ Comp Claim
- quitting instead of reporting symptoms and getting a medical review
- refusing light duty before contacting the doctor
- working outside restrictions to avoid conflict
- telling the adjuster you’re “fine” while telling the doctor you’re not
- minimizing symptoms until the first big flare-up forces time off
Talk Directly With Attorney James M. Hoffmann
Light-duty disputes often turn into benefit disputes. If light-duty work is causing pain, the case may require updated restrictions, clearer documentation, and firm communication with the insurer.