Can I Work While on Workers Comp California? What to Know About Part-Time Work, Side Jobs, and Restrictions

Estimated reading time: 17 minutes

Key Takeaways

• You can sometimes work while receiving California workers’ comp—if your treating physician clears you, you disclose all earnings, and you follow written restrictions.
• Part-time, modified, or light-duty work is common; outside wages usually reduce temporary disability payments through Temporary Partial Disability (TPD).
• Undisclosed work or duties that contradict medical limits can trigger suspension of benefits and fraud investigations.
• Self-employment, gig work, and cash jobs count as wages and must be reported; passive income (like investments or rental income) typically does not reduce disability payments.
• Always keep written restrictions, job offers, pay stubs/1099s, and timely emails to your adjuster; documentation protects your benefits and credibility.

Quick answer: Can I work while on workers comp California?

Yes—can I work while on workers comp California is a common question. The short answer is:

• Yes—sometimes, with medical clearance and disclosure.
• Part-time/modified/light-duty work is often allowed; outside income usually reduces disability benefits (most notably TPD).
• Undisclosed or restriction-violating work risks benefit suspension and fraud investigation.

California’s injured worker guidance confirms that returning to work is possible when your doctor approves and when you report wages to your employer and claims administrator. See the state’s Injured Worker Guidebook and a practical overview from a law firm outlining disclosure and fraud risks when working during a claim (KSA Attorneys).

Bottom line: If you pursue a part-time job after work injury or a side job during workers compensation, you must have a written doctor release, follow all restrictions, and promptly report all earnings. That is the only way to keep “working under restrictions workers comp” compliant and to manage supplemental income and comp benefits safely.

How California workers’ compensation benefits work (brief primer)

Workers’ compensation in California can provide Temporary Total Disability (TTD), Temporary Partial Disability (TPD), Permanent Disability (PD), and vocational services when you’re hurt on the job. The DWC Injured Worker Guidebook explains how each benefit fits into your recovery and return-to-work plan.

Understanding how benefits are calculated and adjusted is essential when you earn other income. That’s because supplemental income and comp benefits interact differently depending on the type of disability and whether your income is wage-based (work) or passive (investments).

Temporary Total Disability (TTD)

TTD pays workers who are completely unable to work while medically disabled; payments replace a percentage of your average weekly wage (subject to minimums and maximums). When you return to any paid work, TTD typically stops or transitions to another benefit status. The state guide provides the framework for eligibility and transitions (DWC Guide).

Context for 2025 benefit ranges: The 2025 statewide weekly minimum is reported as $252.03 and the maximum as $1,680.29 per week (verify against official state releases). See the rate discussion by PacificWorkers’ 2025 benefits overview. If you’re wondering “can I work while on workers comp California” while on TTD, the short answer is no—TTD assumes you cannot do any work at all. If you can work, your benefit type will likely change, which is why reporting is critical.

Outside wages are considered work income and generally end TTD—another way supplemental income and comp benefits interact in practice.

Temporary Partial Disability (TPD)

TPD applies when you can do some work but earn less than your pre-injury wages; the carrier pays a percentage of the wage difference. In plain language, the basic framework is: “TPD = two-thirds of the difference between your pre-injury average weekly wage and your current earnings (subject to statutory maximums).” Always confirm the exact statutory formula in the DWC Guidebook.

Practically, a part-time job after work injury is compatible with TPD. Your outside earnings reduce TPD because the benefit is designed to replace only part of your wage loss—not to duplicate your wages. You must report wages and provide pay stubs or other proof on request.

Permanent Disability (PD) and vocational rehab

PD is a later-stage benefit for permanent loss of function after you reach Maximum Medical Improvement (MMI). Payments depend on your percentage of impairment and other rating factors, per the state’s rules in the DWC Guidebook.

Workers who cannot return to their former jobs due to lasting restrictions may be eligible for retraining or job placement services. Learn more about employee rights and light-duty concepts in educational resources like Joe Pluta’s overview of employee rights. If your limitations become permanent, working under restrictions workers comp often transitions to a PD stage.

Is part-time job after work injury allowed?

A part-time job after a work injury is allowed in California if your treating physician authorizes the duties and you report the work and earnings to your employer and claims administrator. This is consistent with the state’s Injured Worker Guidebook and cautions from practitioners like KSA Attorneys about disclosure and keeping within restrictions.

Required steps before starting a part-time job:

• “Get written medical clearance from your treating physician that lists specific duties/hours allowed.”
• “Provide written notice to your employer and claims adjuster describing the job title, employer name, expected hours per week, and pay rate.”
• “Keep copies of the written doctor note, job offer, and all pay stubs; send copies to the claims adjuster as requested.”

Example: If your pre-injury wage = $1,000/week and your current part-time wage = $400/week, TPD may pay approximately two-thirds of the $600 weekly difference (subject to statutory caps). Confirm the exact TPD calculation method with the DWC Guidebook and submit paystub evidence to your adjuster.

Returning to light duty at your same employer vs. taking part-time elsewhere does not change your reporting obligations—both require doctor approval, written notice to the employer/adjuster, and earnings documentation. For a deeper dive on returning to work and light duty, see this practical explainer on light duty restrictions and employer obligations.

If you want a deeper overview of permissions and pitfalls when working while on claim, review this guide to working while on workers’ comp in California.

Can I have a side job during workers compensation?

Side job during workers compensation is permitted only if it does not violate your medical restrictions and is fully disclosed—this includes self-employment, gig work, or cash jobs. That is the consistent advice in the state’s Injured Worker Guidebook and attorney summaries like KSA Attorneys’ discussion.

Types of side jobs—risk examples:

• Low-risk: Remote/desk work, administrative tasks, and consulting that clearly fit restrictions (example: remote data entry for a cashier restricted to seated work).
• Medium-risk: Light manual tasks that nominally fit restrictions but may vary unpredictably (example: occasional lifting up to 15 lbs).
• High-risk: Physical labor that contradicts restrictions (example: moving, landscaping, construction).

Disclosure obligations: You must report the nature of the work, hours, and income. For self-employment, be ready to produce invoices, 1099s, and bank deposits. The rule is simple: All wages, whether W-2, 1099, or cash, must be reported to the claims administrator (see the DWC Guidebook on benefit reporting).

Red-flag scenario: “If you claim you cannot lift more than 10 lbs but are seen doing heavy lifting for a side gig, the carrier may investigate and suspend benefits.” This kind of fact pattern is highlighted in KSA’s discussion of fraud risks. For context on how surveillance can intersect with a claim, see this overview of California workers’ comp surveillance laws and privacy rules.

Working under restrictions workers comp — what that means and your rights

Working under restrictions workers comp means performing job duties that conform exactly to the written limitations set by your treating physician (e.g., no lifting over X lbs; only sedentary work; limited hours). Always get these limits in writing and keep copies, per the DWC Injured Worker Guidebook.

Doctor’s role and documentation:

• Valid written restriction notes include the date, physician name, diagnosis or mechanism of injury, and plain-language limits (e.g., maximum lifting X lbs; standing/sitting limits; hours/day).
• Recommended request language: “Please list my work restrictions in writing: maximum lifting X lbs, maximum standing X minutes per hour, no repetitive twisting.”
• Ask for new notes after each visit to reflect changes.

Employer obligations in California: Employers should offer modified/light-duty work that fits restrictions if available; if none exists, you may remain eligible for TTD. See the state’s guidance in the DWC Guidebook and employee-rights overviews like Joe Pluta’s article.

Steps if your employer fails to offer modified duty:

• Request any offers or denials in writing.
• Send your updated work restrictions to HR and your adjuster via email, and keep proof of receipt.
• Document all communications (date, time, person, summary).
• Continue medical treatment and keep follow-up appointments.
• Contact the DWC Information & Assistance unit for guidance or consult an attorney if the situation persists.

For more on what happens if your job duties change or you are reassigned after an injury, review this guide to job reassignment and workers’ comp restrictions in California.

How supplemental income and comp benefits interact

Supplemental income and comp benefits interact differently depending on whether income is wage-based or passive. Wages from any job reduce disability payments (especially TPD), while passive income generally does not. The state guide explains those benefit mechanics in context; start with the DWC Injured Worker Guidebook.

Definitions to keep straight:

• Wage-based supplemental income: Earnings you receive for labor (part-time wages, gig work, self-employment). These reduce TPD because TPD pays a portion of wage loss.
• Non-wage/passive supplemental income: Rental income, investments, unemployment benefits, or a spouse’s income. These are usually not counted against comp, because they are not wages you earn for work performed post-injury.

TPD reduction mechanics in plain terms (template—verify with DWC): “TPD payment computation (example): Pre-injury average weekly wage — Current weekly earnings = Wage difference. TPD pays a statutory percentage (verify current %) of that difference, subject to caps.” For the current formula and caps, see the DWC’s TPD guidance.

Required proof of earnings: pay stubs, W-2s, 1099s, invoices, and bank deposit records. Submit promptly to your adjuster whenever requested.

Two quick examples (illustrative only):

• Example 1: Pre-injury $1,100/week; now earning $500/week in approved part-time work. Wage difference = $600. TPD pays a portion (statutory percentage, subject to caps) of $600. You still receive some TPD because you have a wage loss.
• Example 2: Pre-injury $1,100/week; now earning $1,150/week with a permitted side job. Wage difference = $0 (or negative). TPD stops because there is no wage loss to replace.

Warning: Failing to report wage income can lead to overpayment recovery demands or fraud investigations, as highlighted in KSA’s fraud overview. If you also have questions about the tax treatment of benefits, see this guide to the tax treatment of workers’ comp benefits in California.

Risks, investigations, and fraud — what to avoid

Fraud occurs when a worker intentionally misrepresents work activity or income; non-compliance can be inadvertent but still causes consequences. See the practical discussions of fraud risks and penalties in KSA’s guidance and the state’s Injured Worker Guidebook.

Red flags (avoid these):

• “Doing work that clearly contradicts your written medical restrictions.”
• “Failing to report part-time or side earnings (W-2, 1099, cash).”
• “Submitting falsified pay stubs or hours.”
• “Posting social media showing physical labor that contradicts claims.”

Consequences include benefit suspension, repayment demands, claim denial, civil fines, and criminal charges. See details in KSA’s fraud risk article and the state’s official guidebook.

Practical steps if a problem arises:

• Stop any non-compliant activity immediately.
• Notify your doctor and adjuster with an accurate status update.
• Preserve documents (restrictions, pay records, emails, texts).
• Consult a qualified attorney if you receive a notice of investigation.

Practical checklist — what to do if you want to work while receiving benefits

1. Must do: Get written work restrictions/clearance from your treating physician that lists duties, hours, and limits. Ask the doctor to specify lifting, standing/sitting, and repetitive motion caps.
2. Must do: Provide immediate written notice to your employer and claims adjuster before starting any work; include employer name, duties, hours/week, and pay rate.
3. Must do: Keep copies of all job offers, job descriptions, and written communications.
4. Must do: Save all pay stubs, 1099s, W-2s, and bank deposit records as proof of earnings.
5. Must do: Ask your doctor to re-evaluate and update restrictions after each visit and get updated notes in writing.
6. Must do: If unsure, consult a certified workers’ compensation attorney before beginning any high-risk work.

For step-by-step background on benefits and return-to-work, start with the state’s Injured Worker Guidebook. If you are filing or updating a claim, review this clear walkthrough of how to apply for workers’ comp in California.

Sample scripts & forms

Script/email to treating physician (copy-ready):

“Doctor [Name], I have an opportunity to work [describe part-time/side job — duties, hours/week, pay]. Please review my current restrictions and advise whether this work is permitted. If allowed, please provide written authorization that lists specific duties, maximum hours, and any limits (lifting, standing, repeating motions). Thank you.”

Script/email to employer/claims adjuster (copy-ready):

“To: [Claims Adjuster/HR] — I am considering accepting part-time work for [employer name] starting [date]. Attached is my current work restriction note from Dr. [Name]. Please advise what documentation you need, how this will affect my benefits, and whether any forms are required.”

Ask for these fields in any job offer or form:

• Job title and detailed job duties
• Hours per week and expected schedule
• Pay rate and pay cycle
• Written job description
• Start date
• Supervisor name and contact information
• Whether the job is temporary or ongoing

Attach your physician restriction document to your emails and keep copies for your records. If you are represented, Cc your attorney on communications. For your rights and obligations while working during a claim, the state’s current rules are in the DWC Injured Worker Guidebook.

Real-world examples / short case studies

• Case 1: Returning to modified part-time work
  • Background: Warehouse associate with lifting limits (no more than 15 lbs), cleared for 20 hours/week of clerical duties.
  • Action taken: Employer offered suitable office work at $25/hour (capped at 20 hours); worker immediately sent doctor notes and accepted.
  • Outcome: Pre-injury $1,200/week → part-time $500/week → wage difference $700 → TPD pays a statutory portion (verify multiplier and caps with the DWC Guide). Worker kept all pay stubs and updated restrictions.
  • Lesson: Clear restrictions + timely disclosure = compliant earnings and stable partial benefits.
• Case 2: Undisclosed side job leads to investigation
  • Background: Cook on TTD claims total inability to work; starts weekend moving jobs for cash without disclosure.
  • Action taken: Insurance surveillance captures heavy lifting; investigator contacts the employer and adjuster.
  • Outcome: Benefits terminated; repayment demanded; referred for fraud review—fact pattern mirrors warnings in KSA’s article on fraud risks.
  • Lesson: Don’t work in contradiction of restrictions and never hide wages.
• Case 3: Self-employed remote work while recovering
  • Background: Retail worker restricted to seated work with limited hours. Launches a compliant remote consulting side gig.
  • Action taken: Obtains doctor clearance, emails adjuster with job description/rate/hours, and submits monthly invoices and bank records.
  • Outcome: TPD adjusted based on actual part-time earnings; no disruption to medical care.
  • Lesson: Self-employment is possible if duties align with restrictions and earnings are fully reported.

When to get legal help / resources

Call an attorney if any of the following occur:

• Your benefits are denied or stopped after you disclose part-time or side work.
• You are accused of fraud or receive any notice of investigation.
• The insurer seeks repayment or offsets you do not understand.
• Your employer pressures you to work outside restrictions or refuses light duty despite clear doctor notes.
• You are confused about TPD calculations, weekly caps, or how wage documentation affects payments.

Helpful resources:

• California Division of Workers’ Compensation (DWC) Injured Worker Guidebook
• California Division of Workers’ Compensation main site: DWC resources and updates
• California Labor Code overviews via state resources (linked through the DWC pages above)
• Practical guidance on employee rights: Joe Pluta’s employee-rights overview
• Working during a claim—risks and fraud issues summarized by KSA Attorneys

For more background on calculations and timelines, see these explainers on how long benefits can last in California and how workers’ comp benefits are calculated.

Conclusion

In California, the answer to “can I work while on workers comp California” is yes—sometimes. The three-step takeaway is simple: get doctor clearance in writing, notify your employer/adjuster in writing, and keep meticulous documentation of restrictions, wages, and hours. A compliant part-time job after work injury can complement your recovery, and understanding how supplemental income and comp benefits interact keeps payments accurate and your claim on track.

Need help now? Get a free and instant case evaluation by Visionary Law Group. See if your case qualifies within 30-seconds at https://eval.visionarylawgroup.com/work-comp.

FAQ

Can I work while on workers comp California?

Yes, sometimes—if you have medical clearance and disclose all wages. Earnings reduce certain benefits (especially TPD), and undisclosed or restriction-violating work risks fraud investigations. See the DWC Injured Worker Guidebook and KSA’s overview of working during a claim.

Can I take a part-time job after work injury?

Yes—if the duties fit your doctor’s written restrictions and you report all income. TPD may cover partial wage loss based on the difference between pre-injury wages and current earnings. Always confirm formulas and caps with the DWC Guidebook.

Is a side job during workers compensation allowed?

Often, if it fits restrictions and is fully disclosed. It’s risky if physical demands contradict restrictions or if wages are hidden. See practical cautions in KSA’s article.

What does working under restrictions workers comp mean?

It means following your doctor’s written limits exactly (e.g., lifting caps, sedentary duties, reduced hours). Employers should offer modified duty if available; if not, you may remain eligible for TTD under the state guide. For a practical guide to modified duty, review light-duty restrictions and employer obligations.

Will supplemental income and comp benefits affect my payments?

Wage income reduces TPD (and generally ends TTD if you’re working). Passive income (like investments) usually does not affect comp. For details, see the DWC Injured Worker Guidebook.

What happens if I fail to report work?

You risk suspension of benefits, repayment demands, and potential fraud investigation. See warnings in KSA’s fraud overview and compliance rules in the DWC Guidebook. To understand how long benefits can run if you stay compliant, read about benefit duration in California.

Where can I learn more about returns to light duty and calculations?

For light-duty returns and employer obligations, see return to work after injury. For calculation basics, see how benefits are calculated and the official DWC guide.

For a broader rule-of-the-road article on working during a claim, see working while on workers’ comp in California.