What Documentation Is Required From Employers For An IME In Saskatchewan?

Brief Overview:When it comes to an Independent Medical Examination (IME) in Saskatchewan, employers are required to provide certain documentation. This documentation is crucial for the purpose of conducting a thorough assessment and evaluation. Here are five key facts about the documentation required from employers for an IME in Saskatchewan:

1. Medical history: Employers should provide the medical history of the employee being assessed. This includes any previous injuries or illnesses that may be relevant to their current condition.

2. Employment details: It is important for employers to furnish information about the employee’s job responsibilities, working conditions, and any workplace incidents or accidents that might have contributed to their injury or illness.

3. Work-related documents: Employers need to submit relevant work-related documents such as incident reports, safety protocols, and return-to-work plans if applicable.

4. Healthcare records: Any medical reports related to the employee’s condition should be provided by the employer as part of their obligation for offering complete and accurate information.

5. Claims information: Employers must disclose any workers’ compensation claims filed by the employee previously or at present regarding their injury or illness.


Q1: Can an employer withhold certain documents during an IME?
A1: No, employers cannot withhold essential documents requested by a qualified healthcare professional conducting an IME in Saskatchewan.

Q2: Are there any consequences for not providing all necessary documentation?
A2: Incomplete or missing documentation can hinder a comprehensive assessment and may lead to inconclusive results reflecting poorly on both parties involved in legal proceedings.

Q3: Is there specific guidance regarding how recent medical reports should be?
A3: While there isn’t a set timeframe specified, recent medical reports carry more weight compared to older ones as they reflect the most up-to-date state of health of the individual being examined.

Q4: What if some work-related documents are confidential? Do they still need to be shared?
A4: If documents contain sensitive information, employers can work with the assessing healthcare professional and provide a redacted version while highlighting that certain parts have been omitted due to confidentiality concerns.

Q5: Is it mandatory for employers to disclose workers’ compensation claims?
A5: Yes, disclosing workers’ compensation claims is essential as they provide important context and assist in evaluating the potential impact of the current injury or illness.

Q6: Can employers submit additional documentation after an IME has been completed?
A6: Employers may be allowed to submit additional documentation if it becomes available within a reasonable time frame post-IME. However, it is always best to provide all relevant information upfront.

Q7: Are there any legal consequences for providing false or misleading documentation?
A7: Supplying false or misleading information during an IME can lead to serious legal repercussions, including perjury charges and damage to credibility in any related legal proceedings.

Employers play a crucial role in facilitating an accurate evaluation during an Independent Medical Examination (IME) by providing necessary documentation. It is essential for employers in Saskatchewan to furnish complete medical history, employment details, work-related documents, healthcare records, and information on workers’ compensation claims. Failing to comply with these requirements can result in incomplete assessments that may negatively impact both parties involved.