I’m currently on LTD for anxiety and I’m about to begin OT, which will eventually lead into a RTW plan. I’m trying to prepare myself early and I’m hoping someone here has gone through something similar…
Before I went on leave, I expressed to my employer that I was overwhelmed and needed help managing an insurmountable workload. Instead of offering support or even just slightly adjusting my duties, management told me I would need to train a colleague to take over my position… essentially presenting that as their “solution.” What they didn’t know was that I already had everything in place to go on leave, so after that conversation, I didn’t return.
Given how toxic the environment was and how much it contributed to my anxiety, the thought of going back to that same department feels completely unrealistic and unsafe for my mental health.
So I’m wondering… has anyone ever been accommodated by returning to a different role or department altogether?
I know employers have a duty to accommodate, but I’m unsure how “reasonable accommodation” is usually interpreted when the root issue is the environment itself, not just hours or workload. I’m wondering if requesting a different position has been successful for others, or if OT’s have recommended this as part of their assessment.
I’d really appreciate hearing from anyone who has:
requested a different position as part of their RTW plan
had an OT support that recommendation
been supported (or not) by their insurer in asking for this
Thanks so much in advance… any guidance or shared experiences are incredibly appreciated!!
I’d recommend working closely with your treatment providers (your physician, OT, and eventually the RTW coordinator from your insurer) to build a clear, detailed list of the functional limitations and reasonable accommodations you require. Once those are documented, they can be provided to your employer as part of the RTW planning process.
From there, your employer will assess how they can accommodate those restrictions. In some cases, that can include modifying duties, adjusting workload or hours, or even considering a different role or department if the restrictions make your previous position unsuitable. Whether that happens depends on what is considered “reasonable” for the employer to implement.
One thing to keep in mind, when discussing your limitations with your insurer, it’s generally best to frame things in terms of functional capacity, not the workplace being “toxic” or stressful. Many LTD insurers take the position that a difficult work environment is not, by itself, a medical disability. If the focus shifts too much toward interpersonal conflict or workplace culture instead of documented medical limitations, it can put your benefits at risk.
Keeping everything centred on documented medical limitations, functional restrictions, and objective accommodations is usually the safest and most effective approach.
Key is this is not an interpersonal situation–You need your Doctors or OT to word properly. Not psychologically safe, the environment is the hazard
When the workplace itself is a psychological hazard, it’s absolutely valid to request a different department or role as part of your RTW plan.
Doctors and OTs can support this by documenting that:
the previous environment is not psychologically safe,
returning to the same team would pose a clinical risk, and
a different placement is required for a safe, sustainable return.
Insurers usually take these recommendations seriously because they’re focused on reducing risk and preventing relapse.
Employers have a duty to accommodate when the hazard is the environment — not just hours or workload — and many people have been placed in different roles for exactly this reason.
I think Buckets365 has given solid advice. I would avoid mentioning a toxic workplace or problems with management or coworkers, because the insurer could deem you capable of returning to work in a different work environment and cut off your benefits. I didn’t know this in the beginning, so talked about being overworked and issues with management during my initial interview for short-term disability. After being on LTD for about a year, I asked for my complete claim file and noticed that my insurer had flagged the issues at the workplace that I had talked about in the interview. This ended up not being a problem as I had way too many medical issues going on, but my point is that the insurer will see any mention of a toxic workplace as a red flag, which may backfire on you.