What Must Be Reported Under RIDDOR?

In decades gone by, the workplace was a much scarier place to be. Back in the 1970s, 650 people on average lost their lives in a work-related accident each year. Thankfully, things have come a long way since then. Fast forward to now and this figure has decreased significantly by around 75%, with only 124 fatalities recorded in 2024/25. While this is partly due to stricter training and a tightening in health and safety regulations, another factor that has had a significant impact is the introduction of RIDDOR.

RIDDOR, or the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations, was established in 1986 and obliges all employers, managers and self-employed people to report and record workplace accidents. You can check out our previous guide for more information, but ultimately this leads to a safer workplace and helps to prevent similar incidents from happening again in the future. But what is classed as a RIDDOR incident and what should be reported?

What must be reported to RIDDOR?

Although it’s good practice to make a note of any accidents or injuries in a workplace accident book, not everything has to be reported to RIDDOR. Minor injuries such as small cuts, bruises and scrapes – that don’t require professional medical attention or time off work won’t usually meet this criteria. 

RIDDOR focuses on serious incidents that have caused or have the potential to cause significant harm, and these usually fall into the following categories:

Work-related fatalities

Thankfully, work-related fatalities are a lot rarer than they used to be, but they can and do still happen. Any kind of fatality that happens as a result of a work-related accident must be reported to RIDDOR as soon as possible.

This also applies if a worker dies within one year of sustaining a reportable injury, provided their death was a direct result of this. For instance, if an employee suffered blunt force trauma following a fall, this would first be reported as a major injury. However, if they later died as a result of their injuries, this must be re-reported to RIDDOR as a fatality. On the other hand, if a fatality happens in the workplace but isn’t connected to workplace activities – for example, someone suffering from a heart attack or stroke – this doesn’t need to be reported.

Major injuries

Under Regulation 4 of RIDDOR, certain ‘specified’ injuries must be reported. These are usually serious incidents that either cause permanent damage or require hospital treatment, such as:

• Amputations
• Fractures (except those to the fingers, toes and thumbs)
• Significant burns that cover over 10% of the body
• Loss of sight, both temporary and permanent
• Crush injuries
• Scalping that requires hospital treatment
• Loss of consciousness caused by a head injury or asphyxia
• Injuries sustained from working in an enclosed space that leads to hypothermia, heat-related illnesses, resuscitation or hospital treatment lasting over 24 hours
  

Occupational diseases

Occupational diseases are classed as any condition or illness that is caused by or exacerbated by an employee’s work duties or working conditions. Reporting these conditions to RIDDOR is essential as this encourages accountability, identifies workplace risks and ensures employees are protected and have all the support they need. Some of the reportable occupational diseases include:

• Carpal tunnel syndrome, hand-arm vibration syndrome (HAVS) or any other musculoskeletal condition caused by hand-held vibrating tools
• Occupational asthma developed through inhaling harmful dusts, fumes or gases at work
• Occupational dermatitis caused by regular exposure to known irritants
• Hearing loss linked to regularly working in an excessively loud environment
• Any occupational cancer, such as lung cancer that has developed after working with asbestos

Once an occupational disease has been diagnosed, or the workplace conditions that could contribute to it are identified, it’s essential to work with a trusted occupational health provider, like Healthier Workforce. We can carry out regular health surveillance to assess risk and put measures in place to protect your employees.

Near misses

A near miss – officially referred to as a ‘dangerous occurrence’ by RIDDOR – is classed as an incident that could have resulted in a major injury or fatality but didn’t, often due to quick thinking or sheer luck. By reporting these to RIDDOR, you can identify just what went wrong and take the necessary steps to prevent this from ever happening again. This might involve implementing additional staff training, investing in new equipment, amending safety procedures or carrying out formal workplace assessments.

Some examples of reportable dangerous occurrences include:

• The collapse of any building, structure or lifting equipment
• An explosion or fire
• The accidental release of any flammable or hazardous substances
• Any major equipment failure that could have led to an accident

Injuries leading to over seven days of absence

If an employee can’t work for more than seven consecutive days due to a work-related injury – for example, if someone is signed off work for two weeks with back problems caused by handling heavy objects – then this must be reported to RIDDOR, even if it’s not deemed to be a major injury. This ensures potential hazards can be quickly identified and addressed to reduce the risk of another similar incident happening in the future.

Injuries to a non-worker

Your RIDDOR obligations aren’t just limited to your employees: an injury sustained by a member of the public on your premises must be reported. It doesn’t need to be a major injury – the key factor is that the person requires medical treatment in hospital.

How to report a RIDDOR incident

If an incident occurs and it falls under one of the above categories, it must be reported to RIDDOR as quickly as possible.

To ensure your report is as accurate as possible, gather all the details beforehand, such as the date, time and names of everyone involved, a description of what happened and how, any witness accounts and information about medical treatment if applicable. Then, you can report this to the Health and Safety Executive (HSE) via their online form. Fatalities and major injuries must be reported immediately over the phone, followed up by an online form submitted within 10 days.

You should also make an internal record of this incident in your workplace accident book and keep this for three years. Under the Management of Health and Safety at Work Regulations 1999, you’re also obligated to carry out an internal investigation to understand what happened and why.

How to prevent RIDDOR incidents

Of course, the best way to protect your workforce and avoid reporting to RIDDOR is by preventing such incidents from happening in the first place. Some of the steps you can take include:

• Performing regular risk assessments to pre-emptively identify hazards
• Carrying out regular staff training so that everyone is aware of the correct safety procedures and understands what to do in an emergency
• Monitoring employees in high-risk roles and offering regular health surveillance to identify any early signs of illness
• Conducting occupational health assessments to ensure employees are fit for their roles
• Promoting wellbeing initiatives to reduce stress and burnout
• Offering mental health support alongside mental health first aid training 
• Partnering with a trusted occupational health specialist, like Healthier Workforce

How can Healthier Workforce help?

Whether you’re responding to a recent RIDDOR incident or you’re simply looking to take pre-emptive measures to improve workplace safety, the team at Healthier Workforce can help. Our team of occupational health specialists works with businesses across the UK to identify risks, support employees and implement practical measures to reduce the risk of future incidents.

We provide a range of occupational health services, including occupational health referrals, occupational health assessments, health surveillance and more, ensuring there is always the appropriate support available for both you and your staff. 

Having been in business since 2009, we’ve developed a trusted reputation thanks to our experienced staff and five-star service; give our friendly team a call today or fill out our online management referral form for more information. 

Let us help you build a happier, healthier and more productive workforce.