What Is The Employer’S Role During The IME Process In Nova Scotia?

Brief Overview:During the IME (Independent Medical Examination) process in Nova Scotia, employers play a crucial role. Their involvement is necessary to ensure an efficient and effective evaluation of an employee’s medical condition or disability claim. Employers must take certain steps to facilitate the IME process and ensure compliance with relevant laws and regulations.

1. Coordinating appointments: Employers are responsible for scheduling IME appointments between the independent medical examiner and the employee.
2. Providing medical information: Employers should supply all relevant medical records, reports, and other documentation to the independent medical examiner before the examination.
3. Accommodating employees: Employers must make reasonable accommodations for employees during their absence from work for attending IMEs.
4. Ensuring fairness: It is essential for employers to treat all employees equally when it comes to coordinating IMEs, following non-discriminatory practices.
5. Complying with legal requirements: Employers need to adhere to provincial laws regarding privacy of personal health information during the IME process.


Q1: Can employers choose any medical professional for conducting an Independent Medical Examination (IME)?
A1: No, employers must select a qualified independent medical examiner who has expertise in evaluating specific conditions related to an employee’s claim.

Q2: Should employers inform union representatives about upcoming IMEs?
A2: Yes, if there is a collective agreement or union representation involved, informing them about scheduled IMEs is crucial as per labor relations legislation.

Q3: Are employers required by law to pay travel expenses incurred by employees attending out-of-town IMEs?
A3: In most cases, yes – according to employment standards legislation; however, specifics may vary based on individual circumstances or collective agreements.

Q4: What happens if an employee refuses or fails to attend scheduled IMEs?
A4: Failure or refusal without valid reasons may impact disability benefits eligibility or result in disciplinary actions, depending on the specific circumstances and relevant employment policies.

Q5: Can employers obtain a copy of the independent medical examiner’s report?
A5: Yes, employers typically have access to the IME report. Still, they must follow privacy laws and regulations to protect confidential employee health information.

Q6: What can an employer do if they suspect an employee is abusing the IME process?
A6: Employers should consult with legal advisors or occupational health professionals to initiate appropriate investigations if there are legitimate concerns about potential abuse.

Q7: Are employers responsible for communicating the outcome of an IME to employees?
A7: Employers should provide employees with a summary of important findings from the IME while ensuring compliance with privacy legislation regarding sharing personal health information.

Employers play a vital role in facilitating the IME process in Nova Scotia. They coordinate appointments, provide necessary medical information, ensure fairness and compliance with legal requirements. By actively participating in this process, employers contribute to fair assessments and effective disability management practices.