Duty to Cooperate

Working together for an early and safe return to work

If a workplace injury happens, you’re not alone. Whether you’re a worker, employer, or health care provider, the WCB is here to support you every step of the way.

The Stronger Workplaces for Nova Scotia Act introduced Duty to Cooperate, which took effect July 15, 2025. It outlines the rules, roles, and responsibilities for everyone involved in the return-to-work process.

Duty to Cooperate is about teamwork. Workers, employers, health care providers, and WCB all have responsibilities. Each plays a role in supporting recovery and return to work. WCB is here to guide, connect, and hold everyone accountable—so the process is safe and successful.

We all want the same thing: Nova Scotians working and thriving. When we work together, it’s better for everyone.

What is Duty to Cooperate?

Duty to Cooperate is about working together with purpose. It means:

• Staying connected
• Being open about needs and limitations
• Following through on commitments
• Holding each other accountable in a respectful way

Worker responsibilities

• Contact your employer as soon as possible after the injury occurs
• Maintain communication throughout recovery and full return to work
• Consider how to apply your skills and abilities to work during recovery
• Help your employer to identify suitable, available work
• Provide WCB with any requested information about return to work

Cooperation also means accepting safe and suitable work when it is offered. If a worker refuses without a valid reason, WCB will work with them to review the situation and resolve the issue. If WCB finds that a worker is not cooperating, we may reduce or stop benefits.

Employer responsibilities

• Contact the worker as soon as possible after the injury occurs
• Maintain communication throughout recovery and full return to work
• Establish a return-to-work plan
• Attempt to provide suitable, available work
• Provide WCB with any requested information about return to work

Employers are expected to offer suitable work whenever possible. If WCB finds that an employer is not cooperating, we will first work with them to resolve the issue. Penalties may be applied if non-cooperation continues.

Employers are also expected to accommodate workers’ needs during recovery, up to the point of undue hardship. This means serious difficulty or expense for the workplace. If an employer believes undue hardship applies, they can discuss it with their case manager.

WCB’s role

Duty to Cooperate also applies to WCB. We are holding ourselves accountable by:

• Supporting employers and workers through the return-to-work process
• Making decisions and expectations clear and transparent
• Holding health care and service providers accountable for their role in recovery
• Organizing case management so workers are at the centre of our work

If you are not getting the support you need from your case worker, you can contact their manager or use our formal complaint process through the Client Relations Officer.

Benefits of an early and safe return to work

Working is good for everyone. Work is an important part of overall health, from physical and mental health, to financial and social health. It's is good for all of us, and for our families.

Benefits for workers

• It helps recovery
• Workers won’t lose as much—or any—of their income
• Helps with the worker’s social, mental, and physical health and well-being
• Keeps workers in their employee benefits programs
• Helps workers stay connected with co-workers in the workplace

Benefits for employers

• Promotes workplace morale and worker retention while supporting recovery at work
• Keeps employers connected to valuable resources—workers who are already hired, trained, and experienced
• Demonstrates that employers value and care about their workers
• Maintains services and operations in the workplace and reduces loss of productivity
• Reduces the cost of claims

Policy and consultations

These reports go into a lot of detail about Duty to Cooperate. They’re well worth reading if you want to fully understand how Duty to Cooperate works and why it was introduced. They explain what’s expected of everyone, and how feedback from workers, employers, and safety partners helped shape the final policy.

• Return to Work and Duty to Cooperate Policy (PDF) Lays out the detailed responsibilities of workers, employers, WCB, and health care providers in the return-to-work process.
• Return to Work and Duty to Cooperate Background Paper (PDF) Summarizes the consultation feedback, the reasons behind the policy, and how it will support early and safer returns to work across Nova Scotia.

Resources

• Fact sheets: These are simple 2-page guides with checklists to support an early and safe return to work.
  • Employer Fact Sheet (PDF)
  • Worker Fact Sheet (PDF)
• Webinars: WCB hosted sessions to explain the policy and answer questions. Topics included accommodations, creative approaches, and preparing for Duty to Cooperate. Watch the webinars below.
• March 27: Draft policy consultation session on Return to Work - Duty to Cooperate (1 of 2) | Slide deck
• April 3: Draft policy consultation session on Return to Work - Duty to Cooperate (2 of 2) | Slide deck
• For JOHSC members: Use these key messages and conversation starters to support workplace discussions around Duty to Cooperate.

Questions about Duty to Cooperate?

We’re here to help.

Email dutytocooperate@wcb.ns.ca and we will be in touch.

Summary:

• Outlines the Duty to Cooperate policy effective July 15, highlighting employer and worker responsibilities in facilitating safe and timely return-to-work.
• Emphasizes early planning, ongoing communication, and collaboration to support injured workers, including guidance for both physical and psychological injuries.
• Details practical return-to-work strategies, such as phased duties (sedentary → light → medium) and maintaining workplace connection when full duties are not possible.
• Clarifies concepts like meaningful work, job functions vs. tasks, and restrictions vs. limitations, ensuring alignment between worker abilities and job requirements.
• Provides tools and support (e.g., templates, case worker guidance, and planning resources) to assist employers in implementing effective return-to-work programs.

Intended Audience:

• Employers, supervisors, HR professionals, and case managers in Nova Scotia responsible for workplace injury management and return-to-work planning.

From Policy to Practice: Preparing for Duty to Cooperate

Summary:

• Introduces the new Duty to Cooperate legislation effective July 15, requiring workers, employers, and WCB to actively collaborate throughout the return-to-work process.
• Explains the shared responsibilities: workers must stay in contact, participate in planning, and accept suitable work; employers must maintain communication, offer modified duties, and document efforts to support recovery.
• Highlights WCB’s role in monitoring cooperation, facilitating communication, and addressing non-compliance, which could result in benefit suspension for workers or cost implications for employers.
• Provides examples and scenarios illustrating what cooperation and non-cooperation look like, emphasizing early and ongoing communication between all parties.
• Encourages employers and workers to use WCB’s resources and support tools to understand expectations and promote safe, timely return-to-work outcomes.

Intended Audience:

• Employers, HR professionals, safety coordinators, and workers involved in return-to-work or modified duty programs under the WCB Nova Scotia system.