What Role Does Your Employer Play in the Workers’ Comp Process?

You’ve been injured at work: what now? In Minnesota, workers’ compensation exists to provide medical care, wage loss benefits, and other forms of support to those who have become injured or ill as a result of their job, to aid in their recovery and their return to work. This is a process that your employer participates in, not just you. Read on for a Minnesota workers’ comp lawyer’s guide to your employer’s role in the process.

What Role Does Your Employer Play in the Workers’ Comp Process in Minnesota?

Emergency Response

Your employer’s role begins the moment an injury occurs. If the injury is serious, they are responsible for seeking or providing immediate medical attention. This might involve calling an ambulance, providing first aid, or directing you to an approved medical provider. If the employer is not there when you are initially injured, you must notify them officially within 14 days. It can be a good idea to do this even if your employer was present at or after the time of your injury. We would recommend that you notify them in writing by email so there is a record.

Report to the Insurer

Upon notification, it is your employer’s duty to take the report seriously and initiate the appropriate steps. The first of these steps is to submit a “First Report of Injury” form to their workers’ compensation insurance carrier. They need to do this within 10 days of knowing about a work-related injury that results in medical care or lost time beyond three calendar days.

Your employer must also provide relevant information to the insurance company to help determine whether the injury is compensable under Minnesota’s workers’ compensation law. This includes wage information, job description, injury details, and whether any disputes exist.

Health Care Provider

Whether your employer can require you to use a particular healthcare provider or not depends on the kind of care plan they are enrolled in. If your employer is not enrolled in a Certified Managed Care Plan (MCP), you generally have the right to choose your own health care provider from the outset. You can continue with that provider for the duration of your claim, and the workers’ compensation insurer must pay for reasonable and necessary care related to your work injury.

However, if your employer is enrolled in an MCP, you may be required to seek treatment from providers within that network for the first 60 days after your first medical visit. After those 60 days, you can switch to a provider of your choice, even outside the network. Regardless of the setup, any attempt by your employer or insurer to pressure or limit your choice of provider beyond what the law allows is not permitted.

Return to Work

One of the most important roles your employer plays is in helping you return to work. Employers are encouraged to provide suitable modified or light-duty work if the injured employee cannot immediately return to their pre-injury position. This helps reduce wage loss and supports physical recovery. In cases involving complex injuries or long-term disability, a Qualified Rehabilitation Consultant (QRC) may be assigned to assist you. The employer collaborates with the QRC to identify suitable job duties or potential retraining options.

Adjusted Job Offer

In Minnesota, when you are medically cleared to return to work with certain restrictions, your employer is required to make a written job offer if they have work available that fits within those restrictions. This written offer must include specific details about the position, such as the job title, duties, wage, hours, and the start date. It must also state how the job complies with the employee’s medical limitations.

This formalizes the return-to-work process and ensures transparency. If an employee unreasonably refuses a suitable job offer, they may become ineligible for wage-loss benefits. However, if the job does not actually meet your medical restrictions or appears to be assigning demeaning tasks as retaliation, it is easier to contest it. In disputes, a QRC or the Department of Labor and Industry may review the offer to judge whether it is appropriate and made in good faith.

Records and Documentation

Your employer must keep accurate records of workplace injuries and illnesses for regulatory and insurance purposes. They must also monitor how much time an employee misses due to injury and may need to document modified work schedules or wage differentials to help determine benefit eligibility. Throughout the claim process, your employer is expected to cooperate with the insurance adjuster, medical providers, vocational experts, and the Department of Labor and Industry.

Right to Dispute a Claim

While your employer has a number of supportive responsibilities following an accident, they also have the right to challenge a claim. If they believe the injury did not occur at work or is not as severe as claimed, they can report those concerns to their insurer. Your employer may also contest wage loss claims if they dispute the duration of time off or whether you are truly unable to perform work duties.

However, it is ultimately the insurance company that decides to accept or deny the claim. If it is denied, you can request a hearing or mediation through the Minnesota Department of Labor and Industry or the Office of Administrative Hearings.

Employer Red Flags

Minnesota’s workers’ comp system is designed to provide essential support to workers while not creating an unreasonable burden on employers. While the majority of employers follow the law and support their employees, some attempt to act unethically after an employee has informed them of an injury suffered on the job.

Delayed or Failed Injury Reporting

One of the most common red flags is your employer delaying or failing to report your injury to their workers’ compensation insurance carrier. In Minnesota, they are required to report the injury within 10 days of becoming aware of it. If you sense hesitation or are met with excuses like “let’s wait and see if it gets worse,” your claim may be at risk. Delays can impact your benefits and could even lead to a denial of your claim.

Discouraging or Blocking Medical Treatment

If your employer discourages you from seeing a doctor or implies that medical attention isn’t necessary, this is a serious red flag. Even if your employer is enrolled in a managed care plan, you always have the right to go to a doctor after a workplace incident.

Retaliation or Threats

Retaliation can take many forms, such as sudden disciplinary actions, demotions, reduced hours, termination, or hostility after reporting your injury. All these actions are explicitly illegal in Minnesota. If your work environment changes for the worse after your report, document everything and consider speaking with a lawyer.

Consult a Minnesota Workers’ Comp Lawyer

If you feel your employer is not fulfilling their duties or they are displaying any of the red flags above, it is a good idea to seek guidance from a qualified workers’ compensation attorney. Not only are we familiar with the law, we also have experience in representing people who have been in situations like yours. When you consult with us, we will move quickly to protect your rights and ensure you get the compensation you deserve,

In Minnesota, your employer plays a central role in the workers’ compensation process, and their cooperation, communication, and legal responsibilities directly influence how quickly and fairly you receive benefits. If you need advice on your workplace or on a workers’ comp claim, contact us at Atkinson Gerber in St Paul, MN, and Minneapolis, MN.