A disagreement about modified work can develop quickly. Before answering an offer, compare the actual duties, schedule, location, and physical demands with your current written restrictions. This article focuses on refusal consequences; our guide to light duty and work restrictions in Indiana explains the broader return-to-work process.
Key takeaways
- Indiana Code 22-3-3-11[1] applies when a partially disabled employee refuses employment suitable to the employee’s capacity.
- During an unjustified refusal, the employee is not entitled to compensation while the refusal continues.
- Before compensation may be denied under that section, the employee must be served with a notice explaining the consequences of refusing the employment.
- The Worker’s Compensation Board may determine that a refusal was justifiable.
- Do not rely on a job title alone; ask for the proposed duties and obtain written clarification of any conflict with your medical restrictions.
Indiana’s rule on refusing suitable work
The current Indiana Code[2] says that a partially disabled employee who refuses employment suitable to the employee’s capacity is not entitled to compensation during the refusal unless the Worker’s Compensation Board finds the refusal justifiable.
The statute also requires service of a Board-prescribed notice explaining the consequences before compensation can be denied under that section.
The Board’s current Notice of Suspension of Compensation and/or Benefits, State Form 54217[3], identifies refusal to accept suitable employment under Indiana Code 22-3-3-11[1] as a reason for suspension.
This is why a quick “no” can create avoidable problems. A careful response identifies the precise conflict and asks for a practical correction.
What makes an offer suitable?
Indiana Code 22-3-3-11[1] uses the phrase “suitable to the employee’s capacity,” but it does not provide a detailed checklist for every workplace or injury.
The Board’s nurse case manager guidance says information about the worker’s treatment plan may help the employer find suitable work within the worker’s medical restrictions.
In practical terms, compare the offer with the restrictions actually documented for you. Do not assume that “light duty,” “office work,” or “modified duty” proves that every assigned task fits.
| What to compare | What to request in writing | Why it helps |
|---|---|---|
| Lifting, carrying, pushing, and pulling | Maximum weight and frequency | Shows the concrete demands instead of relying on a label |
| Standing, walking, sitting, bending, or reaching | Expected duration and available position changes | Lets the medical provider compare the job with the restrictions |
| Hours and schedule | Shift length, breaks, overtime, and start date | Clarifies what the employer is actually offering |
| Worksite and assignment | Location, department, supervisor, and core tasks | Reduces later disagreement about the offer |
For a fuller explanation of modified work, see Indiana light-duty and restriction issues. If the assignment is at a nonprofit rather than your regular workplace, read our focused guide about light duty at a charity or nonprofit.
When the job conflicts with medical restrictions
Indiana’s Worker’s Compensation Board states that the employer directs medical care in an Indiana workers’ compensation claim.
The Board’s nurse case manager guidance[4] describes communication among the worker, employer, carrier, and medical provider as part of coordinating treatment and return to work.
If a proposed duty appears inconsistent with your restrictions, identify the exact task and exact restriction. Ask the employer or adjuster to send the job description to the authorized provider and request written clarification.
Keep your communication factual. Explain what the document says, what the job requires, and where you see the conflict. Avoid guessing about tasks that have not been described.
If the authorized provider approves revised duties, request the updated description and approval for your records. If the provider changes a restriction, request a copy of the updated work-status note.
What to do before refusing
- Ask for the complete offer in writing, including duties, physical demands, schedule, location, pay, and start date.
- Compare each material duty with the current written restrictions.
- Describe any conflict in writing without exaggerating or minimizing it.
- Ask whether the employer can modify the disputed task.
- Request review by the authorized medical provider when the restrictions or job demands are unclear.
- Save the offer, restrictions, messages, job description, and any notice of suspension.
- Get legal advice before making a final refusal if compensation or employment may be affected.
If no job is available within your restrictions, our guide to an employer with no suitable light-duty work addresses that different situation.
What to do if benefits are suspended
State Form 54217 provides spaces for the suspension date, the stated reason, and the actions required for reinstatement.
Read the notice carefully and preserve the envelope or electronic delivery record. Gather the offer, job description, medical restrictions, work-status notes, and communications about the disputed assignment.
The Board says its informal dispute process begins by filing a completed Request for Assistance, State Form 45442, and authorizes a case coordinator to inquire into the dispute and try to help resolve it.
The Board also explains that an unfavorable informal result can be challenged only through the formal hearing process.
You can review the Board’s informal dispute process[5] and its official workers’ compensation forms[6]. A Request for Assistance is not a substitute for preserving any deadline that applies to a formal claim.
Frequently Asked Questions
Can my employer stop my workers’ comp checks if I refuse light duty?
Indiana law may permit compensation to be denied during an unjustified refusal of employment suitable to your capacity, but the statute requires the prescribed notice before compensation can be denied under Indiana Code 22-3-3-11[1].
Should I accept or reject a verbal light-duty offer immediately?
You can ask for the duties, physical demands, hours, location, pay, and start date in writing before responding. A written description makes it easier to identify and document any conflict.
What if my doctor’s restrictions conflict with the job description?
Identify the specific conflict and ask that the written job description be reviewed by the authorized medical provider. Preserve the provider’s written response and any revised offer.
Who decides whether my refusal was justifiable?
Indiana Code 22-3-3-11[1] gives the Worker’s Compensation Board authority to determine whether the refusal was justifiable.
Can I ask the Board for help?
The Worker’s Compensation Board offers an informal dispute process initiated through Request for Assistance, State Form 45442.
Official sources
- Indiana General Assembly, 2026 Indiana Code, Title 22 — checked August 10, 2026.
- Worker’s Compensation Board of Indiana, Notice of Suspension of Compensation and/or Benefits, State Form 54217 — checked August 10, 2026.
- Worker’s Compensation Board of Indiana, Informal Disputes — checked August 10, 2026.
- Worker’s Compensation Board of Indiana, Nurse Case Manager Guidelines — checked August 10, 2026.
If you are weighing a light-duty offer or responding to a suspension notice, Delventhal Law Office can review the documents, listen to your concerns, and help you understand your options through a free consultation.
This article provides general information, not legal advice, and reading it or contacting the firm does not create an attorney-client relationship.
