What Steps Should Employers Take Post-Ime In Toronto?

Quick Overview:After an Independent Medical Examination (IME) in Toronto, employers should take several steps to ensure a smooth post-IME process. These steps include reviewing the IME report, communicating with the employee, considering accommodation options, seeking legal advice if necessary, and implementing appropriate disability management strategies.

Supporting Facts:
1. Reviewing the IME Report: Employers should carefully review the IME report to understand the examiner’s findings and recommendations regarding the employee’s medical condition and ability to work.
2. Communicating with the Employee: It is important for employers to have open communication with employees post-IME. This allows for discussion of any concerns or questions arising from the examination.
3. Considering Accommodation Options: Based on the IME report, employers should assess possible accommodations that could enable the employee to return to work or continue working in a modified capacity.
4. Seeking Legal Advice: In complex cases or situations where there are potential legal implications, it may be advisable for employers to seek legal advice from professionals specializing in employment law.
5. Implementing Disability Management Strategies: To support employees’ health and well-being while managing workplace productivity effectively, employers should implement appropriate disability management strategies based on recommendations provided by healthcare professionals.


1. Can an employer use an IME report as grounds for termination?
– An employer can use an IME report as part of their decision-making process regarding termination; however, other factors must also be considered such as applicable employment laws and contractual obligations.

2. How long does it typically take for an employer to receive an IME report after conducting one?
– The timeframe varies depending on various factors including scheduling availability of both parties involved and complexity of case; however, it usually takes around 2-4 weeks.

3. Is it mandatory for employees to attend an IME requested by their employer?
– Employees generally have a duty under employment contracts or legislation regulations to attend an IME requested by their employer, unless there are valid reasons for refusal (e.g., medical incapacity).

4. Can employees bring someone with them to the IME appointment?
– In most cases, employees are allowed to bring a support person or representation to their IME appointment; however, it is recommended to confirm this with the examiner beforehand.

5. What should employers do if they disagree with the findings of an IME report?
– Employers can seek a second opinion from another qualified healthcare professional and consider discussing concerns with legal counsel before taking any further action.

6. Are employers responsible for covering the costs of an IME?
– Yes, in most cases, employers are responsible for covering the costs associated with conducting an IME as part of their duty to assess employee’s fitness for work and accommodation needs.

7. Can employees refuse consent for sharing their medical information obtained during an IME?
– Employees generally cannot refuse consent as long as appropriate privacy measures and regulations are followed when sharing medical information obtained during an IME.

After conducting an Independent Medical Examination (IME) in Toronto, employers should review the report thoroughly, communicate openly with employees, explore accommodation options if needed, seek legal advice when necessary, and implement disability management strategies based on healthcare professionals’ recommendations. It is crucial for employers to navigate post-IME processes carefully while considering applicable laws and contractual obligations within their jurisdiction.