lighterduty

Light-duty, also written as light duty or lighter-duty, is a term used in employment and occupational health to describe a temporary job assignment that requires fewer physically demanding or risky tasks than an employee’s usual duties. It is typically offered to workers who are injured, ill, or recovering from surgery, or who have medical restrictions that prevent them from performing their regular work, but who are not yet able to return to full duties.

In many workplaces, light-duty assignments are part of return-to-work or transitional duty programs. They aim to keep employees employed, support recovery, and reduce costs associated with absence and re-training.

Legal and policy frameworks vary by country, but in many jurisdictions light-duty arrangements are implemented through workers’ compensation systems, disability accommodations, or general HR policies. They are intended to be temporary and reversible, with medical guidance guiding the duration and scope.

Implementation typically involves consultation with a medical provider to establish task restrictions, followed by matching those restrictions to available duties such as administrative tasks, light monitoring, shelving, data entry, or training. Supervisors and HR coordinate scheduling, safety review, and documentation, with periodic reviews to assess progress and readiness to return to full duties.

Benefits include income continuity, reduced downtime, and preserved seniority or benefits. Limitations include limited suitable tasks, possible administrative burden, and potential stigma or pressure. Programs should be voluntary, clearly defined, and compliant with applicable employment and anti-discrimination laws.

See also: return-to-work programs, modified duties, transitional work, disability accommodations.