When filing a disability insurance claim, many people focus on physical limitations such as difficulty lifting, walking, or standing. But other impairments, like cognitive, emotional, or sensory challenges, can also prevent someone from working. These are called non-exertional limitations.
Non-exertional limitations refer to restrictions that affect a person’s ability to work in ways unrelated to physical strength or endurance. They may stem from mental health conditions, sensory impairments, or environmental sensitivities, and they can significantly impact job performance. This blog will explain the types of non-exertional limitations, how they are evaluated, and their role in disability insurance benefits claims.
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Types of Non-Exertional Limitations
Non-exertional limitations encompass a wide range of impairments that do not directly involve physical strength or stamina but still affect a person’s ability to function in a work environment. Below are some common categories of non-exertional limitations that may be considered in disability insurance claims:
1. Cognitive Limitations
Cognitive limitations affect thinking, memory, and concentration. These impairments may result from conditions like traumatic brain injuries, strokes, dementia, or psychiatric disorders such as depression, anxiety, or post-traumatic stress disorder (PSD). These challenges can make it difficult to stay focused, follow instructions, or solve problems, which are common tasks in many jobs.
Examples of cognitive limitations include:
- Difficulty concentrating or maintaining attention
- Memory loss or difficulty recalling information
- Inability to understand or follow instructions
- Difficulty making decisions or solving problems
Cognitive impairments can severely impact a person’s ability to perform tasks that require mental effort, organization, or multitasking, which are common in many jobs.
2. Emotional and Psychological Limitations
Mental health conditions like anxiety, depression, bipolar disorder, or schizophrenia can lead to emotional and psychological limitations. These impairments may affect a person’s ability to interact with others, handle stress, or maintain focus in the workplace.
Examples of emotional and psychological limitations include:
- Difficulty interacting with supervisors, coworkers, or customers
- Inability to handle workplace stress or criticism
- Difficulty maintaining emotional stability or controlling mood swings
- Panic attacks or severe anxiety in certain situations
These limitations may not affect physical tasks, but they can still hinder workplace performance. Jobs requiring social interaction or managing high-pressure situations are especially challenging for those with such impairments.
3. Sensory Limitations
Sensory limitations refer to impairments in vision, hearing, or other senses that can affect a person’s ability to perform certain tasks. For example, a person with significant vision impairment may struggle with jobs that require reading or detailed visual work, while someone with hearing loss may have difficulty in environments where verbal communication is critical.
Examples of sensory limitations include:
- Vision impairments (e.g., blindness or severe vision loss)
- Hearing impairments (e.g., deafness or severe hearing loss)
- Difficulty interpreting sensory information (e.g., sensitivity to light, noise, or other environmental factors)
Sensory limitations can also impact safety in the workplace, especially in jobs that require driving, operating machinery, or working in hazardous environments.
4. Environmental Limitations
Environmental limitations refer to restrictions caused by sensitivity to certain environmental conditions, such as temperature extremes, loud noises, bright lights, or allergens. These limitations are often associated with conditions such as asthma, migraines, chronic fatigue syndrome, or fibromyalgia.
Examples of environmental limitations include:
- Sensitivity to dust, fumes, or chemicals
- Difficulty working in extreme heat or cold
- Inability to tolerate loud noises or bright lights
- Allergic reactions to certain substances commonly found in the workplace
Even if a person’s physical abilities remain intact, environmental limitations can make it impossible for them to work in certain settings, such as factories, construction sites, or offices with poor ventilation.
5. Behavioral Limitations
Behavioral limitations arise from conditions that affect a person’s ability to regulate their behavior, impulses, or actions in a workplace setting. These limitations can stem from conditions such as attention-deficit hyperactivity disorder (ADHD), autism spectrum disorder, or personality disorders.
Examples of behavioral limitations include:
- Difficulty controlling impulses or inappropriate behaviors
- Inability to focus or follow through on tasks
- Disruptive behavior that affects others in the workplace
- Difficulty adhering to workplace norms or schedules
These limitations can impact a person’s ability to work in jobs that require teamwork, consistent focus, or compliance with workplace rules and procedures.
6. Postural Limitations
Postural limitations refer to difficulties in maintaining or assuming certain body positions, whether briefly or for an extended period. These may include challenges with bending, kneeling, twisting, squatting, or turning the head. Other examples include needing to elevate a foot while sitting, maintaining a hunched posture, or experiencing pain due to forward head positioning. Conditions such as kyphosis, lordosis, scoliosis, or swayback posture can further affect spinal alignment and movement.
In some cases, postural limitations also involve difficulty sitting for long periods. According to Social Security Ruling 83-12, most jobs require workers to remain in specific positions for extended durations to complete tasks. This is especially true for unskilled jobs, which are typically structured to prevent a person from sitting or standing at will.
7. Manual Dexterity
Lack of manual dexterity can impact a person’s ability to keyboard and operate manual controls, eroding the occupational base. According to Social Security Ruling 83-14, “[B]ilateral manual dexterity is necessary for the performance of substantially all unskilled sedentary occupations.” Even in the case of skilled occupations, an argument can be made that loss of manual dexterity produces a decline in productivity that is functionally disabling.
How Are Non-Exertional Limitations Evaluated in Disability Claims?
When filing a disability insurance claim, it’s important to recognize that non-exertional limitations are just as significant as exertional limitations in determining eligibility for benefits. However, evaluating non-exertional limitations can be more challenging, as they are often less visible than physical impairments. Here’s how non-exertional limitations are typically assessed during the claims process:
1. Medical Evidence
Non-exertional limitations must be supported by medical evidence, just like physical limitations. Claimants should provide detailed documentation from healthcare providers, including psychiatrists, neurologists, or other specialists, outlining the nature and severity of their limitations. Medical records, diagnostic tests, psychological evaluations, and treatment history can help demonstrate the impact of these limitations on the claimant’s ability to work. Medical opinion evidence, in which a provider opines as to a claimant’s restrictions and limitations, is critical in disability cases, particularly those involving non-exertional limitations.
2. Vocational Assessments
In some cases, a vocational expert may be involved in assessing the claimant’s ability to perform specific job tasks given their non-exertional limitations. Vocational assessments may include an analysis of the claimant’s skills, education, work history, and the specific demands of the job. The vocational expert will evaluate whether the claimant can perform their previous job or other jobs in the national economy, given their limitations.
3. Claimant’s Self-Reported Limitations
Claimants should provide detailed accounts of how their non-exertional limitations affect their daily lives and work performance. This may include explaining difficulties in concentrating, handling stress, interacting with coworkers, or performing tasks in certain environments. While self-reported limitations are important, they must be supported by objective medical evidence to carry significant weight in the claims process.
4. Functional Capacity Evaluations (FCEs)
An FCE may be used to assess the claimant’s overall functional abilities, including non-exertional limitations. Examples of non-exertional limitations tested during an FCE include manual dexterity, balance, and postural limitations (including sitting tolerance).
The Role of Non-Exertional Limitations in Disability Insurance Claims
Non-exertional limitations can play a critical role in determining whether a claimant is eligible for disability benefits. In some cases, even if a claimant has relatively mild physical limitations, severe non-exertional limitations may prevent them from working in any capacity. Disability insurance companies are required to consider both exertional and non-exertional limitations when evaluating a claim, particularly when the claimant’s ability to perform their job is affected by factors beyond physical strength or endurance.
For example, a claimant who can physically perform light work but suffers from severe anxiety and panic attacks may be unable to maintain employment due to their inability to interact with coworkers or handle workplace stress. Similarly, a person with cognitive impairments may be unable to perform complex tasks, follow instructions, or make decisions, even if they have no physical limitations.
Conclusion: The Importance of Documenting Non-Exertional Limitations
Non-exertional limitations are a critical aspect of disability insurance claims because they encompass a broad range of impairments that affect a person’s ability to work. Limitations like cognitive challenges, emotional difficulties, sensory impairments, or environmental sensitivities can interfere with job performance and make it harder to sustain employment.
To strengthen a disability claim, it’s essential to provide detailed documentation from qualified medical professionals. Medical records, evaluations, and professional opinions that explain how these limitations impact specific job tasks can demonstrate the severity of the impairments. Effectively presenting this information to the insurance company can help ensure the claim is taken seriously and receives proper consideration.
Providing a complete and accurate picture of your limitations can make a substantial difference in the success of your claim. If you need assistance with preparing your claim or addressing an insurance company’s denial, DeBofsky Law is ready to support you. Contact us for a consultation and take the next step toward obtaining the benefits you deserve.
