Job Reassignment Workers Compensation: Navigating Changes After Injury in California

Estimated reading time: 12 minutes

Key Takeaways

• Job reassignment workers compensation decisions in California must follow your doctor’s certified work restrictions and anti-retaliation laws.

• Employers may offer regular, modified (light duty), or alternative work, typically aiming to pay at least 85% of your pre-injury wages and comparable benefits when the role lasts 12+ months.

• If your employer changed your job after injury in a way that ignores restrictions, cuts pay unfairly, or punishes you for filing a claim, it may be unlawful.

• The workers’ compensation return-to-work process relies on medical restrictions, written job offers, and, if needed, independent medical review by a QME/AME.

• California FEHA may require broader, longer accommodations than workers’ comp alone and prohibits discrimination and retaliation.

Table of Contents

• Introduction

• What Happens After a Workplace Injury — The Return-to-Work Process

• Can Employer Reassign Duties After Injury?

• Employer Changed My Job After Injury — What It Means and When It’s Lawful

• Light Duty vs New Job Role — Pros, Cons, and Legal Implications

• Work Restriction Job Change Legality California — Rules and Protections

• Vocational Rehabilitation & Job Displacement Benefits

• Practical Checklist — What to Do If Reassigned

• Employee Rights and Remedies

• Employer Perspective & Best Practices

• Common Situations & Short Case Examples

• Legal Accuracy & Review Note

• Conclusion

• FAQ

Introduction

Job reassignment workers compensation is a core concern for injured employees — if your employer changed your job after injury, you probably want to know whether that’s allowed and what to do next. This article explains in plain language whether your employer can reassign duties after injury in California, the differences between light duty vs new job role, and practical steps to protect your pay and benefits.

Understanding the workers’ compensation return-to-work process helps you respond quickly and confidently. We’ll also cover work restriction job change legality California rules, how FEHA and workers’ comp interact, and what to do if a reassignment feels retaliatory or unsafe.

Quick summary — What this article answers

• Can my employer reassign me? When is reassignment lawful?

• What should I do if my employer changed my job after injury?

• How do light duty vs new job role options affect pay and benefits?

• How does California law protect me, and when should I seek help?

What Happens After a Workplace Injury — The Return-to-Work Process

After a workplace injury, the process can feel overwhelming. Here’s a clear roadmap of the typical steps and who is involved.

• Step 1 — Report the injury immediately. Tell your supervisor and file an incident report form as soon as possible. Fast reporting protects your health and claim. For general steps, see our guide on steps to take after workplace injury.

• Step 2 — See a treating physician and obtain written restrictions. Your doctor evaluates you and issues restrictions such as “no lifting over 20 lbs; sit/stand option; no repetitive wrist motions.” A typical note may read: “Patient may return to work with: maximum 20 lb lifting, sitting/standing as needed, no repetitive overhead reaching — effective [date].”

• Step 3 — Employer and claims adjuster review restrictions. With those restrictions, your employer may look for “regular work,” “modified work,” or “alternative work” that fits your limitations, as outlined in the California DWC return-to-work guide.

• Step 4 — QME/AME if there’s a dispute. If the parties disagree about your condition or restrictions, a Qualified Medical Evaluator (QME) or AME may provide an independent assessment in California.

• Step 5 — Return-to-work offers in writing. Employers should document offers of regular, modified/light duty, or alternative work in writing, consistent with your restrictions, per the DWC guide. A sample employer response might say: “We can offer you temporary modified duties of [description], hours [X–Y], pay [amount], matching your restrictions dated [date].”

If you are unsure how to file or update a claim while you navigate these steps, see our walkthrough on how to file a workers’ compensation claim in California.

Can Employer Reassign Duties After Injury?

Short answer: Yes — employers can reassign duties after an injury, but only to work that complies with your certified medical restrictions and applicable legal protections. Reassignment that is retaliatory, discriminatory, or that ignores your restrictions can be unlawful.

When reassignment is lawful

• Modified/light duty or alternative work fits your doctor’s restrictions and is described in a written offer, consistent with the DWC return-to-work rules.

• Offers for long-lasting roles (12+ months) should generally pay at least 85% of your pre-injury wages with comparable benefits, per the DWC guidance.

• The offer is made in good faith and is not punitive, aligning with California’s FEHA duties discussed by Pasternak Law’s analysis of FEHA and workers’ comp.

• The work is safe and consistent with written restrictions.

When reassignment may be unlawful

• Assigning duties your doctor forbids, or ignoring sit/stand, lifting, or reach limits in the written restrictions, contrary to the DWC return-to-work framework.

• Using reassignment to punish a worker for filing a claim (retaliation), which can violate California labor protections described by the DLSE’s anti-retaliation resources and FEHA principles addressed by Pasternak Law.

• Demotion or unjustified pay cut disguised as “reassignment,” especially if not tethered to legitimate business needs or medical restrictions.

For more on safely transitioning back, visit our guide on return to work after injury, including light-duty strategies and documentation tips.

Employer Changed My Job After Injury — What It Means and When It’s Lawful

Real-life job changes fall into a few common patterns. Use this framework to evaluate whether your situation is likely lawful.

Temporary light duty assignment

Defined: Temporary modifications to the same role or tasks, intended to be transitional while you recover.

• Lawful when: It matches the doctor’s restrictions; is documented in writing; and does not reduce pay unfairly for long-term arrangements, consistent with the DWC guide.

• Unlawful red flags: Duties not aligned with restrictions; use of light duty as a pretext to punish or harass a worker for filing a claim, which implicates FEHA protections discussed by Pasternak Law.

Permanent reassignment to a different role

Defined: A long-term or permanent move to a different job title or different duties due to permanent restrictions or business reasons.

• Lawful when: It fits permanent restrictions; is offered in writing; and generally pays at least 85% of prior wages/benefits if the role will last at least 12 months, per the DWC guide.

• Unlawful red flags: Forced demotion with unjustified pay cut; failure to engage in FEHA’s interactive process, as summarized by Pasternak Law.

Business reorganization or legitimate operational change

Defined: Employer changes roles for business needs but must still respect restrictions and accommodation law.

• Lawful when: The change is genuinely business-driven; the employer documents the new role and how it fits restrictions; and FEHA’s reasonable accommodation duties are met.

• Unlawful red flags: Reorganization used to mask retaliation or evade accommodations; assigning tasks that violate medical restrictions or ignoring the interactive process (Pasternak Law).

Sample email to request clarification

If the situation becomes adversarial, learn about protections from retaliation in our article on retaliation for filing workers’ comp claims.

Light Duty vs New Job Role — Pros, Cons, and Legal Implications

Understanding light duty vs new job role helps you weigh tradeoffs for your health, career, and benefits.

Wage differential example

Say you earned $1,000 per week before injury and the new role pays $900. The wage differential is: $1,000 − $900 = $100/week loss. Keep pay stubs and written offers to document the difference. Review what benefits might help offset losses in our overview of what benefits workers’ comp covers.

Work Restriction Job Change Legality California — Rules and Protections

In California, workers’ compensation rules and the Fair Employment and Housing Act (FEHA) both protect injured workers; each has different remedies and obligations for employers.

Workers’ comp obligations

• Employers must offer regular, modified, or alternative work consistent with certified restrictions, including using official notices for return-to-work offers, per the DWC guide.

• Offers that last 12 months or more should generally pay at least 85% of pre-injury wages and comparable benefits, according to the DWC return-to-work guidance.

• If no suitable work is available, the worker may qualify for a supplemental job displacement benefit (voucher) to help pay for retraining and related costs, described in DWC Chapter 6.

FEHA obligations

• Employers must engage in a timely, good-faith interactive process and provide reasonable accommodations where possible (examples: reassignment, schedule changes, equipment), per FEHA reasonable accommodation regulations and Pasternak Law’s analysis of FEHA/workers’ comp interplay.

• FEHA may require accommodations that go beyond workers’ comp norms and can last as long as they remain reasonable and do not impose undue hardship.

Anti-retaliation protections

Employers may not retaliate for filing a workers’ comp claim, reporting an injury, or requesting accommodations. For filing options and code references, see the DLSE’s “How to file” retaliation and Labor Code page. You can also explore California rules and steps in our California workers’ comp laws guide.

Vocational Rehabilitation & Job Displacement Benefits

California provides a “supplemental job displacement benefit” (voucher) for eligible workers who cannot return to their employer due to permanent restrictions. The voucher helps pay for approved education, training, and related expenses. Qualification, timing, and amounts are outlined in DWC Chapter 6.

• Typical steps: Employer evaluates for regular/modified/alternative work → if no suitable job is available after MMI, a voucher may be issued. Confirm current amounts and eligible costs on the DWC site.

• Example: If no suitable modified work exists after MMI, a voucher may be used for retraining up to the current statutory limits (check the DWC guide for amounts and timelines).

To understand how temporary and permanent disability benefits interact with retraining decisions, see our overview of temporary vs permanent disability.

Practical Checklist — What to Do If Your Employer Changed Your Job After Injury or Proposes Reassignment

• Get written work restrictions from your treating physician. Suggested line to say to the doctor: “Please list my exact work restrictions in writing, including weight limits, time limits, and duration.”

• Request a written job description for any offered role. Sample subject: “Request for Written Job Description — [Job Title] — [Date].”

• Ask for a detailed, written offer of modified/alternative work. Require: start date, pay/benefits, hours, expected duration, and how the job matches your restrictions. See how California expects written offers in the DWC return-to-work guide.

• Document everything. Keep dates, names, copies of offers and texts, missed hours, and pay stubs showing any wage change. For general benefits and documentation tips, see what benefits workers’ comp covers.

• Compare duties side-by-side. Column A = physician restrictions; Column B = job duties; highlight conflicts and request clarification in writing.

• Request a QME/AME if restrictions are disputed. Learn how QMEs work in our guide to what a QME is in workers’ comp, and review the DWC guide.

• If refused accommodation or facing retaliation, contact civil rights and labor agencies. Consider contacting the California Civil Rights Department (formerly DFEH) at DFEH and review the DLSE’s retaliation guidance. An article discussing the right to counsel posted in workplaces is available at this counsel notice article.

For broader filing steps and timing, consult our overview of workers’ comp time limits in California.

Employee Rights and Remedies

You should not be forced to accept unsafe or noncompliant work. Here are your core rights and how to respond.

• When you may lawfully refuse work: If the job violates certified medical restrictions or is unsafe, you may refuse. Refusing compliant work could jeopardize benefits, so ask for clarifications in writing and consult resources before declining.

• Temporary disability benefits: If you cannot perform any suitable work within restrictions, you may receive temporary disability. See our primer on workers’ comp benefits.

• Permanent disability benefits: If lasting impairment remains after MMI, you may qualify for permanent disability. Compare temporary vs permanent benefits in our disability transition guide.

• Wage differential claims: If reassigned to lower-paying work, document pre- and post-injury wages and calculate the difference.

• Vocational retraining / job displacement voucher: If no suitable work exists, you may qualify for a voucher; see the DWC guide.

• FEHA discrimination/retaliation claims: FEHA may provide remedies if you experience discrimination or retaliation; review Pasternak Law’s discussion and the DLSE’s filing guidance.

In serious situations (e.g., termination after an injury), read our guide on being fired while on workers’ comp in California, including next steps and potential remedies.

Employer Perspective & Best Practices

Most employers aim to bring injured employees back safely. These practices reduce confusion and risk.

• Legitimate reasons to reassign: Safety, compliance with restrictions, and operational necessity.

• Documentation: Provide written job descriptions/offers; record the interactive process; check medical restrictions before assigning tasks; keep return-to-work communications clear and timely.

• Suggested offer language: “This offer is for [position], duties include [list]; shift [X]; pay [amount]; expected duration [temporary/permanent]; and each duty complies with your work restrictions dated [MM/DD/YYYY]. Please confirm acceptance by [date].”

• Risk of improper reassignment: Wage differential exposure, FEHA claims, and retaliation penalties if actions appear punitive or ignore restrictions. Review California requirements in the DWC guide and FEHA duties explained by Pasternak Law.

Common Situations & Short Case Examples

Example 1 — Temporary light duty offered and accepted. A warehouse worker has a 20 lb lifting limit and is given desk-based inventory tasks for six weeks. Pay stays the same, the role is documented, and tasks match restrictions per the DWC return-to-work guide. Immediate actions: get restrictions in writing; keep the written offer; note start/end dates.

Example 2 — Permanent reassignment to a lower-paid role. A machinist with permanent standing limits is moved to a parts coordinator job paying 90% of prior wages. The weekly wage loss is 10%; the worker tracks pay stubs and considers a wage-differential claim. Immediate actions: request a written description/offer; calculate the difference; review benefits in what workers’ comp covers.

Example 3 — Employer refuses to accommodate restrictions. An employer disregards reduced-hour restrictions and schedules full shifts. The worker may seek temporary disability and raise FEHA concerns. Immediate actions: send a written request to align duties with restrictions; consult the DLSE retaliation and Labor Code page; consider QME if the dispute is medical.

Example 4 — Employer reassigns as alleged retaliation. Shortly after filing a claim, a worker is moved to an undesirable shift with reduced hours. This may implicate anti-retaliation and FEHA protections, as discussed by Pasternak Law. Immediate actions: preserve texts/emails; request a written explanation and job offer; review California rights in our California workers’ comp laws guide.

Legal Accuracy & Review Note

This article summarizes general California workers’ compensation and employment laws as of October 8, 2025. It is not legal advice. For case-specific advice, contact a workers’ compensation attorney. Employers and employees should consult counsel before relying on this information.

• Verify current amounts and thresholds for job displacement vouchers and any statutory percentages.

• Confirm up-to-date FEHA regulations and any recent case law affecting reassignment.

Conclusion

Job reassignment workers compensation issues are stressful, but you have clear rights: your employer must respect medical restrictions, document offers, and avoid retaliation. If you’re facing a change in duties, compare the offer against your restrictions and the DWC guidelines, track wage differences, and use FEHA’s interactive process to find a safe, lawful fit. When in doubt, get it in writing and seek guidance early so you can protect your health, income, and future.

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FAQ

Can employer reassign duties after injury?

Yes — if the reassigned duties comply with your certified medical restrictions and legal protections; otherwise it may be unlawful. See the DWC return-to-work guide and Pasternak Law’s FEHA analysis for details.

What should I do if my employer changed my job after injury?

Request written restrictions and a written job description/offer, document all communications, and consult DWC/DFEH or an attorney if the change is punitive or unsafe. Review the DLSE’s guidance on filing retaliation or Labor Code complaints.

Is light duty vs new job role treated differently under California law?

Yes — both must comply with medical restrictions, but FEHA and workers’ comp have different timelines and remedies; light duty is usually temporary, a new role may be permanent and affect benefits. See the DWC return-to-work guidance and Pasternak Law’s FEHA overview.

What are my rights for work restriction job change legality California?

You have rights under workers’ compensation (modified/alternative work, vouchers) and under FEHA (reasonable accommodations and anti-retaliation protections). Review the DWC return-to-work guide and FEHA reasonable accommodation regulations.