What Recourse Do Injured Workers Have Against Employers in California?

When an employee is injured on the job in California, their first thought is often about how to recover for medical bills, lost wages, and the impact on their life. In most cases, the path forward is through the workers’ compensation system. This is because of a legal principle known as the “exclusive remedy doctrine.”

The exclusive remedy doctrine means that, as a general rule, an employee’s only legal remedy against their employer for a workplace injury is a workers’ compensation claim. In other words, employees cannot usually bring a separate lawsuit against their employer in civil court for damages, even if the employer’s negligence contributed to the injury. Instead, the claim must be handled through workers’ compensation, which is designed to provide medical care and partial wage replacement without the need for the employee to prove fault.

The public policy behind this rule reflects a tradeoff. Workers’ compensation gives employees quicker access to benefits without having to prove negligence, while employers receive protection from potentially large civil judgments. The system is intended to balance the interests of both sides, ensuring that injured workers have a reliable source of recovery while providing employers with a measure of predictability.

That said, the law surrounding workplace injuries can be complex, and while the exclusive remedy doctrine generally applies, it is not absolute. Because the rules and possible exceptions can vary depending on the specific circumstances of an injury, it is always best to consult with a local personal injury attorney. An experienced attorney can evaluate what claims and potential defendants may exist and guide an injured worker toward the most effective path to recovery.