Vocational Expert Workers Comp: How Vocational Data Shapes Disability & Return-to-Work Decisions

Estimated reading time: 16 minutes

Key Takeaways

• A vocational expert workers comp evaluates employability, transferable skills, labor market access, and earning capacity after injury, and their reports can influence disability ratings and return-to-work decisions.

• Vocational evidence (TSA, labor market surveys, earning capacity analysis) complements medical evidence and often resolves disputes about work ability and reasonable accommodations.

• A job skills assessment after injury and a return to work evaluation follow clear steps and timelines, and the quality of data (recent postings, verified duties, wage sources) drives credibility.

• In a work ability dispute workers compensation case, a structured workflow—triage, independent assessment, joint sessions, mediation, and testimony—helps parties reach grounded, fair outcomes.

• Strong vocational reports use region-specific data, SOC/O*NET codes, employer contact notes, and transparent methods, forming persuasive disability rating vocational evidence.

Table of Contents

• Introduction

• What is a vocational expert in workers’ compensation?

  • Typical credentials and certifications

  • When and why experts are retained

  • Roles in hearings and procedure

• Types of vocational evidence and why they matter

  • Transferable Skills Analysis (TSA)

  • Labor Market Survey (LMS)

  • Earning Capacity Analysis

  • Job Matching and Placement Analysis

  • Vocational Prognosis

  • Medical vs. vocational evidence

• Job skills assessment after injury

  • Vocational history intake

  • Skills inventories and task analysis

  • Transferable skills analysis process

  • Education and training evaluation

  • Testing and functional capacity

  • Practical steps and timeline

  • Red flags to watch

• Return to work evaluation: components and outcomes

  • Worksite analysis

  • Job matching for specific roles

  • Accommodation recommendations

  • Modified duty planning

  • Re-employment services

  • How findings feed into offers

• How vocational evidence affects disability ratings

  • Interplay with medical impairment

  • Types of reports that shape ratings

  • Persuasive elements in vocational reports

  • Preparing or rebutting vocational evidence

  • Sample conclusion language

• Handling a work ability dispute in workers’ compensation

  • Common dispute triggers

  • Roles of vocational experts in disputes

  • Recommended dispute workflow

  • Strategies for claimants and counsel

  • Sample objection language

• Report anatomy: what a strong vocational report contains

  • Standard report sections

  • Sample opinion snippets

  • Checklist for admissibility

  • Sample TSA mapping table

• Real-world case examples and short hypotheticals

  • Example A: successful retraining and placement

  • Example B: vocational evidence reduces award

  • Example C: dispute resolved for claimant

  • Case takeaways

• What to expect from the vocational assessment process

  • Timeline and costs

  • Interviews and testing

  • Documentation required

  • Rights and responsibilities

  • Preparation checklist

• Best practices for using vocational experts effectively

  • Selecting experts

  • Preparing experts

  • Strategic use of reports

  • Collaboration tips

  • Pitfalls to avoid

  • Expert tip

• Resources and further reading

• Conclusion

• FAQ

Introduction

A vocational expert workers comp is often the key evidence-provider in determining what an injured worker can reasonably do after injury and how that affects disability and return-to-work options.

This article explains the vocational data used — from a job skills assessment after injury to a formal return to work evaluation — and how that data becomes disability rating vocational evidence or resolves a work ability dispute workers compensation case.

It is designed for injured workers, attorneys, adjusters, and employers who need practical, legally accurate guidance. We walk through: (1) what vocational experts do and how they’re qualified; (2) types of vocational evidence; (3) job skills assessment after injury; (4) return to work evaluation; (5) how vocational evidence affects disability ratings; (6) handling a work ability dispute; (7) report anatomy; (8) real-world examples; (9) what to expect logistically; (10) best practices; and (11) FAQs. You will find step-by-step checklists and plain-language explanations. To understand the expert’s role in determinations and testimony more broadly, see this overview of the role of vocational experts.

What is a vocational expert in workers’ compensation?

A vocational expert in workers’ compensation is a trained vocational rehabilitation professional who evaluates employability, transferable skills, labor market access, and earning capacity after injury; provides written expert reports and may testify at hearings. In short, the vocational expert workers comp translates medical restrictions into practical job options and wage impacts, using recognized methods and market data.

Typical credentials and certifications

Most experts hold a master’s degree in Rehabilitation Counseling, Counseling Psychology, or Vocational Rehabilitation. Many carry the Certified Rehabilitation Counselor (CRC) credential, which is administered by the Commission on Rehabilitation Counselor Certification (CRCC) and requires graduate coursework, supervised experience, and a national exam. Others may be Licensed Professional Counselors, approved vendors with state vocational rehabilitation programs, and active members of the International Association of Rehabilitation Professionals (IARP). These qualifications align with the broad role described in a detailed vocational-expert overview.

When and why experts are retained

Vocational experts may be retained for pre-hearing readiness evaluations, to accompany a settlement-related independent medical evaluation (IME), for vocational rehabilitation planning, or to provide vocational rebuttal reports. Practical reasons include deciding whether to settle or litigate, documenting loss of earning capacity versus a medical impairment rating, and testing whether modified duty is viable. For process and impact context, see an overview of vocational evaluations in workers’ compensation and how experts influence outcomes in comp cases as discussed by OAS Inc..

Roles in hearings and procedure

In hearings, a vocational expert might appear as a fact witness (neutral evaluator), a retained expert (hired by one party), or a rebuttal expert (to challenge another opinion). Fact witnesses are expected to be independent and objective. Retained and rebuttal experts provide opinions within the scope of their engagement and professional standards. Referral commonly occurs near maximum medical improvement (MMI), after disputes about work capacity arise, or when an employer proposes modified duty—timing that also aligns with case milestones noted in vocational evaluation practice and in broader discussions of expert roles in disability cases here.

Related topic: see our guide to return to work after injury for practical steps on light duty and accommodations that often intersect with vocational opinions.

Types of vocational evidence and why they matter

Vocational evidence explains how a person’s limitations and background play out in the real labor market. It is distinct from medical impairment ratings and often becomes the most persuasive disability rating vocational evidence in a case.

Transferable Skills Analysis (TSA)

A TSA is a systematic crosswalk of prior job tasks and skills to other suitable occupations. The method: list past tasks, identify critical skills, and map those to occupations using DOT/O*NET crosswalks and SOC codes, then match to realistic job titles.

Labor Market Survey (LMS)

An LMS is region-specific research that documents current job openings, requirements, pay ranges, and employer contact data. Method: set a geographic radius, select relevant job titles and SOC codes, apply pay thresholds and physical/cognitive demands, and then gather postings and verify essentials with employers. For how vocational-expert roles interface with medical opinions and legal standards, see this analysis from Sullivan on Comp. For practical evaluation steps, compare with the vocational evaluation overview.

Earning Capacity Analysis

An earning capacity analysis estimates post-injury wage potential and compares it to pre-injury wages. Analysts consider full-time versus part-time status, retraining time, and wage growth. A simple formula: average wages for realistic jobs found in the LMS, divided by the pre-injury wage, yields a percent wage loss.

Job Matching and Placement Analysis

Job matching compares residual abilities to the essential functions of specific jobs. It uses employer job descriptions, O*NET task lists, and employer verification calls to confirm true demands versus nominal postings.

Vocational Prognosis

Vocational prognosis projects employability and training needs over time (6–12 months, then 5+ years). It considers expected recovery, local job churn, and aging, and informs how durable a placement may be.

Medical vs. vocational evidence

Medical evidence defines impairment and restrictions; vocational evidence applies those restrictions to the labor market and the worker’s background. For example, a shoulder impairment (medical) may still allow a light-duty dispatch job if typing and phone work are within limits (vocational). Courts recognize this division of roles, as discussed in Sullivan on Comp’s review of physician and vocational roles.

Job skills assessment after injury

A job skills assessment after injury identifies retained abilities, transferable skills, and barriers to re-employment given current medical restrictions. It is often the first step in aligning a realistic plan with medical facts and employer opportunities. For context on what these assessments include and how they affect outcomes, see the vocational evaluation process and how vocational experts influence case direction here, alongside a broader discussion of expert roles in long-term disability here.

Vocational history intake

Build a timeline of jobs, core duties, tools, shift patterns, and any supervisory responsibilities. Request supporting documents: W-2s, tax returns, pay stubs, résumés, and performance evaluations. Accurate past wage data is essential for later earning-capacity comparisons.

Skills inventories and task analysis

Use a structured inventory to capture fine-grained tasks and skill levels. Example questions: “Describe repetitive tasks; list the maximum weight handled and frequency; note bending, crouching, ladder use; and describe keyboarding or touchscreen use by duration.” Consistency with medical restrictions will be tested later.

Transferable skills analysis process

Map prior tasks to required skills and then to suitable SOC-coded occupations via DOT/O*NET crosswalks. Mini example: a forklift operator with lifting restrictions could transfer to a shipping clerk or inventory control clerk at sedentary-to-light levels if prior skills include barcode scanning, inventory software, and shipping paperwork.

Education and training evaluation

Document degrees, certifications, and licenses. Assess credential portability and the feasibility of retraining in time and cost. Short certificates (e.g., basic office software) can close gaps quickly when combined with existing experience.

Testing and functional capacity

Recommend cognitive screening (e.g., MoCA), targeted aptitude measures (e.g., WAIS subtests), or a Functional Capacity Evaluation (FCE) when the record suggests unresolved questions about cognition, endurance, or safe lifting. Coordinate testing with treating providers to avoid duplication and ensure medical oversight.

Practical steps and timeline

• Referral and file review: 3–5 business days.

• Phone interview: ~60 minutes (claimant-only or claimant plus counsel).

• In-person assessment/testing if needed: schedule within 1–3 weeks.

• Labor Market Survey (LMS): 1–2 weeks for data and employer contacts.

• Draft report: 1 week; final report typically within 2–6 weeks total.

• If FCE/cognitive testing or an IME is required, extend by 2–4 weeks.

Red flags to watch

• Inconsistent work history details or missing wage records.

• Inadequate cooperation or canceled appointments.

• Undisclosed secondary employment or gig work.

• Major cognitive deficits affecting pace, memory, or judgment.

• Ongoing narcotic or sedative use impacting safety and employability.

Red flags shape recommendations. For example, marked cognitive deficits may shift the plan toward rehabilitation before placement, while cooperation issues may be documented and weighed when estimating realistic timelines.

Return to work evaluation: components and outcomes

A return to work evaluation focuses on fit and accommodations for specific employer jobs or modified duty. By contrast, a job skills assessment is broader and market-focused. Practical findings from return-to-work evaluations support light-duty offers, retraining, or continued temporary disability when no safe options exist. See common elements of a vocational expert’s work in this role overview, and compare with our guide to returning to work after an injury.

Worksite analysis

Obtain the employer job description, essential-functions checklist, ergonomic assessment, and on-site observation notes. Confirm demands such as hours standing/walking, lifts over 20 pounds, repetitive hand use, overhead reaching, and exposure to environmental factors.

Job matching for specific roles

Use O*NET task lists and employer-verified duties to distinguish essential from marginal functions. Document which duties a worker can perform within restrictions, and which require accommodation or removal.

Accommodation recommendations

Examples include reduced hours, assistive devices, task rotation, sit/stand workstations, and ergonomic tools. Where the ADA applies, note the interactive process and document proposed accommodations and employer responses.

Modified duty planning

Create a 30–90 day plan with checkpoints. For instance, weeks 1–2: four hours/day clerical tasks; weeks 3–6: six hours/day with monitored pauses; weeks 7–12: evaluate permanent restrictions and job fit. Collect worker and supervisor feedback at 30/60/90 days.

Re-employment services

These include job development, résumé revisions, interview coaching, and referrals for short-term certificates (often 4–12 weeks). Where justified, identify funding sources or programs and outline expected wage ranges upon completion.

How findings feed into offers

Report conclusions justify light-duty offers, support retraining requests, or explain why temporary disability benefits should continue. Sample language: “Recommend modified-duty clerical position, 4 hrs/day, no lifting >10 lbs, with task rotation every 30 minutes and seated work as needed.”

How vocational evidence affects disability ratings

Disability rating vocational evidence refers to vocational analyses—such as labor market surveys, earning-capacity comparisons, and TSA—used to quantify loss of earning capacity separate from medical impairment. The distinction and proper allocation of roles between physicians and vocational experts are recognized in decisions discussed by Sullivan on Comp, and align with broader practice notes on experts in long-term disability contexts.

Interplay with medical impairment

Example 1 (vocational lowers award): medical impairment is 20% whole-person. Vocational evidence shows many local jobs within restrictions at 95% of the pre-injury wage; the vocational loss is small, so the award is reduced.

Example 2 (vocational raises award): medical impairment is minor, but the TSA and LMS show a poor skills match and no realistic jobs at comparable wages. Vocational loss is high, increasing the award.

Types of reports that shape ratings

• Detailed LMS with recent, region-specific postings and employer contact notes.

• Wage comparisons across SOC-coded occupations aligned to the worker’s skills.

• Employer verification transcripts confirming essential job functions and demands.

• Vocational prognosis addressing short- and long-term employability.

Persuasive elements in vocational reports

• Local wage data and unemployment trends from the Bureau of Labor Statistics (BLS).

• Occupational descriptions and task lists from O*NET OnLine.

• Multiple corroborating postings and documented employer contacts.

• Clear linkage between medical restrictions and job duties.

• Sensitivity analysis showing best/worst-case wage scenarios.

Preparing or rebutting vocational evidence

• Use current postings (ideally ≤ 30 days old) and record search dates.

• Include SOC/O*NET codes and align every proposed job to the TSA.

• Cite BLS local wage data and preserve screenshots of postings.

• Log employer calls verifying essential functions and hiring requirements.

• Cross-reference impairment language with applicable impairment standards, such as the AMA Guides, as appropriate in your jurisdiction.

For more on how ratings intersect with legal status and benefit types, see our explainer on temporary vs. permanent disability in workers’ comp and how settlements are evaluated in the average workers’ comp settlement guide.

Sample conclusion language

“Based on the transferable skills analysis and a labor market survey conducted within a 30-mile radius of the claimant’s residence, it is my opinion that the claimant’s post-injury earning capacity is limited to positions paying $X–$Y per hour, representing a Z% reduction from pre-injury wages.”

Handling a work ability dispute in workers’ compensation

A work ability dispute workers compensation case usually centers on whether a worker can perform the pre-injury job, whether appropriate alternative work exists, and whether retraining is reasonable. Vocational experts can help parties move from speculation to evidence-based decisions, as summarized in both impact-focused discussions and role overviews.

Common dispute triggers

• Disagreement about performing essential functions of the old job.

• Disagreement about realistic alternative work within restrictions.

• Disagreement about the reasonableness and scope of retraining.

Roles of vocational experts in disputes

Experts may act as neutral fact witnesses, retained party experts, or rebuttal experts. Admissibility often requires disclosure of qualifications, prior testimony, and methodologies. Opinions should tie directly to medical records and observed job demands.

Recommended dispute workflow

• Step 1: Triage (3–5 days). Identify core issues and compile medical records, wage records, and job descriptions.

• Step 2: Independent vocational assessment (≈30 days). Referral letter questions should include employability, earning capacity, and LMS results.

• Step 3: Joint IME or vocational conference where available. Clarify contested facts, restrictions, and methods.

• Step 4: Mediation with vocational exhibits (TSA, LMS, employer verifications, wage data).

• Step 5: Hearing testimony best practices. Prepare exhibit lists, direct-exam questions, and cross-exam points.

Strategies for claimants and counsel

Intake questions (examples):

• What are your current restrictions and who issued them (date)?

• List all past job titles, core tasks, and tools used.

• What certifications/licenses do you hold (active/lapsed)?

• What wages did you earn for each role (include overtime)?

• What computer software, machinery, or systems can you operate?

• What tasks aggravate your symptoms and how quickly?

• What accommodations have helped you in the past?

• Do you have non-work barriers (transportation, childcare, language)?

• Have you applied for any jobs since injury? Outcomes?

• Do you have secondary income or gig work?

Provide documents: three years of pay stubs and tax returns, job descriptions, performance reviews, training certificates, prior vocational reports, FCE results, and all medical records. Track discovery deadlines and expert scheduling. For medical-legal examinations in disputed cases, see how a QME works in workers’ comp, and if a denial occurs, review how to appeal a workers’ comp denial.

Sample objection language

“The labor market survey relied upon postings older than 60 days and did not document employer contacts verifying essential functions; therefore the survey is not probative of actual job availability.”

Report anatomy: what a strong vocational report contains

A strong vocational expert workers comp report is transparent and methodical. It should be easy for a judge or adjuster to follow from referral questions to data to opinions. Where a rating is at issue, the LMS and wage analysis become critical disability rating vocational evidence.

Standard report sections

• Title Page & Qualifications: expert CV, certifications (CRC), and prior testimony summary.

• Background / Referral Questions: quote the referral questions verbatim.

• Medical Summary: list restrictions and cite sources (e.g., “Dr. Smith 10/02/2024; FCE 11/15/2024”).

• Vocational History & Work Tasks: chronology of jobs and essential duties; include verbatim employer descriptions where available.

• Transferable Skills Analysis: show task-to-occupation mapping and codes.

• Labor Market Survey: parameters, date ranges, SOC/O*NET codes, screenshots/saved copies, employer contact logs.

• Conclusions & Opinions: clear, numbered answers tied to referral questions.

• Recommendations: retraining, placement, accommodations, monitoring.

• Appendices: résumé, test results, LMS copies, employer verification transcripts, CV.

Sample opinion snippets

Opinion 1: The claimant is capable of part-time sedentary clerical work limited to four hours per day without repetitive keyboarding beyond 15 minutes at a time.

Opinion 2: The claimant’s transferable skills support placement in the occupations listed in Appendix B; retraining is recommended to obtain competitive access to these positions.

Checklist for admissibility

• Credentials verified (CRC/CRCC; memberships; CV attached).

• Date-stamped LMS with search parameters and postings ≤ 30 days old.

• Employer contacts logged; essential functions verified.

• Medical restrictions linked to every job duty analyzed.

• Current wage data cited to BLS and classifications aligned to O*NET.

• Signed declaration detailing methodology and data sources.

Sample TSA mapping table

Real-world case examples and short hypotheticals

Example A: successful retraining and placement

Facts: Warehouse worker, 12-year tenure, permanent 20-lb lifting limit, no overhead reaching. Vocational work: job skills assessment after injury, TSA identified administrative strengths, four-week office software certificate, short internship coordination. Outcome: hired as inventory clerk at 92% of pre-injury wage. Why it worked: LMS verified multiple local openings; employer accommodated sit/stand and microbreaks.

Example B: vocational evidence reduces award

Facts: 20% medical impairment, but strong clerical history. Vocational work: TSA and LMS found numerous dispatcher and coordinator roles matching restrictions at 95% wage replacement. Outcome: permanent disability award reduced due to minimal vocational loss. Rationale: disability rating vocational evidence showed ample comparable-wage options.

Example C: dispute resolved for claimant

Facts: Return-to-work disagreement; employer believed cashiering possible. Assessment: job skills assessment after injury uncovered cognitive deficits (attention/memory) and medication side effects. LMS showed few realistic, low-distraction roles without retraining. Outcome: vocational rehabilitation approved; benefits continued. What tipped the scales: testing results, employer verification of essential functions, and consistent medical notes supporting limitations.

Case takeaways

• Timely, targeted retraining plus verified employer interest shortens time off and improves outcomes.

• Current, verified job data can raise or lower awards depending on true market access.

• Testing and thorough history can reveal barriers otherwise missed and resolve a work ability dispute workers compensation case.

For more on evaluation steps and impacts, compare the vocational evaluation process and outcomes summaries from OAS Inc. (process) and OAS Inc. (impact), and this broader vocational-expert primer.

What to expect from the vocational assessment process

Timeline and costs

Typical timeline is 2–6 weeks from referral to final report: file review (3–5 days), interview (same day), testing scheduled within 1–2 weeks if needed, LMS (1–2 weeks), and a draft within 3–5 days of data completion. If an FCE, cognitive testing, or employer site verification is required, add 2–4 weeks. Costs vary by market and complexity: basic reports often range $1,200–$3,500; complex cases with testing can run $3,000–$8,000+.

Interviews and testing

Expect a 60–90 minute interview. Some assessments are remote; in-person testing may be required for FCE or hands-on aptitude work. Counsel may or may not attend; the claimant should clarify expectations in advance.

Documentation required

Send three years of pay stubs, job descriptions, a current résumé, training certificates, performance reviews, medical records (including FCE), and any prior vocational reports. Accurate job descriptions and wage records are essential inputs for reliable earning-capacity analysis.

Rights and responsibilities

Claimants generally must cooperate with reasonable assessments. Employers should provide job details and site access where required. Insurers authorize appropriate testing and assessments when they are relevant to disputed issues. If you are still setting up your comp claim, see how to file a workers’ comp claim and who qualifies for workers’ compensation.

Preparation checklist

• Collect three years of pay stubs, W-2s, and any 1099 records.

• Prepare a task list for each prior job with time-per-task estimates.

• List prior employers with contact info and dates of employment.

• Compile current restrictions and the date/provider who issued them.

• Gather job descriptions and any performance reviews.

• Update your résumé and list software/machinery you can use.

• Bring training certificates and licenses (note expiration dates).

• Note transportation, childcare, or language barriers to work.

• Identify accommodations that help you work safely.

• Write down questions about the process and timelines.

These steps streamline both a job skills assessment after injury and a return to work evaluation and help experts produce accurate, defensible reports.

Best practices for using vocational experts effectively

Selecting experts

Vet the CV: look for CRC/CRCC credentials, local labor market knowledge, and testimony experience. Ask for sample reports and references. Membership in professional groups (e.g., IARP) supports ongoing education.

Preparing experts

Send a focused referral letter listing specific legal questions. Provide the complete file (medical, wage, and job descriptions), highlight contested facts, and set realistic deadlines. If a hearing is likely, confirm availability and expected turnaround times early.

Strategic use of reports

Integrate medical and vocational timelines. Create a joint medical-vocational summary for the hearing binder. Use LMS exhibits in mediation and prepare witness outlines that tie restrictions to job demands. For appeals strategy, review the workers’ comp appeals guide.

Collaboration tips

Schedule a pre-trial conference between the treating physician and the vocational expert to align functional language. Document any discrepancies and explain their basis with citations to the record and to standards recognized in cases analyzing expert roles, such as those discussed by Sullivan on Comp and in broader expert role summaries here.

Pitfalls to avoid

• Incomplete histories, missing wage records, or outdated job descriptions.

• Outdated LMS (older than 30–60 days) or missing employer verifications.

• Mismatches between medical restrictions and job demand descriptions.

• Speculative opinions not tied to current data or recognized methods.

Expert tip

“Always align medical and vocational reporting; discrepancies between functional capacity and job requirements are scrutinized by judges and insurers.” — (Certified Rehabilitation Counselor)

To plan next steps after an injury, see our overview on returning to work under restrictions and how to transition from temporary to permanent disability in this guide.

Resources and further reading

• AMA Guides to the Evaluation of Permanent Impairment

• Commission on Rehabilitation Counselor Certification (CRCC)

• International Association of Rehabilitation Professionals (IARP)

• Bureau of Labor Statistics (BLS)

• O*NET OnLine

• What is a vocational evaluation in a workers’ compensation case? (OAS Inc.)

• What impact does a vocational expert have on your workers’ compensation case? (OAS Inc.)

• WCAB clarifies roles of physicians and vocational experts under Ogilvie (Sullivan on Comp)

• Role of a vocational expert in workers’ compensation (KniesHealy)

• The role of vocational experts in disability determinations (LongTermDisability.net)

Conclusion

Vocational evidence ties real jobs and wages to medical restrictions, giving decision-makers a clear picture of employability and loss. A focused job skills assessment after injury and a targeted return to work evaluation produce data that, when organized into disability rating vocational evidence, can fairly resolve a work ability dispute workers compensation matter—supporting safe placement, justified retraining, or accurate benefits.

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FAQ

What is a vocational expert in workers comp?

A vocational expert workers comp is a trained professional who evaluates employability, transferable skills, labor market access, and earning capacity after an injury, and provides written reports or testimony. See process and roles in the vocational evaluation overview and expert impact notes here.

How does a job skills assessment after injury work?

It starts with a detailed work-history intake, skills inventory, and mapping tasks to SOC/O*NET occupations, adds testing (FCE or cognitive) when needed, and concludes with an LMS and earning-capacity analysis. Typical timeline: 2–6 weeks from referral to final report.

Can vocational evidence change my disability rating?

Yes. Disability rating vocational evidence—TSAs, LMS data, and wage comparisons—can raise or lower a rating by showing realistic post-injury earning capacity and job access. Courts distinguish physician versus vocational roles, as discussed in Sullivan on Comp and summarized here.

What happens in a work ability dispute workers compensation case?

Parties usually pursue triage, an independent vocational assessment, joint medical/vocational sessions if available, mediation with exhibits, and testimony if needed. The vocational expert’s TSA, LMS, and employer verifications often resolve the dispute. See expert impact for context.

How long does a return to work evaluation take?

Commonly 2–4 weeks, depending on document access, employer site visits, and whether testing or multiple verifications are required. See practical examples in this return-to-work role overview.

State law and procedures vary; consult local statutes or counsel for jurisdiction-specific guidance.