Will I Get a Settlement from L&I?

Washington L&I does not pay every injured worker the same way at the end of a claim. Some workers receive a permanent partial disability award. Some are offered a Claim Resolution Settlement Agreement. A small number qualify for a lifetime pension. Some receive nothing at closure. The word “settlement” covers all of those outcomes loosely, and that is part of why the question is so hard to answer. If you are trying to understand your workers’ compensation rights in eastern Washington, the first step is knowing which path your claim is actually on.

If you do not know which path your claim is heading toward, you cannot tell whether the next step, the IME, the rating, the CRSA letter, or the closing order, will help or hurt you. Self-insured employers and their third-party administrators often make settlement offers structured to limit their own exposure. Once a CRSA is approved by the Board of Industrial Insurance Appeals and becomes final, the claim is closed for most monetary purposes.

McPartland Law Offices works with injured workers across eastern Washington, including Moses Lake, Kennewick, Spokane, the Tri-Cities, and the surrounding counties, to evaluate L&I claims at exactly these decision points. We review IMEs, ratings, CRSA offers, and closing orders every week.

Why Eastern Washington Workers Choose McPartland Law Offices for L&I Claims

Choosing workers’ compensation representation affects your income, your medical care, and your family’s stability. For workers in eastern Washington, the right firm is one that understands this region and the industries that drive it.

McPartland Law Offices was founded in 2012 and has offices in Moses Lake, Kennewick, and Spokane, positioned specifically for workers across eastern Washington. Attorneys Bryce McPartland and Bryton Redal lead two coordinating in-house departments: personal injury and workers’ compensation. That structure matters because many L&I claims carry third-party claim potential that goes unexamined when a firm handles only one side of the equation.

McPartland Law Offices offers a free two-week file audit at no cost. If you have received a closing order, a CRSA offer, or an IME report you do not understand, a review of your file can identify whether you have options before a deadline passes. McPartland Law Offices handles workers’ compensation cases on a contingency fee basis, which means you do not pay legal fees unless we recover compensation for you.

Client Testimonials

“I had a worker’s comp case that was beyond stressful. They became more than just a lawyer and truly cared about me. They helped me get what I wanted and was always there when I needed them. Thank you so much all of you. I definitely will use them again if I need them.” — Mike

“When all others wouldn’t take or wanted nothing to do with my case, he took it and stuck with it and saw it through til the end. Bryce also was determined to get me what I deserved. He always was honest and held nothing back. He also kept my husband and I very informed and was very professional. My family and I are thankful for his hard work and determination on my case and believed in my case. I would recommend him to all anybody who needs legal help. Thank you again Bryce.” — Joey

What Does “Settlement” Actually Mean Under Washington L&I?

Washington L&I operates under the Industrial Insurance Act, codified in RCW Title 51. This is a no-fault system, not a personal injury lawsuit. You do not negotiate pain and suffering, and compensation is not tied to what you can prove in a courtroom. The value of your claim is set by benefit categories established by statute, not by what an adjuster decides seems fair.

When most workers use the word “settlement,” they mean any money they receive when the claim ends. Under Washington L&I law, that money may come through a Permanent Partial Disability (PPD) award, a Claim Resolution Settlement Agreement (CRSA), or a disability pension. In some cases, a separate agreement may resolve one disputed issue inside the claim without closing the whole claim. Most claims involve only one of these outcomes. The path your claim takes depends on the nature of your injury, your medical status, your age, whether your employer is self-insured, and what has happened so far on your claim.

Not all of those paths are available to every worker. Not all of them produce the same result. The decisions made before closure often determine which path is open to you.

How Permanent Partial Disability (PPD) Awards Work

Under RCW 51.32.080, Washington L&I pays a Permanent Partial Disability award when a work injury causes a lasting loss of function after the worker reaches maximum medical improvement. A PPD award is not negotiated. It is calculated.

Two steps determine the dollar amount. First, a doctor assigns an impairment rating. Second, L&I applies that rating to the Permanent Partial Disability schedule tied to the date of injury. The schedule sets values by body part and rating percentage. Your wages do not control the PPD calculation because the award is based on permanent impairment, not the economic impact of the injury.

Smaller awards are paid as a one-time payment at closure. Larger awards are paid as a down payment plus monthly installments over time. The amount is not something L&I negotiates with you or your attorney. Once the rating is established and the schedule is applied, the number is fixed.

What an Impairment Rating Is and Where It Comes From

An impairment rating is a medical opinion. Your attending provider, the doctor treating your work injury, assigns a rating based on physical examination findings and any applicable rating guidelines. The rating expresses the extent of your permanent loss of function as a percentage.

The percentage determines which row of the PPD schedule applies. The dollar value on that row is what L&I pays. The medical opinion drives the math. A higher rating produces a larger award. A lower rating produces a smaller one. That is why the choice of attending provider and the quality of the medical documentation matter from the beginning of the claim.

How the L&I Schedule Sets the Dollar Value

The L&I Permanent Partial Disability Schedule is published annually. The schedule in effect on the date of your injury is the one that applies to your claim. Schedule values do not adjust for cost of living after the injury date, and they do not reflect your wages or occupation.

A worker who injured their shoulder in 2019 is rated under the 2019 schedule even if their claim closes in 2025. The date of injury is locked. The schedule for that year is locked. What remains variable is the rating itself, and that is where the significant disputes arise.

Why the IME Often Drives the Final Number

L&I or a self-insured employer can require an Independent Medical Examination. An IME doctor reviews your records and conducts an examination, then issues their own opinion on your impairment rating. If the IME produces a lower rating than your attending provider, the difference between those two opinions is what you are fighting over.

Workers can challenge an IME rating. The process for doing so is technical, with specific procedures before the Board of Industrial Insurance Appeals. Workers who do not understand the protest process sometimes accept a lower rating without realizing they had grounds to contest it. That outcome directly reduces the PPD award.

Claim Resolution Settlement Agreements (CRSAs): What They Are and Who Qualifies

A Claim Resolution Settlement Agreement is a negotiated resolution of an L&I claim in exchange for a lump sum or structured payment. RCW 51.04.063 sets the eligibility criteria and the negotiation requirements for CRSAs. A CRSA closes out most monetary benefits on the claim in exchange for an agreed sum.

Eligibility has three core requirements:

• The worker must be at least 50 years old.
• The claim must be accepted.
• At least 180 days must have passed since L&I or the self-insured employer received the claim.

Meeting those requirements does not mean a CRSA is the right choice. It means one may be available.

The parties can agree to pay the CRSA as a single lump sum or through structured payments. Every CRSA requires approval from the Board of Industrial Insurance Appeals. After approval, any party may revoke consent during the 30-day revocation period. The agreement becomes final after that period ends.

What a Worker Gives Up by Accepting a CRSA

A CRSA is a trade. In exchange for the agreed payment, the worker generally gives up future monetary benefits on that claim, including:

• Future time-loss benefits.
• Future loss-of-earning-power benefits.
• Future PPD awards.
• Pension eligibility on that claim.

Future medical care may still be available for accepted conditions.

Before signing a CRSA, a worker should understand what future benefits may be worth. Giving up possible pension eligibility in exchange for a CRSA payment can be a costly trade if the injury may support a lifetime disability pension. That comparison requires a careful review of the medical record, vocational evidence, wage history, and settlement terms.

Why Self-Insured Employers Push CRSAs More Often Than L&I Does

WAC 296-14A governs the claim resolution settlement process, including the requirement that L&I or a self-insured employer continue managing the claim and paying benefits the worker is entitled to receive during settlement negotiations until the agreement becomes final. A self-insured employer, such as a large agricultural operation, food processor, hospital system, or warehouse operator, pays claim costs directly. A CRSA can limit that future exposure.

That does not mean the worker’s interests and the employer’s interests are the same. If time-loss payments stop while a CRSA is being discussed, the worker should not assume the stoppage is valid. The claim file, medical status, wage orders, and current benefit entitlement should be reviewed before the worker responds to the offer.

Sidebar Agreements: Resolving a Disputed Issue Outside of the Statutory Scheme

A sidebar agreement is an agreed resolution. It may or may not be a full claim settlement. It resolves a specific disputed issue inside an open claim and may or may not result in closing the claim. Sidebar settlements most often arise in self-insured cases before the Board of Industrial Insurance Appeals.

Common examples include:

• A disputed wage rate that affects time loss.
• A contested condition that L&I has not allowed.
• A disagreement over vocational findings.

The agreement addresses that issue, and certain claim benefits may still be available to an injured worker.

Sidebar agreements do not require the worker to be 50 or older. The 180-day claim age rule for CRSAs does not apply. For workers with one issue driving most of the dispute, a sidebar agreement may resolve that issue without giving up the broader rights involved in a CRSA.

Disability Pensions: When Settlement Means Lifetime Benefits

Under RCW Title 51, a disability pension is one of the most significant monetary outcomes available in the Washington L&I system. A pension is a monthly benefit paid for life when a work-related condition permanently prevents the worker from performing any work at any gainful occupation.

Pensions are often contested. L&I and self-insured employers may challenge pension eligibility with medical and vocational evidence. To qualify, a worker must show more than an inability to return to the old job. The evidence must address whether the accepted work-related condition prevents the worker from performing gainful work in light of their medical restrictions, work history, education, and vocational circumstances.

For workers whose condition genuinely meets that standard, a pension typically produces the most lifetime value of any resolution path. The monthly benefit approximates the time-loss rate the worker was receiving during the open claim, and it continues for life. Pension recipients also retain medical coverage for accepted conditions.

How a Pension Compares Financially to a CRSA or PPD

A PPD award is a disability award tied to permanent impairment. A CRSA is a negotiated payment that generally ends future monetary benefits on the claim. A pension pays monthly benefits for life when the worker meets the permanent total disability standard.

For a worker who cannot return to gainful work because of the accepted work-related condition, the lifetime value of a pension may exceed a CRSA offer. For a worker who can return to some form of work, or whose time loss rate is very low, a PPD award plus continued employment may make more practical sense. The comparison depends on the worker’s age, medical condition, work restrictions, wage history, expected work life, and the specific CRSA amount on the table.

What Affects the Value of an L&I Claim at Closure

Several variables can affect how much money a claim produces, including:

• The impairment rating.
• The injured worker’s time loss rate.
• The date of injury.
• The body part involved.
• The strength of the medical record.
• IME findings.
• Whether the employer is self-insured or State Fund.
• The worker’s age.
• Claim duration.
• Protest deadlines.
• Whether a third-party claim may also exist.
• Availability of vocational services.

Whether the employer is self-insured or State Fund changes how the claim behaves throughout. Self-insured employers control the claims process more directly and have a financial stake in minimizing costs. Workers with self-insured employers often face more aggressive IME schedules and earlier pressure to settle.

If a third-party defendant exists, a separate civil claim may be available outside the L&I system entirely. Workers who were injured in a work-related vehicle collision, hurt by a defective product, or harmed by conditions on a property someone else controlled may have a third-party claim worth evaluating alongside the L&I claim.

Decisions made earlier in the claim compound at closure. Whether you protested the first wage order or not. Whether your attending provider documented your limitations carefully. Whether you requested an independent exam when the IME came back lower than expected. These choices shape the final number more than most workers realize when the claim is still open.

Third-Party Claims: Money Outside the L&I System

A third-party claim is a personal injury claim against someone other than your employer or a coworker. The L&I system covers workplace injuries, but it does not eliminate claims against negligent third parties who contributed to the injury.

Common examples include:

• A negligent driver who caused a crash while you were working.
• A defective tool or machine manufactured by a company separate from your employer.
• A property owner whose unsafe conditions caused your fall or injury.

Third-party claims are litigated in Washington civil court, not before the Board of Industrial Insurance Appeals. Recovery is not limited the way L&I benefits are. Non-economic damages available in civil litigation are not available through L&I.

L&I or the self-insured employer will assert a lien against a third-party recovery for benefits paid on the claim under RCW 51.24.060. This is important to understand. Some people will say, “I don’t want to sue Entity X,” but the fact is that if there is a viable third-party claim, they may need to. When the department or SIE pursues the claim themselves, the distribution will follow a strict statutory disbursement that often results in a significant “offset” precluding payment of further benefits. When an injured worker pursues the claim, the offset can be reduced or even eliminated under Washington law (Tobin and Davis), but that reduction and/or elimination must be pursued affirmatively and proactively.

That lien affects the net recovery, but a third-party claim can still add compensation that L&I does not provide, including non-economic damages. Workers who never review the third-party angle may miss a separate source of recovery. McPartland Law Offices’ coordinating personal injury and workers’ compensation departments review both sides of the claim together.

When the Answer to “Will I Get a Settlement?” Is No, and What to Do Next

Some claims do not produce a settlement. Workers should know that before a closing order, CRSA offer, or IME report shapes the next step.

Some claims may close without settlement money, including claims where:

• L&I denied the claim, and the worker did not successfully appeal.
• The claim closed before maximum medical improvement without an impairment rating.
• The worker fully recovered and returned to the prior job without permanent impairment.
• The worker received time-loss benefits during the open claim but no additional payment at closure.

If your claim has closed and you received nothing, you may still have options depending on the timeline. Washington law generally allows a worker to seek reopening for wage replacement and medical benefits within seven years of the date the claim was first closed, or within 10 years for eye injuries. Medical-only reopening may still be available after that period. Reopening requires objective medical evidence that the accepted condition has worsened after claim closure.

If you are considering reopening, speak with an attorney before filing the application or scheduling the medical visit tied to the reopening request. The comparison between the earlier closure record and the current medical evidence can affect whether L&I or the self-insured employer accepts the application.

If you were never sure whether your original claim captured all of the work-related conditions, a file review can identify gaps. Conditions that should have been accepted but were not can sometimes still be addressed, depending on the applicable deadlines. The L&I workers’ compensation benefits guide published by the Department outlines the general benefit structure if you want to review what should have been available.

ESSENTIAL NOTE: If your claim has been reopened and is beyond seven years from the first, final claim closure, consultation with a competent workers’ compensation attorney is vital. Access to certain benefits is essentially eliminated once seven years from the first, final claim closure has elapsed and a claim closes without establishment of entitlement to further benefits.

Frequently Asked Questions About L&I Settlements in Washington

Does L&I Pay a Lump Sum?

It depends on the resolution path. Smaller PPD awards may be paid as a one-time payment, while larger awards are paid through an initial payment and monthly installments. CRSA payments may be made as a single lump sum or through structured payments if the parties agree. Pension benefits are paid monthly for life. Time-loss payments are paid during the open claim when the worker qualifies. Whether a lump sum is available depends on the type of claim outcome involved.

How Long Does It Take to Get an L&I Settlement?

PPD awards are issued as part of claim closure, typically after the worker reaches maximum medical improvement and a rating is completed. CRSA negotiations can take several weeks to months once initiated, and after the Board approves the agreement, a party has 30 days to revoke consent before it becomes final. Pension determinations involve extensive medical and vocational review and often take considerably longer, particularly when contested. Disputed claims at any stage take longer than undisputed ones.

Can I Reopen My Claim After a Settlement?

After a final CRSA, future medical treatment may still be available for accepted conditions, but future monetary benefits are generally resolved. After a PPD-only closure without a CRSA, a worker generally has seven years from the first closure date to seek reopening for wage replacement and medical benefits if the accepted condition objectively worsens. Eye injury claims have a 10-year period for those benefits. Medical-only reopening may still be available after those periods. Pension recipients retain medical coverage for accepted conditions.

Should I Accept the First Settlement Offer From a Self-Insured Employer?

Do not accept a CRSA offer from a self-insured employer before you understand what the offer requires you to give up. A self-insured employer pays claim costs directly, so its settlement offer may focus on limiting future exposure. Whether the offer makes sense depends on your age, medical condition, work restrictions, wage history, future benefit exposure, and possible pension value. A workers’ compensation attorney can review the offer, compare it against available benefits, and identify deadlines before you respond.

Will an L&I Settlement Affect My Social Security?

In some cases, yes. Workers who receive both Social Security Disability Insurance (SSDI) and L&I benefits may face a Social Security offset that affects total monthly benefits. The structure of a CRSA, including whether payment is made as a lump sum or through structured payments, may affect how the offset applies. Before agreeing to a CRSA, speak with a workers’ compensation attorney and, when needed, a tax or benefits professional who can review the specific effect on your situation.

Talk to McPartland Law Offices Before You Respond to L&I

A CRSA offer, IME report, wage order, or closing order can affect your income and future benefits. Before you sign paperwork or let a deadline pass, McPartland Law Offices can review your file and explain what the next step may mean.

We offer free consultations and a free two-week file audit for injured workers in Moses Lake, Kennewick, Spokane, and throughout eastern Washington. Call McPartland Law Offices at 509-495-1247 or fill out our contact form to tell us what happened.