Permanent restrictions and your job are often linked in ways nobody explains to you. You got hurt at work. You healed as much as you are going to. Now your doctor has written limits like “no lifting over 20 pounds” or “no standing more than two hours.
” Those limits may last the rest of your life. You may be scared about whether you still have a job, and about how you will pay your bills. That worry is normal. This guide explains what permanent restrictions mean, what your employer may have to do, which benefits may still be owed to you, and what to do next.
What Permanent Restrictions Mean for Your Claim
Permanent restrictions are limits your doctor expects to last for good. They usually come after you reach maximum medical improvement, or MMI. MMI means your condition has leveled off. More treatment is not expected to make it much better. It does not mean you are fully healed.
At MMI, many states have a doctor give you an impairment rating. This is a percentage that shows how much of your body’s function you lost. For example, a doctor might rate a back injury at 12% of the whole body. In most cases, the rating helps set your permanent partial disability benefit, or PPD. PPD is money paid for lasting damage, even if you go back to work.
Before MMI, you may have been getting temporary total disability, or TTD. TTD replaces part of your lost wages while you cannot work. Typically, it pays about two-thirds (66 2/3%) of your average weekly wage. Your average weekly wage is your typical gross pay before the injury. However, TTD often stops or changes once you reach MMI. As a result, the restrictions on your MMI report can affect how much money you get for years.
Permanent Restrictions and Your Job: The Figures That Matter
When it comes to permanent restrictions and your job, the rules vary a lot by state. Some states pay extra if you cannot go back to your old job. Others pay for retraining. Here are a few real examples from official state sources.
| State / Law | Rule | Exact Figure |
|---|---|---|
| California (SJDB voucher) | Paid if your employer does not offer regular, modified, or alternative work within 60 days of the final permanent disability report | Up to $6,000 for retraining or skill building (injuries on or after Jan. 1, 2013) |
| California (Return-to-Work Supplement) | Extra one-time payment for workers who received the SJDB voucher | $5,000 |
| Texas (Supplemental Income Benefits) | Impairment rating of 15% or higher, and earning less than 80% of your average weekly wage because of the injury | 15% rating threshold; 80% wage test |
| Texas (Impairment Income Benefits) | Paid based on your impairment rating | 3 weeks of benefits per 1% of impairment |
| Federal FMLA (dol.gov) | Job-protected leave for eligible workers at employers with 50+ employees | Up to 12 weeks unpaid per year |
For example, a Texas worker rated at 15% could get 45 weeks of impairment income benefits. After that, the worker may qualify for supplemental income benefits if they are still earning less than 80% of their old wage. The Texas Department of Insurance says that to keep getting them, you must also show you are looking for work.
Keep in mind that state maximum weekly benefits change every year. A cap that was true last year may not be true now. Always confirm the current figure with your state workers’ compensation board before you count on a number. Any dollar example here is illustrative, and every case is different.
What Your Employer Can and Cannot Do
Many workers fear they will be fired the day their restrictions arrive. Permanent restrictions and your job do not always mean the end of that job. In most cases, your employer has three choices. It can bring you back to your old job if you can still do it. It can offer modified work, which is your old job with changes. Or it can offer alternative work, which is a different job that fits your limits.
Federal law may also protect you. The Americans with Disabilities Act (ADA) covers employers with 15 or more employees. It generally requires a “reasonable accommodation” if you can do the core parts of a job. For example, that might mean a stool, a lifting device, or a shift change. However, the ADA does not force an employer to create a brand-new job.
Workers’ comp and job protection are separate in many states. Some states do not stop an employer from letting you go if no job fits your limits. However, firing someone for filing a claim is illegal in most states. If that happens, write down the dates and what was said.
What to Do Next About Permanent Restrictions and Your Job
Here are practical steps to protect yourself. Take them one at a time.
1. Get your restrictions in writing. Ask your doctor for a clear, signed list. Vague notes like “light duty” can be used against you. Specific limits, such as “no lifting over 15 pounds,” protect you better.
2. Read any job offer closely. If your employer offers modified work, compare it to your written restrictions. Does it fit? If not, tell the adjuster in writing. Typically, turning down a suitable job offer can cut or stop your benefits. As a result, never refuse an offer without understanding the rules in your state.
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3. Check your impairment rating. If the rating seems too low, many states let you get a second opinion. In some states you can request an independent or panel doctor. Ask your state board how this works and what the deadline is.
4. Ask about retraining. If you cannot go back to your old line of work, ask about vocational rehabilitation. California has its SJDB voucher. Other states, such as Oregon and Washington, run their own return-to-work programs. These can help pay for school or job training.
5. Be careful with settlements. A settlement may close out your future medical care or wage benefits. In California, this is often called a compromise and release. That means one lump sum in exchange for closing some or all of your claim. Permanent restrictions and your job prospects should shape what a fair amount looks like. Confirm the details with your state board and a licensed attorney before you sign anything.
Above all, keep copies of everything. That includes medical reports, job offers, letters, and pay stubs. Good records give you a strong footing when questions about permanent restrictions and your job come up.
Frequently Asked Questions
Can I be fired because of permanent restrictions from a work injury?
It depends on your state and your employer’s size. However, the ADA generally protects workers at employers with 15 or more employees and may require a reasonable accommodation. In most cases, firing you because you filed a claim is illegal, so confirm your rights with your state board and a licensed attorney.
Do I lose my workers’ comp benefits if I go back to a lower-paying job?
Not always. For example, many states pay partial benefits if your restrictions force you into lower-paying work. In Texas, you may qualify for supplemental income benefits if your rating is 15% or higher and you earn less than 80% of your old wage.
What happens if my employer has no job that fits my restrictions?
Typically, you may be entitled to continued wage benefits, permanent disability benefits, or retraining help, depending on your state. For example, California workers may get a $6,000 retraining voucher if no suitable work is offered within 60 days. As a result, it is worth asking your adjuster and state board what applies to you.
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Sources & How to Verify
This guide is built from official government and industry sources. Workers’ comp figures, deadlines, and state rules change every year, so always confirm the exact figure with your state board or a licensed attorney:
- Your state workers’ compensation board / division: the first and most authoritative source for your state’s caps, deadlines, and rules.
- U.S. Department of Labor: dol.gov — the directory of state workers’ comp officials.
- NCCI: ncci.com — workers’ comp rating and benefit data.
- Social Security Administration: ssa.gov — SSDI offset and benefit-cap data.
- Insurance Information Institute: iii.org — neutral coverage and claims data.
Verified October 2026. State maximum weekly benefits change every year — if you spot anything outdated, please contact us.
Related Guides
- The Complete Guide to Workers’ Comp Settlements
- Workers’ Comp Settlements by State
- Workers’ Comp Benefits Explained (TTD, PPD, MMI)
- Your Rights at Work — Common Scenarios
- Plain-English Workers’ Comp Glossary
Disclaimer. This page is for general information only and is not legal, medical, or financial advice, and it does not create an attorney-client relationship. Workers Comp Explained is an independent educational resource, not a law firm, insurer, or medical provider. Benefit caps, deadlines, and rules vary by state and change every year, and any settlement figure is an illustration, not a prediction. For your situation, confirm the exact figure and any deadline with your state workers’ compensation board and a licensed attorney before you act.