Client: I have an employee with physical work restrictions from their doctor, but they keep ignoring them because they ‘don’t want to burden the team.’ I appreciate their work ethic, yet I’m worried they’re going to hurt themselves—or make things worse. How do I address this?
Consultant: You’re right to be concerned. Even with good intentions, working beyond medical restrictions can lead to reinjury, liability for the organization, and disruptions for the whole team. The key is to prioritize safety, follow medical guidance, and help the employee see that respecting restrictions is part of being a good teammate.
Client: They say they feel fine and can handle it. Can I just let them keep working?
Consultant: No. Medical restrictions are there for a reason, and allowing them to be ignored puts everyone at risk.
You could say:
“I appreciate that you want to help your coworkers, and part of helping the team is making sure you stay healthy. We need to follow your doctor’s restrictions so you can recover fully and avoid further injury.”
This frames compliance as a team benefit—not a personal limitation.
Client: What if they think I’m just trying to make their job easier?
Consultant: Reinforce that this is about safety, not workload preference. Tie it back to policy and medical guidance.
You might say:
“Your doctor provided these guidelines so you can heal safely. My responsibility is to make sure we follow them. If we need to adjust tasks temporarily, that’s part of supporting both you and the team.”
Client: They’re worried others will think they’re not pulling their weight.
Consultant: That’s common. Help them understand that short-term modifications protect their long-term ability to contribute.
Try this:
“I understand you don’t want to let the team down. Following these restrictions is how you make sure you can keep contributing in the long run. We’ll communicate task changes so the team knows this is temporary and medically necessary.”
Client: What if I see them ignoring the restrictions?
Consultant: Address it immediately—privately and factually.
You might say:
“I noticed you were lifting [X pounds / doing [task]] that’s outside your current medical restrictions. We need to stick to the plan from your doctor to protect you from reinjury. Let’s talk about how to handle this task differently.”
This makes it clear that ignoring restrictions isn’t optional.
Client: What if they keep doing it?
Consultant: At that point, it becomes a compliance and performance issue. You may need to document the conversations and, if necessary, require a follow-up with their healthcare provider to review the restrictions.
You could say:
“We’ve discussed following your medical restrictions, and I’ve noticed repeated instances where they’re not being followed. This is a serious concern for your safety and the organization’s liability. We need to meet again to determine next steps, including whether your doctor should re-evaluate your work plan.”
Client: So, the key is to align with medical guidance, frame restrictions as a team benefit, and address non-compliance quickly?
Consultant: Exactly. Good intentions don’t override medical safety. Helping an employee understand that following restrictions is part of supporting the team—and protecting their own future—keeps everyone safe and productive.
And if you need help creating a modified duty plan or communicating restrictions to your team, we’re here to assist.