Can I Work While on Workers Comp California? Essential Guide to Part-Time Jobs, Side Gigs, and Restrictions
Can I work while on workers comp California? Learn when a part-time job after work injury or a side job during workers compensation is allowed, how working under restrictions workers comp affects Temporary Disability, and how supplemental income and comp benefits interact. Follow a 7-step checklist to protect benefits, avoid fraud, and report income correctly today.
Estimated reading time: 14 minutes
Key Takeaways
You can often work while on California workers’ comp if the job fits your doctor’s restrictions, is authorized, and you report all earnings to the claims administrator.
Violating restrictions or hiding income can lead to reduced or terminated benefits, repayment demands, surveillance, and even fraud investigations.
Your treating physician controls your work restrictions and return‑to‑work guidance; their notes determine what is allowed.
Part‑time or side jobs are possible, but you must disclose them and make sure duties match restrictions to protect Temporary Disability (TD) payments.
Supplemental income interacts with comp benefits: active wages usually reduce TD, while passive income generally doesn’t; always verify with the adjuster.
Before accepting any job, get written doctor clearance, provide a job description to your employer and adjuster, and keep meticulous records.
Table of Contents
Key Takeaways
Table of Contents
Quick answer — can I work while on workers comp California?
How workers’ compensation works in California
Working under restrictions workers comp — what restrictions mean and employer obligations
Can you have a part-time job after work injury? Practical scenarios
Phased return with same employer (reduced hours)
Taking part-time work with different employer
Side job during workers compensation — what’s allowed and what’s risky
Supplemental income and comp benefits — how earnings affect payments
Before you accept work — 7-step checklist
Consequences of not following the rules — examples and outcomes
Resources and where to get help
Conclusion
FAQ
Can I do a part-time job after a work injury?
Will my workers’ comp be cut if I work while on benefits?
How do I report a side job during workers compensation?
Can I be fired for refusing modified duty?
What is ‘working under restrictions workers comp’ and how strictly is it enforced?
Quick answer — can I work while on workers comp California?
Can I work while on workers comp California? In most cases, yes — but it depends on your treating physician’s restrictions, whether work is authorized, and whether you fully disclose the work to your employer and claims administrator.
Permitted if work adheres to doctor restrictions and is authorized. Unauthorized or undisclosed work can lead to reduced/terminated benefits, repayment demands, or fraud investigations. Report all income and get written job descriptions/doctor notes.
To understand the system and your rights, see the California Division of Workers’ Compensation (DWC) and this practical overview of working while on workers’ comp.
This information is general and does not constitute legal advice. Rules vary by case; consult your treating physician, claims administrator, or a California workers’ compensation attorney for case-specific guidance.
How workers’ compensation works in California
The Division of Workers’ Compensation (DWC) is the California agency that administers the workers’ compensation system and resources for injured workers. It oversees medical care, wage-replacement, dispute resolution, and education for injured employees and employers.
The role of the treating physician is central: The treating physician controls your work restrictions, medical treatment decisions, and return-to-work guidance; their notes determine allowed activities. Your doctor’s work status reports are what employers and insurers follow.
Types of benefits include:
Temporary Disability (TD): Wage-replacement while you recover. Includes Temporary Total Disability (TTD) when you cannot work at all and Temporary Partial Disability (TPD) when you can do limited or light-duty work.
Permanent Disability (PD): Compensation for lasting impairment; may be payable even after return to work.
Medical treatment: Doctor visits, surgery, meds and rehab related to the work injury.
Employers should offer suitable modified duty if available; failure to do so affects your options. For employer responsibilities and light-duty considerations, see these summaries on employers offering modified duty, a benefits and return-to-work overview, and this discussion of employer duties in California.
Example: your doctor may clear you to sit and type for 4 hours/day but prohibit lifting over 10 lbs. If a job fits that profile and is reported, it may be allowed while you recover.
For a deeper primer on benefits in plain language, you can also review this guide to what benefits workers’ comp covers.
Working under restrictions workers comp — what restrictions mean and employer obligations
Define “work restrictions” as specific limits set by your treating physician (e.g., lifting limits, hours worked, repetitive motion, standing/sitting limits) intended to prevent worsening the workplace injury.
How restrictions are recorded: Work restrictions appear in physician reports and work status forms your doctor completes; keep copies of every note. For provider standards and forms information, see the DWC’s medical provider resources and forms.
Employer accommodation duty: If the employer has suitable modified duty that fits your restrictions, the employer may offer it. If you refuse a reasonable modified-duty offer, your TTD benefits can be stopped. See the explanation of modified work and benefits at EmployeesFirst.
How modified duty affects benefits: If you accept modified duty and your wages are lower than pre-injury earnings, you may receive partial wage replacement (TPD). If your earnings return to pre-injury levels, TTD may be terminated. This is outlined in this practical guide to working while on benefits.
Employer offers and documentation: If offered modified duty, get the job description in writing — include duties, hours, physical requirements, supervisor contact, and start date. Clear documentation helps prevent disputes and supports your compliance with working under restrictions workers comp.
Enforcement: Adjusters may verify compliance through records, medical opinions (QME/AME), or, if suspicion arises, surveillance. See this discussion of verification methods, including surveillance, in Rodich Law’s overview. For a broader look at how insurers monitor claimants, see California workers’ comp surveillance laws.
Sample restriction A: No lifting over 10 lbs; sit/stand at will; keyboarding limited to 2 hours at a time.
Sample restriction B: No repetitive overhead reaching; alternate tasks every 30 minutes; max 6 hours/day.
Working under restrictions workers comp is both a medical and legal standard. If duties change or symptoms worsen, return to your doctor for updated restrictions and notify your employer and adjuster in writing. For more on returning safely and navigating light duty, see this guide to returning to work after an injury.
Takeaway: Follow your doctor’s written restrictions to the letter, get any modified-duty offer in writing, and keep copies of every work status note.
Can you have a part-time job after work injury? Practical scenarios
A part-time job after work injury is often allowed — but only if the job fits your doctor’s restrictions, you disclose the work, and it does not create a new injury.
Phased return with same employer (reduced hours)
Impact: If you return to your employer for fewer hours, report exact hours and wages; TTD may be reduced or stopped depending on earnings. See how TD interacts with modified hours in this EmployeesFirst overview. This is a common path for a part-time job after work injury during recovery.
Documentation to collect: doctor’s return-to-work note, written job description, time sheets, and pay stubs.
Coordinate with HR: ask that the modified schedule and duties match the doctor’s restrictions in writing.
Case A (allowed): Maria returned to light assembly 4 hrs/day per her doctor’s note — she reported hours and received adjusted TD payments. For more detail on how modified offers work, review how modified duty offers work.
Taking part-time work with different employer
Allowances and cautions: Taking part-time work with a different employer can be permitted if duties match restrictions; you must report it to the claims administrator. If duties exceed restrictions, benefits can be cut and a new claim may be opened. See guidance on disclosure and risks in this working-while-on-benefits article and this note on starting a new job while on comp from Hanning & Sacchetto.
Documentation: job description from the new employer, hours worked, pay stubs, and doctor clearance stating the new tasks are within restrictions.
Reporting: send written notice with job details to your adjuster and keep the email or letter in your records. If you are unsure, ask for written confirmation.
Case B (problem): Carlos took an evening warehouse job that required 50‑lb lifting — the insurer suspended benefits and requested surveillance in response to the mismatch with his lifting restriction.
Even when permitted, can I work while on workers comp California with a second employer? Yes, if it aligns with restrictions and is fully disclosed. When in doubt, get written approval from your treating physician first and promptly notify your adjuster.
Takeaway: A part-time job after work injury is possible — but only when duties fit your restrictions and every hour and dollar is documented and disclosed.
Side job during workers compensation — what’s allowed and what’s risky
A side job during workers compensation can be allowed — but undisclosed or physically incompatible side work can trigger offsets, demands for repayment, or fraud investigations.
Disclosure obligation: Report any side job immediately to your claims adjuster and provide the job description and pay records. Early disclosure helps the adjuster properly calculate any Temporary Disability changes and reduces the risk of disputes. See common pitfalls and reporting guidance in this EmployeesFirst explainer.
Common risks: Benefit offsets, surveillance, fraud unit investigations, suspension/termination of TD, and overpayment demands. These risks are outlined in employer/benefits guides and a brief on investigation triggers such as social-media inconsistencies and surveillance.
Self-employment and gig work specifics: Independent contracting or gig work can be legally allowed if tasks match restrictions — but because gig jobs are flexible, adjusters may scrutinize whether work actually occurred or aggravated the injury. See the compliance cautions in the EmployeesFirst article. Practical rules: keep contracts, invoices, logs of hours and physical tasks, photos if necessary, and report income.
Surveillance and fraud triggers: Unreported high-activity posts (social media), inconsistent statements, or sudden earnings increases can prompt investigation. Learn how insurers monitor and what they can and cannot do under California workers’ comp surveillance laws and read about common red flags that lead to special investigations in the KSA-Atty fraud/surveillance overview.
If you plan to do gig work, make a 3‑point checklist:
Get doctor clearance in writing describing the exact tasks you can do.
Keep a written task log with dates, hours, duties, and any symptom changes.
Report the work and all income to your adjuster, and keep their written reply.
For a practical summary of reporting obligations and what “allowed work” looks like, see this plain-English guide to working while on comp. If your side job is supplemental income and comp benefits must be coordinated, ask your adjuster how they will account for those earnings.
Takeaway: A side job during workers compensation is only safe when you disclose it in writing, match every task to your restrictions, and keep airtight records.
Supplemental income and comp benefits — how earnings affect payments
Define “supplemental income” as any wages, self-employment earnings, or other active income you receive while also receiving workers’ compensation benefits.
How earnings affect TD: Earnings from work while receiving TD typically reduce or stop TD payments based on your actual wage-earning capacity — report exact wages to the claims adjuster so the correct adjustment can be made. This interaction is discussed in plain terms in this guide to working while on comp.
Examples of interactions:
Employer-approved modified work with lower wages → possible partial TD (TPD).
Passive income (e.g., rental income, dividends) → generally does not affect TD because it is not active wage-earning (recommend legal confirmation with your adjuster).
Overpayment and repayment: If you don’t report earnings, you risk an overpayment demand and possible fraud allegation. See these consequences outlined in Rodich Law’s overview.
Two simple, hypothetical math snapshots (example only — check with claims administrator):
Example 1: Your average pre-injury weekly wage is $1,000. TD pays a portion of lost wages. If you earn $400 in light-duty wages in a week and the adjuster calculates a partial loss of $600, your TD could be adjusted based on that partial loss (details vary — confirm with your adjuster and the DWC).
Example 2: You were receiving full TTD, then start a part-time job earning $750/week within restrictions. If your earnings approach your pre-injury level, TTD may be stopped; if you still have a wage loss, TPD might apply. Always verify the specific calculation with the adjuster and consult the California Labor Code for statutory context.
For broader context on temporary versus permanent disability transitions, see temporary vs. permanent disability in workers’ comp. If you are wondering “can I work while on workers comp California” and keep some TD, the decisive factors are your documented restrictions and your documented earnings.
Before you accept work — 7-step checklist
Follow these steps before accepting any work while receiving workers’ compensation to protect benefits and avoid disputes.
Consult your treating physician — get written clearance or explicit restrictions (attach the doctor’s note).
Notify your employer — give them the written job description and ask if modified duty is available.
Inform your claims adjuster — provide job description, hours, and pay rate; request written confirmation if you’re unsure.
Get any modified-duty offer in writing — include physical requirements, hours, and supervisor contact.
Keep detailed records — time sheets, pay stubs, emails, and a daily symptom journal (note changes in pain or activity).
Avoid heavy-duty tasks outside your restrictions — if symptoms worsen, seek immediate medical documentation.
Consult a workers’ comp attorney if you anticipate a dispute or if benefits are threatened.
These steps mirror practical advice from this EmployeesFirst checklist and this overview on reporting and documentation in Joe Pluta’s guide. For more context on communicating with insurance and documenting your case, see how to report work activity to your claims adjuster and keep proof.
Consequences of not following the rules — examples and outcomes
Not following restrictions or failing to report work can lead to suspension of benefits, repayment demands, or fraud investigations.
Suspension/termination of benefits: Employee accepts a full-duty night job that violates lifting restrictions; insurer suspends TD payments. See typical outcomes described by EmployeesFirst.
Repayment demands/offsets: Unreported earnings are discovered; the insurer issues an overpayment demand and offsets future checks. For why disclosure matters, see this plain-language explanation of reporting.
Fraud investigations/surveillance: Social media shows physical labor inconsistent with doctor restrictions; a special investigation is initiated. Read about common surveillance triggers in this fraud and surveillance discussion and learn your rights under California surveillance laws.
These scenarios echo the Section 4 and 5 examples: Maria’s compliant light duty was allowed and accurately reported; Carlos’ heavy evening job conflicted with restrictions and led to benefit suspension.
If this happens to you, ask for a written explanation from the adjuster and consult counsel. For next steps if your checks stop or your claim is denied, see what to do if benefits stop.
Resources and where to get help
If you’re still asking, “can I work while on workers comp California,” these resources explain rules, benefits, and compliance in more depth:
California Division of Workers’ Compensation (DWC) — Official state information on benefits, forms, and dispute processes.
EmployeesFirst article summary — Practical examples of modified duty, disclosure, and how working affects TD.
Joe Pluta blog — Clear, plain-English discussion of returning to work, TTD/TPD, and reporting income.
Rodich Law article — Overview of rights, restrictions, and enforcement (including surveillance).
English Lloyd blog — Employer obligations and modified duty considerations.
Hanning & Sacchetto blog — Guidance on starting a new job while receiving workers’ comp benefits.
KSA-Atty on fraud/surveillance — How social media and activity checks can impact claims.
California Labor Code search — Browse statutes that govern workers’ compensation.
Conclusion
Bottom line — what to do next: Can I work while on workers comp California? Often yes, but only when the work fits medical restrictions and is disclosed.
Do: get written doctor clearance, notify employer/adjuster, document everything.
Don’t: do heavy work outside restrictions, fail to report income, rely on verbal approvals.
If in doubt: consult your treating physician and a California workers’ comp attorney about side job during workers compensation and how supplemental income and comp benefits will be handled.
This information is general and does not constitute legal advice. Rules vary by case; consult your treating physician, claims administrator, or a California workers’ compensation attorney for case-specific guidance.
Need help now? Get a free and instant case evaluation by US Work Accident Lawyers. See if your case qualifies within 30-seconds at https://usworkaccidentlawyer.com.
FAQ
Can I do a part-time job after a work injury?
Yes, you may do a part-time job after work injury if the duties comply with your treating physician’s restrictions and you disclose the work to your employer and claims administrator; keep written documentation. See more on starting a new job during comp from Hanning & Sacchetto.
Will my workers’ comp be cut if I work while on benefits?
Possibly — temporary disability payments may be adjusted or stopped depending on your earnings and whether the work matches your restrictions. Always report earnings to avoid overpayment or fraud issues. Learn how reporting affects TD in this working-while-on-comp guide.
How do I report a side job during workers compensation?
Notify your claims adjuster in writing, provide a job description, and give copies of pay stubs and time records; keep medical notes on any symptom changes. See a step-by-step overview in this EmployeesFirst article.
Can I be fired for refusing modified duty?
An employer can terminate employment for non-retaliatory reasons, but refusing suitable modified duty may affect TD payments. Consult a workers’ comp attorney for possible wrongful-termination questions. More on modified work obligations is outlined by EmployeesFirst.
What is ‘working under restrictions workers comp’ and how strictly is it enforced?
It means following the limits prescribed by your treating physician (hours, lifting, tasks). Enforcement varies — claims adjusters, QMEs, and medical records determine compliance. See how compliance is checked in this Rodich Law overview.
Estimated reading time: 14 minutes
Key Takeaways
You can often work while on California workers’ comp if the job fits your doctor’s restrictions, is authorized, and you report all earnings to the claims administrator.
Violating restrictions or hiding income can lead to reduced or terminated benefits, repayment demands, surveillance, and even fraud investigations.
Your treating physician controls your work restrictions and return‑to‑work guidance; their notes determine what is allowed.
Part‑time or side jobs are possible, but you must disclose them and make sure duties match restrictions to protect Temporary Disability (TD) payments.
Supplemental income interacts with comp benefits: active wages usually reduce TD, while passive income generally doesn’t; always verify with the adjuster.
Before accepting any job, get written doctor clearance, provide a job description to your employer and adjuster, and keep meticulous records.
Table of Contents
Key Takeaways
Table of Contents
Quick answer — can I work while on workers comp California?
How workers’ compensation works in California
Working under restrictions workers comp — what restrictions mean and employer obligations
Can you have a part-time job after work injury? Practical scenarios
Phased return with same employer (reduced hours)
Taking part-time work with different employer
Side job during workers compensation — what’s allowed and what’s risky
Supplemental income and comp benefits — how earnings affect payments
Before you accept work — 7-step checklist
Consequences of not following the rules — examples and outcomes
Resources and where to get help
Conclusion
FAQ
Can I do a part-time job after a work injury?
Will my workers’ comp be cut if I work while on benefits?
How do I report a side job during workers compensation?
Can I be fired for refusing modified duty?
What is ‘working under restrictions workers comp’ and how strictly is it enforced?
Quick answer — can I work while on workers comp California?
Can I work while on workers comp California? In most cases, yes — but it depends on your treating physician’s restrictions, whether work is authorized, and whether you fully disclose the work to your employer and claims administrator.
Permitted if work adheres to doctor restrictions and is authorized. Unauthorized or undisclosed work can lead to reduced/terminated benefits, repayment demands, or fraud investigations. Report all income and get written job descriptions/doctor notes.
To understand the system and your rights, see the California Division of Workers’ Compensation (DWC) and this practical overview of working while on workers’ comp.
This information is general and does not constitute legal advice. Rules vary by case; consult your treating physician, claims administrator, or a California workers’ compensation attorney for case-specific guidance.
How workers’ compensation works in California
The Division of Workers’ Compensation (DWC) is the California agency that administers the workers’ compensation system and resources for injured workers. It oversees medical care, wage-replacement, dispute resolution, and education for injured employees and employers.
The role of the treating physician is central: The treating physician controls your work restrictions, medical treatment decisions, and return-to-work guidance; their notes determine allowed activities. Your doctor’s work status reports are what employers and insurers follow.
Types of benefits include:
Temporary Disability (TD): Wage-replacement while you recover. Includes Temporary Total Disability (TTD) when you cannot work at all and Temporary Partial Disability (TPD) when you can do limited or light-duty work.
Permanent Disability (PD): Compensation for lasting impairment; may be payable even after return to work.
Medical treatment: Doctor visits, surgery, meds and rehab related to the work injury.
Employers should offer suitable modified duty if available; failure to do so affects your options. For employer responsibilities and light-duty considerations, see these summaries on employers offering modified duty, a benefits and return-to-work overview, and this discussion of employer duties in California.
Example: your doctor may clear you to sit and type for 4 hours/day but prohibit lifting over 10 lbs. If a job fits that profile and is reported, it may be allowed while you recover.
For a deeper primer on benefits in plain language, you can also review this guide to what benefits workers’ comp covers.
Working under restrictions workers comp — what restrictions mean and employer obligations
Define “work restrictions” as specific limits set by your treating physician (e.g., lifting limits, hours worked, repetitive motion, standing/sitting limits) intended to prevent worsening the workplace injury.
How restrictions are recorded: Work restrictions appear in physician reports and work status forms your doctor completes; keep copies of every note. For provider standards and forms information, see the DWC’s medical provider resources and forms.
Employer accommodation duty: If the employer has suitable modified duty that fits your restrictions, the employer may offer it. If you refuse a reasonable modified-duty offer, your TTD benefits can be stopped. See the explanation of modified work and benefits at EmployeesFirst.
How modified duty affects benefits: If you accept modified duty and your wages are lower than pre-injury earnings, you may receive partial wage replacement (TPD). If your earnings return to pre-injury levels, TTD may be terminated. This is outlined in this practical guide to working while on benefits.
Employer offers and documentation: If offered modified duty, get the job description in writing — include duties, hours, physical requirements, supervisor contact, and start date. Clear documentation helps prevent disputes and supports your compliance with working under restrictions workers comp.
Enforcement: Adjusters may verify compliance through records, medical opinions (QME/AME), or, if suspicion arises, surveillance. See this discussion of verification methods, including surveillance, in Rodich Law’s overview. For a broader look at how insurers monitor claimants, see California workers’ comp surveillance laws.
Sample restriction A: No lifting over 10 lbs; sit/stand at will; keyboarding limited to 2 hours at a time.
Sample restriction B: No repetitive overhead reaching; alternate tasks every 30 minutes; max 6 hours/day.
Working under restrictions workers comp is both a medical and legal standard. If duties change or symptoms worsen, return to your doctor for updated restrictions and notify your employer and adjuster in writing. For more on returning safely and navigating light duty, see this guide to returning to work after an injury.
Takeaway: Follow your doctor’s written restrictions to the letter, get any modified-duty offer in writing, and keep copies of every work status note.
Can you have a part-time job after work injury? Practical scenarios
A part-time job after work injury is often allowed — but only if the job fits your doctor’s restrictions, you disclose the work, and it does not create a new injury.
Phased return with same employer (reduced hours)
Impact: If you return to your employer for fewer hours, report exact hours and wages; TTD may be reduced or stopped depending on earnings. See how TD interacts with modified hours in this EmployeesFirst overview. This is a common path for a part-time job after work injury during recovery.
Documentation to collect: doctor’s return-to-work note, written job description, time sheets, and pay stubs.
Coordinate with HR: ask that the modified schedule and duties match the doctor’s restrictions in writing.
Case A (allowed): Maria returned to light assembly 4 hrs/day per her doctor’s note — she reported hours and received adjusted TD payments. For more detail on how modified offers work, review how modified duty offers work.
Taking part-time work with different employer
Allowances and cautions: Taking part-time work with a different employer can be permitted if duties match restrictions; you must report it to the claims administrator. If duties exceed restrictions, benefits can be cut and a new claim may be opened. See guidance on disclosure and risks in this working-while-on-benefits article and this note on starting a new job while on comp from Hanning & Sacchetto.
Documentation: job description from the new employer, hours worked, pay stubs, and doctor clearance stating the new tasks are within restrictions.
Reporting: send written notice with job details to your adjuster and keep the email or letter in your records. If you are unsure, ask for written confirmation.
Case B (problem): Carlos took an evening warehouse job that required 50‑lb lifting — the insurer suspended benefits and requested surveillance in response to the mismatch with his lifting restriction.
Even when permitted, can I work while on workers comp California with a second employer? Yes, if it aligns with restrictions and is fully disclosed. When in doubt, get written approval from your treating physician first and promptly notify your adjuster.
Takeaway: A part-time job after work injury is possible — but only when duties fit your restrictions and every hour and dollar is documented and disclosed.
Side job during workers compensation — what’s allowed and what’s risky
A side job during workers compensation can be allowed — but undisclosed or physically incompatible side work can trigger offsets, demands for repayment, or fraud investigations.
Disclosure obligation: Report any side job immediately to your claims adjuster and provide the job description and pay records. Early disclosure helps the adjuster properly calculate any Temporary Disability changes and reduces the risk of disputes. See common pitfalls and reporting guidance in this EmployeesFirst explainer.
Common risks: Benefit offsets, surveillance, fraud unit investigations, suspension/termination of TD, and overpayment demands. These risks are outlined in employer/benefits guides and a brief on investigation triggers such as social-media inconsistencies and surveillance.
Self-employment and gig work specifics: Independent contracting or gig work can be legally allowed if tasks match restrictions — but because gig jobs are flexible, adjusters may scrutinize whether work actually occurred or aggravated the injury. See the compliance cautions in the EmployeesFirst article. Practical rules: keep contracts, invoices, logs of hours and physical tasks, photos if necessary, and report income.
Surveillance and fraud triggers: Unreported high-activity posts (social media), inconsistent statements, or sudden earnings increases can prompt investigation. Learn how insurers monitor and what they can and cannot do under California workers’ comp surveillance laws and read about common red flags that lead to special investigations in the KSA-Atty fraud/surveillance overview.
If you plan to do gig work, make a 3‑point checklist:
Get doctor clearance in writing describing the exact tasks you can do.
Keep a written task log with dates, hours, duties, and any symptom changes.
Report the work and all income to your adjuster, and keep their written reply.
For a practical summary of reporting obligations and what “allowed work” looks like, see this plain-English guide to working while on comp. If your side job is supplemental income and comp benefits must be coordinated, ask your adjuster how they will account for those earnings.
Takeaway: A side job during workers compensation is only safe when you disclose it in writing, match every task to your restrictions, and keep airtight records.
Supplemental income and comp benefits — how earnings affect payments
Define “supplemental income” as any wages, self-employment earnings, or other active income you receive while also receiving workers’ compensation benefits.
How earnings affect TD: Earnings from work while receiving TD typically reduce or stop TD payments based on your actual wage-earning capacity — report exact wages to the claims adjuster so the correct adjustment can be made. This interaction is discussed in plain terms in this guide to working while on comp.
Examples of interactions:
Employer-approved modified work with lower wages → possible partial TD (TPD).
Passive income (e.g., rental income, dividends) → generally does not affect TD because it is not active wage-earning (recommend legal confirmation with your adjuster).
Overpayment and repayment: If you don’t report earnings, you risk an overpayment demand and possible fraud allegation. See these consequences outlined in Rodich Law’s overview.
Two simple, hypothetical math snapshots (example only — check with claims administrator):
Example 1: Your average pre-injury weekly wage is $1,000. TD pays a portion of lost wages. If you earn $400 in light-duty wages in a week and the adjuster calculates a partial loss of $600, your TD could be adjusted based on that partial loss (details vary — confirm with your adjuster and the DWC).
Example 2: You were receiving full TTD, then start a part-time job earning $750/week within restrictions. If your earnings approach your pre-injury level, TTD may be stopped; if you still have a wage loss, TPD might apply. Always verify the specific calculation with the adjuster and consult the California Labor Code for statutory context.
For broader context on temporary versus permanent disability transitions, see temporary vs. permanent disability in workers’ comp. If you are wondering “can I work while on workers comp California” and keep some TD, the decisive factors are your documented restrictions and your documented earnings.
Before you accept work — 7-step checklist
Follow these steps before accepting any work while receiving workers’ compensation to protect benefits and avoid disputes.
Consult your treating physician — get written clearance or explicit restrictions (attach the doctor’s note).
Notify your employer — give them the written job description and ask if modified duty is available.
Inform your claims adjuster — provide job description, hours, and pay rate; request written confirmation if you’re unsure.
Get any modified-duty offer in writing — include physical requirements, hours, and supervisor contact.
Keep detailed records — time sheets, pay stubs, emails, and a daily symptom journal (note changes in pain or activity).
Avoid heavy-duty tasks outside your restrictions — if symptoms worsen, seek immediate medical documentation.
Consult a workers’ comp attorney if you anticipate a dispute or if benefits are threatened.
These steps mirror practical advice from this EmployeesFirst checklist and this overview on reporting and documentation in Joe Pluta’s guide. For more context on communicating with insurance and documenting your case, see how to report work activity to your claims adjuster and keep proof.
Consequences of not following the rules — examples and outcomes
Not following restrictions or failing to report work can lead to suspension of benefits, repayment demands, or fraud investigations.
Suspension/termination of benefits: Employee accepts a full-duty night job that violates lifting restrictions; insurer suspends TD payments. See typical outcomes described by EmployeesFirst.
Repayment demands/offsets: Unreported earnings are discovered; the insurer issues an overpayment demand and offsets future checks. For why disclosure matters, see this plain-language explanation of reporting.
Fraud investigations/surveillance: Social media shows physical labor inconsistent with doctor restrictions; a special investigation is initiated. Read about common surveillance triggers in this fraud and surveillance discussion and learn your rights under California surveillance laws.
These scenarios echo the Section 4 and 5 examples: Maria’s compliant light duty was allowed and accurately reported; Carlos’ heavy evening job conflicted with restrictions and led to benefit suspension.
If this happens to you, ask for a written explanation from the adjuster and consult counsel. For next steps if your checks stop or your claim is denied, see what to do if benefits stop.
Resources and where to get help
If you’re still asking, “can I work while on workers comp California,” these resources explain rules, benefits, and compliance in more depth:
California Division of Workers’ Compensation (DWC) — Official state information on benefits, forms, and dispute processes.
EmployeesFirst article summary — Practical examples of modified duty, disclosure, and how working affects TD.
Joe Pluta blog — Clear, plain-English discussion of returning to work, TTD/TPD, and reporting income.
Rodich Law article — Overview of rights, restrictions, and enforcement (including surveillance).
English Lloyd blog — Employer obligations and modified duty considerations.
Hanning & Sacchetto blog — Guidance on starting a new job while receiving workers’ comp benefits.
KSA-Atty on fraud/surveillance — How social media and activity checks can impact claims.
California Labor Code search — Browse statutes that govern workers’ compensation.
Conclusion
Bottom line — what to do next: Can I work while on workers comp California? Often yes, but only when the work fits medical restrictions and is disclosed.
Do: get written doctor clearance, notify employer/adjuster, document everything.
Don’t: do heavy work outside restrictions, fail to report income, rely on verbal approvals.
If in doubt: consult your treating physician and a California workers’ comp attorney about side job during workers compensation and how supplemental income and comp benefits will be handled.
This information is general and does not constitute legal advice. Rules vary by case; consult your treating physician, claims administrator, or a California workers’ compensation attorney for case-specific guidance.
Need help now? Get a free and instant case evaluation by US Work Accident Lawyers. See if your case qualifies within 30-seconds at https://usworkaccidentlawyer.com.
FAQ
Can I do a part-time job after a work injury?
Yes, you may do a part-time job after work injury if the duties comply with your treating physician’s restrictions and you disclose the work to your employer and claims administrator; keep written documentation. See more on starting a new job during comp from Hanning & Sacchetto.
Will my workers’ comp be cut if I work while on benefits?
Possibly — temporary disability payments may be adjusted or stopped depending on your earnings and whether the work matches your restrictions. Always report earnings to avoid overpayment or fraud issues. Learn how reporting affects TD in this working-while-on-comp guide.
How do I report a side job during workers compensation?
Notify your claims adjuster in writing, provide a job description, and give copies of pay stubs and time records; keep medical notes on any symptom changes. See a step-by-step overview in this EmployeesFirst article.
Can I be fired for refusing modified duty?
An employer can terminate employment for non-retaliatory reasons, but refusing suitable modified duty may affect TD payments. Consult a workers’ comp attorney for possible wrongful-termination questions. More on modified work obligations is outlined by EmployeesFirst.
What is ‘working under restrictions workers comp’ and how strictly is it enforced?
It means following the limits prescribed by your treating physician (hours, lifting, tasks). Enforcement varies — claims adjusters, QMEs, and medical records determine compliance. See how compliance is checked in this Rodich Law overview.
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Think You May Have a Case?
From confusion to clarity — we’re here to guide you, support you, and fight for your rights. Get clear answers, fast action, and real support when you need it most.
Think You May Have a Case?
From confusion to clarity — we’re here to guide you, support you, and fight for your rights. Get clear answers, fast action, and real support when you need it most.
Think You May Have a Case?
From confusion to clarity — we’re here to guide you, support you, and fight for your rights. Get clear answers, fast action, and real support when you need it most.