How Do Employers In Canada Benefit From An IME?

Brief Overview:Employers in Canada benefit from an Independent Medical Examination (IME) in several ways. An IME is a comprehensive assessment conducted by a qualified healthcare professional to determine the medical condition and functional abilities of an employee. Here are five supporting facts on how employers benefit from an IME:

1. Objective evaluation: An IME provides employers with an unbiased and objective evaluation of the employee’s medical condition, helping them make informed decisions regarding accommodation or return-to-work plans.

2. Reduced costs: By obtaining accurate information about the employee’s limitations and capabilities, employers can avoid unnecessary expenses related to prolonged disability leaves or inappropriate accommodations.

3. Legal protection: An IME report serves as valuable evidence in case of disputes or legal claims related to workplace injuries or disabilities, protecting employers against fraudulent claims and potential litigation risks.

4. Improved productivity: With insights gained from an IME, employers can develop appropriate strategies for accommodating employees’ limitations while maximizing their productivity within the workplace environment.

5. Compliance with regulations: In some cases, specific legislation may require employers to conduct an independent assessment before making certain employment-related decisions. By conducting an IME when necessary, employers ensure compliance with relevant regulations.


Q1: Are there any laws that require Canadian employers to obtain an IME?
A1: While there is no general requirement for all Canadian employers to obtain an IME, specific legislation such as provincial workers’ compensation acts might mandate it under certain circumstances.

Q2: Who pays for the cost of conducting an IME?
A2: Typically, the employer is responsible for covering the costs associated with conducting an IME unless otherwise specified by applicable insurance policies or collective bargaining agreements.

Q3: How long does it take to schedule and complete an IME?
A3: The timeframe for scheduling and completing an IME varies depending on factors such as availability of healthcare professionals and complexity of the case but generally ranges from a few weeks to a couple of months.

Q4: Can an employee refuse to attend an IME?
A4: In most cases, employees are legally obligated to attend an IME if requested by their employer. However, there may be exceptions based on individual circumstances and applicable employment laws.

Q5: What happens after the IME is conducted?
A5: After the IME is completed, the healthcare professional prepares a report detailing their findings and recommendations. This report is then shared with the employer for further action or decision-making.

Q6: Can employers use any healthcare professional for conducting an IME?
A6: It is advisable for employers to engage qualified healthcare professionals who have expertise in conducting IMEs and possess relevant knowledge of occupational health and disability management.

Q7: Are there any limitations on how employers can use the information obtained from an IME?
A7: Employers should ensure that they only use the information obtained from an IME for legitimate purposes related to accommodation, return-to-work planning, or complying with legal requirements. Misusing this information could lead to potential privacy breaches or discrimination issues.

Employers in Canada benefit from Independent Medical Examinations (IMEs) as they provide objective evaluations, reduce costs, offer legal protection, improve productivity, and ensure compliance with regulations. Conducting an IME helps employers make informed decisions regarding workplace accommodations and effectively manage disability claims while minimizing risks associated with fraudulent claims or non-compliance with legislation.