Light duties at work

From time to time, people in your workforce may get injured or experience poor mental health and need time off work to recover. In some instances, in can take longer for an individual to recover to full health again in order to carry out their role as needed. This is especially true in more physically demanding roles in industries such as construction, healthcare and retail.

This is where light duties at work come into play.

Light duties are used by many organisations to supplement normal job duties until the individual is fit enough to return to work.

Hopefully, this doesn't happen often, but it is likely to happen at some point. So, when it does, it's important to be prepared and understand what this means for your organisation.

This article will cover what light duties at work are in more detail, including the definition of the term, what is classed as a light duty job and the legal position around this topic, including employment law and the Equality Act 2010.

What are light duties at work?

Light duty work allows employees to return to their role after a work-related injury or an instance of poor mental health when they are still in the process of recovery.

Instead of waiting until an employee has made a complete recovery, which can take months in some cases, a medical professional can issue a fit note with certain working limitations.

Light duties sick note

A light duties sick note, also known as a fit note, will detail if an individual is fit to carry out their role responsibilities or not. The note will also detail the duties the individual isn't able to carry out, and whether they might require light-duty work. It can also be used to show eligibility for any contractual or statutory sick pay.

Light duties at work are temporary positions that comprise less mentally or physically demanding tasks. This role is created by the organisation and will last until the individual is fit enough to return to their normal job duties.

Light duty jobs allow the employee to return to work safely, whilst protecting them from possibly worsening their injury or condition. All light-duty roles should be considered on a case-by-case basis; what works for one person might not always work for other members of the workforce.

Do employers have to offer light-duty work?

Organisations are not obliged to offer light-duty work. However, there may be some instances where there are no suitable role alternatives to offer.

Light-duties should be offered based on the individual's requirements, but they should also take the overall needs of the organisation into consideration.

For a light-duty position to be created, it must be for the benefit of both parties. This is entirely dependent upon if there are alternative work duties available that an individual returning to work can carry out effectively. For smaller organisations, light-duty responsibilities may not be available.

For example, if you carry out work in manual labour, there may not be any other duties your organisation can offer that would be suited to an individual's physical abilities at that time, particularly if they are returning from a serious injury.

Light duties and the Equality Act

In some cases, injuries may be classed as a disability under the Equality Act 2010. The Equality Act protects workers from discrimination as their disability is a protected characteristic, making it a legal requirement for an organisation to consider reasonable adjustments where required in the workplace. These adjustments may include:

• Flexible working hours

• Changes to the working environment

• Regular breaks

• Adjustments to responsibilities

In the instance of a serious injury or poor mental health, organisations should consider if reasonable adjustments are required to support the person in their role. Failure to consider light duty work could result in legal repercussions and compensation claims.

When would an employee be offered light-duty work?

Any light-duty work that is offered to individuals should be based on the fit note provided by a medical professional. The note will detail exactly what restrictions the individuals' health imposes on their ability to perform their regular duties.

An example could be if an individual has a back injury that limits their capacity to undertake their usual tasks as a cleaner, they may be offered different responsibilities until they have recovered from the injury and are deemed capable to carry out their role. The medical professional may recommend that the individual doesn't do any lifting or bending and tries to remain seated as much as possible.

In this instance, the employer may offer a desk job with responsibilities such as administrative tasks until the employee is physically able to carry out physical duties again.

In some cases, light duties can also be agreed upon by the individual and the organisation without the need for a fit note.

An employee is not physically able to do their job – what should I do?

You’ll need to explore how you can support the individual. This might include creating an action plan to help them return to work, where management and HR teams need to consider where they can provide reasonable adjustments.

Some duties are, in their nature, physical. If an individual is unable to carry out the physical duties of their role, it’s worth exploring alternative roles where they are better able to perform. This may also involve providing additional training for a smoother and more manageable transition for the individual and organisation.

When reasonable adjustments aren’t working

If reasonable adjustments have been made but aren’t resolving the issue, then it’s worth discussing what else can be done. No matter what, it’s always important to follow a fair process. Dismissal should only be used as a last resort, and reasons must be explicitly clear for the individual. It’s good practice to consider offering support, such as referrals for a new role elsewhere, garden leave to give them time to find additional support and/or employment.

It's worth consulting government guidelines on dismissing members of the workforce due to illness, your HR department or an employment law firm to find out the best way to navigate this.

What is considered as light duty jobs?

Light duty work is often less physically or mentally demanding than an individual's regular workload. The medical professional may note certain restrictions on the tasks an individual can carry out such as no heavy lifting, no driving and avoiding sitting stationary for long periods of time. Examples of light-duty jobs include:

• Providing training to team members

• Changing from physical work to office-based duties

• Checking stock

• Equipment maintenance

• Working a desk job

• Carrying out administrative responsibilities

• Supporting health and safety developments

Assigning light duties at work

Assigning light duties in the workplace should only occur if a fit note from a medical professional advises as much, or if there has been an agreement made between the organisation and its people. To prepare for these circumstances, it can help to introduce an organisational policy on the topic. This provides organisations and their HR and management teams with a clear procedure that can be followed. This is especially important in instances where the workforce is exposed to a higher risk of injury.

The policy should outline who is responsible for arranging light duty work, potential light work responsibilities and the process of agreement with the individual. Remember to consider both the organisation and the individual's needs.

HA | Wisdom Wellbeing can support you with light duty work

If you're still unsure about light duty work, or you need help considering alternative responsibilities when the situation arises, then we're here to help.

With HA | Wisdom Wellbeing’s Employee Assistance Programme (EAP), organisations and their people can access a myriad of resources to facilitate working towards ensuing a safe workplace environment that prioritises the health and wellbeing of their people. From structured counselling to virtual GP access and much more, individuals can seek support for their health and wellbeing when they need it most.

Plus, managers and leaders can benefit from our HR and management line, where they can speak to our trusted advisors on all things employment matters, including details and information on light duties if needed.

Frequently Asked Questions

Can employees work overtime while on light duty?

While there’s no law against an individual working overtime whilst on light duty, it’s not advised to do so. The work restrictions for light duties are to assist the recovery of an employee. Overtime and additional workloads can lead to making light duties redundant, as the aim of light duties is to facilitate an accommodation to help the individual recover through adjusted or less strenuous job duties.

If an individual expresses interest in working overtime, it’s important to advise that you have a duty of care for their wellbeing and would rather they focused on working their contracted (or pre-agreed light duty) hours and recovery. It’s important to stipulate this in writing too so that there is evidence of this.

What happens if there are no light duties at work?

If, as an organisation, you are unable to offer light duties due to the type of work the individual is/was hired for, then that person may be deemed unfit for the position. You’ll need to consider what accommodations could be made (such as reduced or condensed hours or alternative work). There is no legal obligation to offer light duties, but you do have an obligation under The Equality Act 2010 to make adjustments, particularly for disabled employees as it is a protected characteristic.

As a last resort, particularly if the individual is absent for a long period of time due to ill-health, there may be grounds for dismissal. You’ll need to follow the correct disciplinary procedures, which you can find out more about on the Citizens’ Advice site.

Related Entities

Light‑duty work A temporary adjustment to job tasks that reduces physical or mental strain. “Light duties at work are temporary positions that comprise less mentally or physically demanding tasks.”

Fit notes Medical certification outlining an employee’s work restrictions and suitability for adjusted duties. “A light duties sick note…will detail if an individual is fit to carry out their role responsibilities or not.”

Work restrictions Clinically recommended limitations such as no lifting, no driving, or reduced physical activity.

Reasonable adjustments Legally required workplace changes that support disabled employees under the Equality Act 2010.

Equality Act 2010 UK legislation protecting disabled workers and guiding employer obligations around adjustments and discrimination.

Return‑to‑work plans Structured employer‑led plans that support safe reintegration after injury or poor mental health.

Occupational health Clinical guidance informing safe duties, recovery timelines, and suitability for alternative tasks.

Alternative duties Office‑based or administrative responsibilities offered when physical tasks are not possible.

Workplace adjustments policy Organisational procedures outlining how light duties are assessed, agreed, and monitored.

HR & management advice Employer guidance on fit notes, legal compliance, fair processes, and managing health‑related capability issues.

HA | Wisdom Wellbeing Assistance Programme Counselling, virtual GP access, and manager support for employment matters, including light‑duty decisions.