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

Brief Overview:When an Independent Medical Examination (IME) conducted in Nova Scotia contradicts the findings of an employee’s doctor, it can lead to conflicting opinions regarding the employee’s condition and ability to work. This situation can significantly impact the employer, insurance companies, and legal proceedings involved. It is essential to navigate this challenge carefully and consider various factors before reaching a conclusion.


In such cases where a Nova Scotia IME contradicts the findings of the employee’s doctor, several supporting facts should be taken into account:

1. Objective assessment: An IME aims to provide an unbiased evaluation based on objective medical evidence rather than relying solely on subjective reports from either party involved.

2. Specialist expertise: IMEs are usually conducted by experts who specialize in relevant fields, ensuring a thorough examination that considers all relevant aspects of the individual’s condition.

3. Different perspectives: Each medical professional may have their own interpretation of symptoms or diagnostic criteria, leading to differences in opinion regarding diagnosis or treatment options.

4. Legal implications: If there is a dispute over compensation or insurance claims related to disability benefits, contradictory opinions between doctors will likely have significant legal implications during any ensuing hearings or trials.

5. Reviewing additional evidence: In order to reconcile conflicting opinions properly, it may be necessary for both parties (employee and employer/insurance company) to review further evidence such as medical records or test results obtained from different sources.


1. Can I rely solely on my employee’s doctor’s findings if they contradict the IME report?
No; while your employee’s doctor may have valuable insights into their condition based on their ongoing relationship with them, an independent evaluation provides another perspective that shouldn’t be ignored.

2. What steps should employers take when faced with contradictory assessments?
Employers should consult legal counsel experienced in disability management matters for guidance on how best to proceed given jurisdiction-specific rules and regulations governing these circumstances.

3. Will contradictions between IMEs and doctors’ findings impact disability insurance claims?
Yes, inconsistencies may significantly influence insurance claims as they can cast doubt on the severity or existence of a disability. This may result in challenges for employees seeking compensation.

4. Can an employer request another IME to resolve contradicting opinions?
Yes, it is possible to arrange for a second opinion from a different independent medical expert, especially if significant discrepancies exist between reports. However, factors such as cost and feasibility should be considered.

5. How do courts generally handle disputes arising from contradictory medical assessments?
Courts typically consider various evidence beyond just the conflicting opinions of doctors, including any additional tests or records that might help determine the employee’s condition objectively.

6. What happens if an employee refuses to attend an IME requested by their employer or insurance company?
Failure to comply with reasonable requests related to independent evaluations might lead to detrimental implications for the employee’s claim or could even affect job status depending on applicable employment laws.

7. Are there specific guidelines or standards governing IMEs in Nova Scotia?
Yes, Nova Scotia has certain regulations and guidelines that outline standards for conducting IMEs fairly and impartially by accredited professionals under specific circumstances related to work-related injuries or illnesses.

When faced with contradictions between Independent Medical Examinations (IMEs) conducted in Nova Scotia and findings from an employee’s doctor, careful consideration must be given to all available evidence before reaching conclusions regarding diagnosis, treatment options, legal proceedings, or potential impacts on disability benefits claims. It is crucial to consult with experts knowledgeable about jurisdiction-specific rules and regulations surrounding these matters to ensure proper management of workplace disabilities while safeguarding both employers’ and employees’ rights alike.