What If An Canada IME Contradicts The Employee’S Doctor’S Findings?

Brief Overview:In Canada, when an Independent Medical Examination (IME) contradicts the findings of an employee’s doctor, it can create challenges in the disability management process. This article will explore this scenario and provide valuable insights into how to navigate such situations.

When a Canadian IME contradicts the findings of an employee’s doctor, it is crucial to consider the following five facts:

1. Objective assessment: An IME is conducted by a neutral and independent medical professional who objectively evaluates the employee’s condition. Their opinion may differ from that of the treating physician due to their impartiality.

2. Expertise and specialization: The IME specialist may have specific expertise or specialization in assessing certain conditions, which could lead to different conclusions compared to the employee’s doctor.

3. Diagnostic techniques: The IME specialist might employ additional diagnostic techniques or tests that were not performed by the treating physician, leading to different findings.

4. Reviewing medical records: The IME specialist reviews all relevant medical records before conducting their assessment, providing them with comprehensive information that may influence their opinion differently than what was available solely to the treating physician.

5. Legal implications: In some cases, there might be legal considerations involved when an IME contradicts a doctor’s findings. It is important for employers and insurers to understand these implications before making any decisions based on conflicting reports.


Q1: Can I disregard my employee’s doctor’s opinion if it conflicts with an IME?
A1: While you can consider both opinions, ultimately it is up to you as an employer or insurer to make informed decisions based on all available information.

Q2: What should I do if there are conflicting opinions between doctors?
A2: Seek further clarification from both parties involved and consider obtaining additional expert opinions if necessary for a more comprehensive understanding of your employee’s condition.

Q3: Are there any guidelines governing how contradictory reports should be handled?
A3: Different jurisdictions may have specific guidelines or regulations in place. It is essential to consult legal experts familiar with the applicable jurisdiction’s laws and regulations.

Q4: Can an IME be challenged legally if it contradicts a doctor’s findings?
A4: Yes, an IME can be challenged legally. However, the process and requirements for doing so vary depending on the jurisdiction and specific circumstances of each case.

Q5: How should I communicate conflicting reports to my employee?
A5: Open and transparent communication is crucial. Discuss both reports with your employee, explain the reasons behind any decisions made based on conflicting opinions, and ensure they understand their rights throughout the process.

Q6: Can I request another IME if I am not satisfied with the initial one?
A6: Depending on the circumstances, you may have the option to request a second opinion from a different IME specialist. Consult legal professionals experienced in disability management for guidance in such situations.

Q7: What factors should I consider when making decisions based on contradictory reports?
A7: Factors to consider include medical evidence presented by both parties, credibility of doctors involved, consistency of information provided by all parties, relevance to job duties/requirements, and compliance with applicable laws/regulations.

When faced with contradicting findings between an employee’s doctor and an IME report in Canada, employers and insurers must carefully evaluate all available information before making informed decisions. Seeking expert advice from legal professionals specializing in disability management can help navigate these complex scenarios effectively. Open communication with employees throughout this process is vital to maintain trust and transparency.