Can An Ime Affect An Employee’S Return To Work?

Quick Overview:An Independent Medical Examination (IME) can indeed have an impact on an employee’s return to work. It is a crucial step in the disability management process, as it helps determine the employee’s current condition and their ability to perform job-related tasks. Here are five key facts regarding how an IME can affect an employee’s return to work:

1. Evaluation of Functional Abilities: During an IME, a qualified healthcare professional assesses the employee’s functional abilities, including physical and cognitive capabilities relevant to their job requirements. This evaluation provides valuable information about whether the employee is ready to return to work or if any accommodations are necessary.

2. Objective Medical Opinion: An IME provides an independent medical opinion based on unbiased evaluations and medical evidence. This objective assessment helps employers make informed decisions regarding the employee’s fitness for duty and appropriate workplace accommodations.

3. Identification of Limitations: If limitations or restrictions are identified during the IME, they may impact the timing of the employee’s return to work or require modifications in their job duties or environment. The findings from the examination guide employers in developing suitable accommodation plans.

4. Validation of Treatment Progress: An IME allows healthcare professionals to review previous treatment records and validate whether progress has been made in improving the individual’s health condition since their initial diagnosis or injury occurred.

5. Legal Considerations: In certain jurisdictions, such as Canada, where this article focuses on, obtaining an IME may be required by law before making decisions related to long-term disability benefits or termination due to incapacity issues.


1. Are employees obligated to attend an IME?
Yes, employees generally have a legal obligation under employment contracts or insurance policies requiring them to attend scheduled IMEs requested by their employer or insurer when there is reasonable cause for examination.

2. Can employees bring someone with them during an IME?
In most cases, employees have no right to bring someone with them during an IME. However, they can request to have a support person present, and the examiner may consider this based on individual circumstances.

3. Can employees refuse to participate in an IME?
Employees may refuse to participate in an IME; however, their refusal could have consequences such as suspension of benefits or potential job termination. It is advisable for employees to seek legal advice before refusing.

4. How long does an IME report take?
The timeframe for receiving the final IME report varies depending on various factors such as the complexity of the case and availability of medical records. Typically, it takes several weeks after completing the examination.

5. Can employees challenge the findings of an IME?
Yes, if employees disagree with the findings of an IME, they can seek a second opinion from another qualified healthcare professional or challenge it through appropriate legal channels available in their jurisdiction.

6. Are employers bound by the recommendations made in an IME report?
Employers are not legally obligated to follow every recommendation made in an IME report; however, disregarding reasonable accommodations suggested by reputable healthcare professionals may expose them to potential liability claims.

7. What happens if there is a disagreement between multiple medical opinions obtained through different assessments?
In cases where there is a disagreement between multiple medical opinions obtained through different assessments (including independent ones), further evaluation or mediation processes may be necessary to resolve conflicting information and determine appropriate next steps.

An Independent Medical Examination plays a significant role in assessing employee readiness for return-to-work and determining suitable accommodation plans when required. Employers should carefully consider these evaluations while making informed decisions regarding disability management and workplace accommodations within their jurisdiction’s legal framework.