Modified duties examples when on WorkCover
If you’ve been injured at work, you may not be able to go straight back to your normal role. In many WorkCover claims, a return to work happens gradually. This often involves modified duties, sometimes called suitable duties, so the work you do matches your current capacity.
Below are some workcover modified duties examples, along with a general explanation of how modified duties are usually worked out. The examples are not exhaustive. What is suitable in one workplace may not be suitable in another, because the answer depends on the injury, the medical restrictions and the duties actually available.
Please note that modified duties are specific to an individual workplace and should be consistent with the worker’s certified capacity for work.
Common examples of WorkCover Modified Duties
| Type of Restriction or Modification | Example of Modified Duties |
|---|---|
| Lifting Restrictions | A warehouse worker who normally lifts 25kg boxes may be restricted to lifting no more than 10kg or 20kg. |
| Avoiding Repetitive Movements | A worker with a shoulder injury may be required to avoid repetitive overhead reaching or repetitive use of the injured arm. |
| Bending and Twisting Restrictions | A worker with a back injury may be restricted from frequent bending, twisting, squatting or kneeling. |
| Standing Restrictions | A retail worker may only be able to stand for 30 minutes at a time before taking a seated break. |
| Administrative Duties | Performing office-based tasks such as answering phones, filing, data entry, scheduling, stock recording or paperwork. |
| Task Rotation | Rotating between different duties throughout the day rather than performing the same physical task for long periods. |
| Sit/Stand Flexibility | Being allowed to alternate between sitting and standing as required rather than remaining in one position. |
| Team Lifting | Tasks that were previously completed by one worker may require assistance from another employee to reduce strain. |
| Reduced Hours | Returning to work for 10-15 hours per week and gradually increasing hours as capacity improves. |
| Different Work Location | Working at a different site or branch where more suitable duties are available. |
| Limited Customer Contact | Reducing or removing customer-facing duties for workers whose injuries make these interactions difficult. |
| Flexible Hours | Modified start and finish times or additional rest breaks throughout the day. |
| Workstation Modifications | Use of ergonomic chairs, sit-stand desks, specialised keyboards, lifting aids or other equipment. |
| Driving Restrictions | A worker may be restricted from driving company vehicles or travelling long distances. |
| Reduced Walking Requirements | A worker may be allocated duties that minimise walking around a large workplace or site. |
| Mental Injury Modifications | Working under a different supervisor, working from another location, or reducing contact with particular individuals where medically supported. |
| Reduced Workload | Performing fewer tasks or handling a reduced workload while recovering from injury. |
| Alternative Duties | A tradesperson may perform planning, ordering, quality control or training duties instead of physical work. |
| Work at Ground Level Only | A worker may be restricted from working at heights, climbing ladders or using scaffolding. |
| Machinery Restrictions | An injured worker may be prevented from operating certain machinery or equipment until medically cleared. |
How Are Modified Duties Decided?
If you have a WorkCover claim and you have been away from work, it is a good idea to speak with your treating medical practitioner before you return. Depending on your injury, this may be your GP, specialist, physiotherapist, osteopath, chiropractor, psychologist or another practitioner involved in your treatment.
They should have a clear understanding of what your normal job involves. That includes the physical demands of the role, as well as any psychological, cognitive or environmental demands.
You will usually need to be certified as having a capacity for work before you can return to work duties under a WorkCover claim.
Your certificate of capacity should comment on what duties you are able to do, what duties you should avoid, and any restrictions that apply. That is why it is important that your medical practitioner has clear information about what your work actually involves.
A return to work plan or set of return to work arrangements may then be prepared. This usually involves discussion between you, your employer, the insurer and, in some cases, an occupational rehabilitation consultant. The aim is to identify work that fits within your certified capacity.
If you cannot return to your full unrestricted duties, the modified duties should be discussed before you perform work that may fall outside your restrictions.
If you think the modified duties are not appropriate for your injury or condition, raise this with your GP or other treating practitioner. They may be able to amend your certificate of capacity or provide a note to the insurer setting out the concern.
What Makes Modified Duties Suitable?
Modified duties should line up with your current work capacity. They should not require you to do tasks that are inconsistent with your medical restrictions. In Victoria, return to work planning can involve looking at the worker’s capacity, workplace supports or modifications, and whether suitable or pre-injury employment can be offered.
That is why examples should only be used as a guide. A lifting restriction, reduced hours, administrative work, extra breaks or a different work location may be suitable in one case and unsuitable in another. The real issue is whether the duties are safe, practical and consistent with the medical evidence.
Conclusion
You should only be performing duties that are suitable and safe for you, having regard to your injury or condition, your certificate of capacity and the work available. If you are unsure about your modified duties, speak with your treating practitioner and raise the issue with the insurer, employer or return to work coordinator.
This article was last reviewed and updated on September 8, 2026. This article was first published on March 3, 2022.
