Your job — the security questions.

Two truths at once: firing you because you filed a claim is illegal retaliation in essentially every state — and comp doesn't make you unfireable for unrelated reasons (layoffs, documented performance, misconduct). The suspicious version has a pattern: termination shortly after filing, shifting explanations, sudden write-ups. Document timing, save everything, and if it happens, see an employment lawyer alongside your comp claim — your comp benefits generally continue even if the job ends.

Almost never before getting advice — quitting can complicate or reduce wage-loss benefits in many states (the wage loss becomes "your choice" in the insurer's telling), and it forfeits reinstatement rights where they exist. If the job is unbearable or you have a better offer, that's a real conversation to have with a lawyer first — timing and framing genuinely change outcomes.

Usually yes — being off work injured isn't house arrest, and travel isn't fraud. The real rules: stay within your medical restrictions everywhere (the beach counts), don't miss scheduled treatment, and assume you're visible — a "disabled" worker photographed jet-skiing becomes Exhibit A. If the trip involves missing appointments or activities near your limits, clear it with your doctor and keep the note.

If the offer genuinely fits your written restrictions, refusing it usually suspends wage benefits — that's the lever light duty exists to pull. If it does NOT fit your restrictions (same job, smaller cart), the play isn't refusal, it's routing: take the written offer to your doctor and let the restrictions do the refusing. Never just no-show. Our return-to-work guide maps every scenario.

Comp itself generally doesn't guarantee your job back — it protects benefits, not the position. But other laws overlap: FMLA (if you and your employer qualify) protects 12 weeks of job-restoration; the ADA may require reasonable accommodation of lasting restrictions; and a few states (like New Hampshire) add reinstatement rights. The combination is fact-specific — which is why job-threat situations deserve an employment-law consult early.

Yes — and if you're on partial benefits or have permanent restrictions, a job search can even be required (Texas SIBs) or strategically wise. The rules: be honest with the new employer about restrictions that affect the work, keep treating, and understand how new wages convert your benefits to partial. What you must not do is work secretly while claiming total disability.

Resignation-with-settlement is common — insurers often want the employment ended when they pay — but it's a negotiated term with real value, not a formality. It can affect unemployment eligibility, references, rehire rights, and sometimes the money itself. Never sign one that appeared "as standard paperwork" without advice; it's a bargaining chip, so bargain.

Some employers run "show-up light duty" precisely to cut off wage benefits. If the assignment truly honors your restrictions, it's usually lawful even if demeaning-feeling — you're being paid to be available. If it violates restrictions, conflicts with treatment, or exists only on paper, document specifics and push back through your doctor and, if needed, your state's dispute process.

Generally no — and employers generally can't ask about claim history in hiring (many states prohibit it, and the ADA restricts medical inquiries before a conditional offer). After a conditional offer, honest answers to lawful medical questions matter, especially about current restrictions relevant to the job. Lying about present abilities can haunt a future claim; volunteering ancient history is not required.

Three moves: write down the timeline while it's fresh (filing date, who knew, termination date, stated reason); save every document and message; and get two consultations — comp (your benefits usually continue) and employment law (retaliation claims have their own deadlines, sometimes short). Don't sign any severance until both lawyers have seen it.