What Is The Employer’S Role During The Ime Process In Bc?

Quick Overview:During the Independent Medical Examination (IME) process in British Columbia (BC), employers play a crucial role. They have certain responsibilities and obligations to ensure the smooth execution of the IME process. Here are five key facts about the employer’s role during the IME process in BC:

1. Cooperation: Employers must cooperate with both their employee and the insurance company throughout the IME process, providing necessary information and facilitating communication.

2. Providing documentation: Employers are responsible for supplying relevant medical, employment, and vocational information regarding their employee to assist in conducting an accurate assessment during the IME.

3. Scheduling: It is essential for employers to promptly schedule appointments between their employees and independent assessors chosen by either themselves or their insurance provider.

4. Attendance: Employers should ensure that their employees attend scheduled IMEs as failure to do so may affect benefits entitlement or claim adjudication.

5. Confidentiality: Employers must respect confidentiality requirements by only sharing relevant information related to the employee’s condition with authorized parties involved in the IME process.


1. Can an employer request an IME?
Yes, employers can request an Independent Medical Examination if they have reasonable grounds to believe that it is necessary for assessing a worker’s disability claims accurately or determining suitable accommodations.

2. Can an employer choose any assessor for conducting an IME?
In BC, employers can select independent assessors of their choice; however, these assessors must meet specific qualifications outlined by regulatory bodies such as licensing boards or professional associations.

3. What happens if there is a disagreement between different assessors’ opinions?
If there is a disparity between multiple assessments conducted by different assessors during the IME process, further discussions may be required among all involved parties (employer, insurer, legal representatives) to reach a resolution based on evidence provided by each assessor.

4. Are employers allowed access to all medical reports generated during the IME process?
No, employers are generally only entitled to receive a summary report that outlines the employee’s functional abilities and limitations without disclosing personal medical information. Access to full medical reports is usually restricted due to privacy laws.

5. Can an employer terminate an employee based on IME results?
Employers should exercise caution when making employment decisions solely based on IME results. Terminating an employee solely because of their disability or injury may be considered discriminatory under human rights legislation in BC. Employers must consider reasonable accommodations before taking any adverse actions.

6. What if an employer disagrees with the outcome of the IME process?
If an employer disagrees with the outcome of the IME process, they can discuss their concerns with their insurance provider or seek legal advice to explore possible options for dispute resolution or further assessment.

7. Are employers responsible for covering all costs associated with conducting an IME?
Typically, in BC, it is the responsibility of either the insurance provider or self-insured employers to cover all costs related to conducting Independent Medical Examinations as part of disability claim management processes.

Employers in British Columbia have important responsibilities during the Independent Medical Examination (IME) process. They need to cooperate, provide relevant documentation, schedule appointments promptly, ensure attendance at scheduled assessments while respecting confidentiality requirements. It is crucial for employers to understand their obligations and follow proper procedures throughout this process while considering legal and ethical considerations surrounding disability claims and accommodations.