Form CA-17 is the Duty Status Report a federal employing agency uses to obtain an injured employee’s current work status and restrictions from the treating physician. The supervisor or agency completes Side A with the injury and job-demand information, and the physician completes Side B with clinical findings and work-capacity information. CA-17 supports return-to-work communication; it does not authorize treatment or replace every medical report OWCP may require.
What is OWCP Form CA-17?
The U.S. Department of Labor identifies CA-17 as the Duty Status Report. Federal regulations say an employer should use CA-17 to obtain interim duty-status reports for an employee with a disabling injury. The form gives the agency and physician a shared description of the employee’s regular work demands and current medical restrictions.
The current FECA regulations (https://www.ecfr.gov/current/title-20/chapter-I/subchapter-B/part-10/subpart-D) distinguish CA-17 from the more complete medical evidence that may be needed to support a claim. A useful CA-17 is specific enough for the agency to compare current restrictions with actual job duties, but it is not a substitute for a reasoned medical report when OWCP requests one.
Who completes each side of CA-17?
Side A: the supervisor or employing agency
The supervisor or agency completes Side A before the medical visit. It identifies the employee, describes how the injury occurred, and lists the physical demands of the employee’s regular work. The agency should provide accurate information about activities such as standing, walking, bending, lifting, reaching, pushing, pulling, and the number of hours each activity is required.
The Department of Labor’s FECA Procedure Manual (https://www.dol.gov/agencies/owcp/FECA/regs/compliance/DFECfolio/FECA-PT2/group2) says the agency should supply CA-17 for completion by the physician providing medical care. The Department of the Interior’s employee responsibilities guidance (https://www.doi.gov/workerscompensation/responsibilites-for-employees) similarly explains that the supervisor completes the supervisory portion and gives the form to the employee for the physician.
Side B: the treating physician
The physician completes Side B after examining the employee. The form asks for clinical findings, diagnosis, whether the condition is related to the reported injury, the employee’s ability to perform regular or modified work, specific restrictions, and the expected duration of those restrictions.
The official CA-17 instructions tell the physician to return the completed form to the employing agency within two days to help prevent an interruption of income. Employees and agencies should follow the instructions on the version supplied for the case.
What information makes a CA-17 useful?
Accurate job demands
Restrictions can be interpreted only in relation to the real job. Side A should reflect the employee’s actual regular duties rather than a generic title. If the work involves lifting, prolonged standing, repetitive reaching, driving, climbing, or other physical demands, the frequency and duration should be described accurately.
Specific, medically supported restrictions
Side B is more useful when it describes measurable limits, such as the maximum amount of lifting, the number of hours an employee may stand or walk, or whether a movement should be avoided. “Light duty” by itself may not tell the agency which tasks fit the employee’s current capacity.
Current findings and a follow-up interval
The physician should base the work status on the examination and identify when the restrictions should be reassessed. Under 20 CFR 10.330 (https://www.ecfr.gov/current/title-20/chapter-I/subchapter-B/part-10/subpart-D), OWCP medical reports may need examination and treatment dates, history, findings, test results, diagnosis, treatment, a reasoned causal opinion, the extent of disability affecting work, and prognosis.
Consistency across records
The dates, diagnosis, work status, and restrictions on CA-17 should be consistent with the clinical record and any separate narrative report. If information changes, the updated documentation should explain the medical basis for the change.
When can an updated CA-17 be requested?
There is no universal rule that every employee must submit CA-17 after every appointment. The employing agency may request interim updates to monitor work capacity, and the timing depends on the injury, current restrictions, treatment progress, and case instructions.
20 CFR 10.506 (https://www.ecfr.gov/current/title-20/chapter-I/subchapter-B/part-10/subpart-F/subject-group-ECFR796340ac6736884/section-10.506) allows an employer to monitor the employee’s medical progress and says periodic reports from the attending physician are generally adequate for that purpose. The regulation identifies CA-17 as usually sufficient for routine duty-status updates. Follow the written request from the agency or OWCP rather than assuming a fixed schedule.
CA-17 compared with CA-16 and CA-20
- CA-16 — Authorization for Examination and/or Treatment: used by an agency to authorize initial examination or treatment in qualifying traumatic-injury situations; it is not a work-restriction report.
- CA-17 — Duty Status Report: communicates current clinical findings, work capacity, and restrictions to the employing agency.
- CA-20 — Attending Physician’s Report: provides a broader medical report for initial or subsequent evidence; it does not replace the agency’s job-demand description on CA-17.
The FECA regulations (https://www.ecfr.gov/current/title-20/chapter-I/subchapter-B/part-10/subpart-D) identify CA-20 for initial and subsequent medical reports and CA-17 for interim duty-status reports. The correct form depends on what information or authorization is being requested.
How CA-17 relates to return-to-work decisions
CA-17 helps communicate work capacity; the employing agency decides whether suitable duties are available. If the agency proposes a specific alternative position, 20 CFR 10.506 says it must provide the attending physician with a written description of the duties and physical requirements.
Employees should not alter restrictions themselves or treat CA-17 as individualized legal advice. Questions about a job offer, compensation entitlement, or a disputed work status should be addressed through the employing agency, OWCP, or a qualified representative as appropriate.
A practical CA-17 checklist
- Confirm that Side A was completed before the medical visit.
- Check that the injury description and regular job demands are accurate.
- Bring the agency-provided form and any written position description.
- Give the physician a clear history and explain how symptoms affect specific work tasks.
- Make sure restrictions are measurable and include an expected duration or reassessment date.
- Check that the work status is consistent with the clinical note and other reports.
- Return the completed form according to the agency’s instructions and keep a copy.
- Use secure, approved channels when transmitting personal or medical information.
NuThera’s OWCP resource center (https://nuthera.us/owcp) and OWCP forms directory (https://nuthera.us/owcp/forms) provide additional federal-injury information. Federal employees in Southern Nevada can also review the Las Vegas clinic (https://nuthera.us/locations/las-vegas-rainbow) and North Las Vegas clinic (https://nuthera.us/locations/north-las-vegas-aliante) pages. NuThera provides clinical care and documentation for services it delivers; it does not decide FECA benefit eligibility or provide individualized legal advice.
Important current-form note
As of September 3, 2026, the Department of Labor’s CA-17 page labels the displayed OMB expiration date as August 31, 2026. DOL published a March 20, 2026 notice seeking an extension of the information collection that includes CA-17, while FECA regulations continue to identify CA-17 as the duty-status form. Use the version supplied by the employing agency or confirm the current form through the official DOL page rather than relying on an older saved copy.
Sources
- 20 CFR 10.330–10.331, medical reports and duty-status reports (https://www.ecfr.gov/current/title-20/chapter-I/subchapter-B/part-10/subpart-D), Electronic Code of Federal Regulations; Title 20 current through September 1, 2026 and last amended August 20, 2026; accessed September 3, 2026.
- 20 CFR 10.506, employer monitoring and written job requirements (https://www.ecfr.gov/current/title-20/chapter-I/subchapter-B/part-10/subpart-F/subject-group-ECFR796340ac6736884/section-10.506), Electronic Code of Federal Regulations; Title 20 current through September 1, 2026 and last amended August 20, 2026; accessed September 3, 2026.
- OWCP CA-17: Duty Status Report (https://beta.dol.gov/forms-posters/forms/owcp-ca-17-duty-status-report), U.S. Department of Labor, form revision April 2020; public page displays OMB expiration August 31, 2026; accessed September 3, 2026.
- Federal Employees’ Compensation Act Medical Report Forms, Claim for Compensation (https://www.regulations.gov/document/WCPO-2026-0100-0002), U.S. Department of Labor, published March 20, 2026; accessed September 3, 2026.
- FECA Procedure Manual, Part 2 (https://www.dol.gov/agencies/owcp/FECA/regs/compliance/DFECfolio/FECA-PT2/group2), U.S. Department of Labor; publication date not listed; accessed September 3, 2026.
- Responsibilities for Employees (https://www.doi.gov/workerscompensation/responsibilites-for-employees), U.S. Department of the Interior, updated February 13, 2024; accessed September 3, 2026.
Keep exploring.
- OWCP resource center
Start with NuThera’s federal workers’ compensation guide.
- OWCP forms directory
Find official DOL form links and plain-language explanations.
- CA-16 treatment-authorization guide
Learn how CA-16 differs from a duty-status report.
- NuThera — Las Vegas
Federal injury care at 5765 S Rainbow Blvd Ste 111, Las Vegas NV 89118.
- NuThera — North Las Vegas
Federal injury care at 3880 W Ann Rd Ste 130, North Las Vegas NV 89031.
Common questions.
What is Form CA-17 used for?
CA-17 communicates an injured federal employee’s current clinical findings, work capacity, and restrictions to the employing agency so the agency can compare those limits with available duties.
Who fills out Form CA-17?
The supervisor or employing agency completes Side A with the injury and job-demand information. The treating physician completes Side B with the medical findings and work-status information.
Is CA-17 the same as CA-16?
No. CA-16 concerns authorization for initial examination or treatment in qualifying traumatic-injury situations. CA-17 reports current duty status and work restrictions.
Does CA-17 replace a narrative medical report?
Not always. CA-17 is generally used for interim duty-status reporting, but OWCP may require a more detailed medical report that explains diagnosis, causal relationship, disability, treatment, and prognosis.
How often should CA-17 be updated?
There is no single update interval for every case. Follow the employing agency’s or OWCP’s written request and the physician’s stated reassessment schedule.
Where should I get the current CA-17?
Use the version supplied by the employing agency or check the official Department of Labor form page. As of September 3, 2026, the public page displays an August 31, 2026 OMB expiration date, so do not assume an old downloaded copy is current.
What if Side A does not describe my actual job?
Raise the discrepancy with the supervisor or agency before the form is finalized and make sure the physician receives an accurate written description of the physical requirements. Do not change an agency-completed form yourself.