What is RIDDOR? Does a RIDDOR-reported injury make your claim stronger?

What is RIDDOR is often the first thing people search for after a serious accident at work, usually because they’ve been told the incident “Has to be reported” or they’ve seen the term on paperwork and don’t know what it means. If you’ve suffered an injury at work, it’s normal to feel shaken. The pain is one thing, but the worry is often worse: will you be blamed, will your employer turn cold, and will reporting the incident put your job at risk? And you’re not alone, workplace incidents and their fallout affect far more people than most realise.

Workplace harm is still a major issue across the UK, and it isn’t just about bumps and broken bones. The HSE’s latest figures show 124 workers were killed in work-related accidents in 2024/25 (provisional), while 1.9 million people were living with work-related ill health during the same period. Of those, 964,000 cases were linked to stress, depression or anxiety, which alone drove 22.1 million working days lost in a single year.

This guide explains what is RIDDOR, when an injury must be reported, and whether a RIDDOR report strengthens a compensation claim. It also covers the practical steps to take, what to do if you’re worried about unfair treatment, and how Claim Time Solicitors can help you move forward on a No Win, No Fee basis.

What is RIDDOR?

RIDDOR stands for the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013. It’s a UK legal reporting system that requires employers (or those in control of a workplace) to report certain serious incidents to the Health and Safety Executive (HSE) or the relevant local authority. This also applies to self-employed individuals and those responsible for work premises.

In simple terms, a RIDDOR report is an official notification that a serious incident has occurred at work. It’s designed to help regulators spot patterns, investigate high-risk incidents, and prevent repeats, but it can also be very useful evidence if you later make a claim.

If you’re still asking what is RIDDOR in practical terms, think of it like this: it’s the difference between an accident being “noted internally” and being formally reportable under law.

What injuries and incidents are reportable under RIDDOR?

When people search what is RIDDOR, they’re usually trying to work out whether their injury is serious enough to qualify.

The HSE explains that different types of incidents must be reported, including certain injuries, occupational diseases, and dangerous occurrences, near-misses with serious potential.

Common RIDDOR-reportable situations include:

• Specified injuries, for example, certain fractures, amputations, serious burns, loss of sight
• Over-7-day injuries, when an employee cannot do their normal work for more than seven consecutive days
• Occupational diseases linked to work
• Dangerous occurrences, serious near-misses

If you’re unsure, it’s still worth getting advice. A reportable injury is not the same as a claim, but it can be a strong indicator that the incident was significant.

RIDDOR vs accident book, what’s the difference?

This is where confusion often happens.

• An accident book entry is an internal workplace record.
• A RIDDOR report is a legal report made to a regulator.

So, what is RIDDOR doing that the accident book doesn’t? It creates an external, official record that your employer is legally required to keep accurate.

If your accident is recorded only in the accident book, it may still support a claim. But if it is recorded under RIDDOR, that can add extra weight because it shows the incident met a recognised threshold of seriousness.

RIDDOR-reported injury: Does it strengthen a compensation claim?

A RIDDOR report can strengthen a claim, but it’s not an automatic “win”.

How it can help

A RIDDOR report may support your compensation case because it can:

• Confirm the incident happened at a specific time and place
• Show the injury was considered serious enough to be legally reportable
• Create a traceable record that may be requested later
• Encourage proper investigation, which can uncover evidence of failings

In other words, what is RIDDOR doing for your claim? It can help anchor the facts early, before stories change and evidence disappears.

What it does not prove

A RIDDOR report does not automatically prove:

• Your employer was negligent
• Who was at fault
• How much compensation should they receive

Negligence still needs to be demonstrated using evidence such as risk assessments, training records, maintenance logs, witness statements, and medical reports.

What to do first after a RIDDOR-level injury at work

If your injury is serious enough that you suspect it could be reportable, speed matters. The earlier you act, the easier it is to protect evidence.

Your quick checklist

1. Get medical help, even if you think you’ll “walk it off”.
2. Report the accident immediately to a manager or supervisor.
3. Make sure it’s written down in the accident book or internal system.
4. Take photos of the hazard and wider scene, signage, lighting, floor condition, and PPE.
5. Collect witness details before shifts change.
6. Ask about CCTV quickly; footage is often overwritten.
7. Keep a simple recovery log of symptoms, appointments, and costs.

These steps matter even if you later find out your employer didn’t report it under RIDDOR. Your evidence can still carry the claim.

Typical workplace injuries we see in UK claims

When an incident crosses into RIDDOR territory, the injury is usually more serious, but plenty of injuries that don’t meet the reporting threshold can still form the basis of a strong claim if unsafe working practices played a part.

Here are the types of injuries our team regularly deals with:

• Falls on the same level: slippery surfaces, uneven flooring, cluttered walkways, poor lighting
  
• Sprains, strains and back injuries: lifting, carrying, twisting, rushed manual handling, lack of aids or training
  
• Impact injuries: being struck by moving items, equipment, opening doors, or workplace vehicles
  
• Crush and cut injuries: hands/fingers caught in machinery, tools, doors, racking, or poorly guarded equipment
  
• Head and facial injuries: falls, falling items, or collisions in busy areas like warehouses and sites
  
• Repetitive-use injuries: wrist, elbow and shoulder pain from constant motion, production work, or prolonged computer use
  
• Burns and scalds: hot surfaces, steam, liquids, or industrial heat exposure
  
• Chemical exposure injuries: skin burns, eye injuries, breathing issues from fumes, spills, or inadequate ventilation/PPE
  
• Psychological injuries: anxiety, shock, sleep disruption, or longer-term stress linked to unsafe conditions or traumatic incidents

If you’re still unsure what is RIDDOR in relation to your injury, a solicitor can often tell quickly whether your incident fits the reporting threshold and whether the facts support a claim.

Your right to submit a claim

If you’ve suffered an injury at work, you may be entitled to compensation if your employer (or another responsible party) failed to take reasonable steps to keep you safe.

This can include issues such as:

• Lack of training or supervision
• Missing or unsuitable PPE
• Unsafe systems of work
• Poor maintenance, flooring, equipment, and lighting
• Unrealistic workloads that encourage unsafe shortcuts
• Failure to follow risk assessments

Compensation can cover:

• Pain and suffering
• Loss of earnings, including future impact
• Treatment and rehabilitation
• Travel expenses
• Care and support while recovering

A key point, most claims are handled through employers’ liability insurance, not paid personally by a manager.

What if your employer didn’t report it? Can you still claim?

Yes. A RIDDOR report can help, but it’s not required to make a claim.

If your employer failed to report a reportable incident, that does not cancel your rights. In some cases, it can raise further questions about whether the incident was properly investigated or whether safety culture is being ignored.

That’s why understanding what is RIDDOR matters, it helps you spot when the workplace may not be following the rules, and why independent legal advice can protect you.

Could you lose your job after an accident at work?

In most cases, you should not be dismissed simply for being injured, reporting it, or asking about your rights.

If you are dismissed or treated unfairly for raising a health and safety issue, ACAS explains there may be legal protection and options to challenge it.

That said, employers may try to justify dismissal in limited situations, such as:

• Genuine redundancy unrelated to your injury
• Serious misconduct
• Capability concerns after long-term absence, following a fair process

If threats or dismissal appear linked to you reporting the incident, requesting time off, or seeking advice, treat that as a warning sign and get guidance quickly.

Steps to take if you feel your job is at risk

If you feel your employer is turning against you, focus on practical protection steps.

• Keep communication in writing where possible, emails, messages, and meeting notes.
• Ask politely for reasons if shifts, duties, or treatment changes suddenly.
• Follow medical advice and use fit notes if needed.
• Request reasonable adjustments if you can return safely, lighter duties, phased return.
• Use formal processes such as HR or a grievance if you’re being treated unfairly.
• Get confidential legal advice early while the evidence is fresh.

Signs your employer is treating you unfairly

Unfair treatment after a workplace injury doesn’t always look dramatic. It often starts with patterns.

Look out for:

• Pressure not to report the accident
• Blame is assigned before an investigation
• Sudden shift cuts or reduced hours
• Threats about your job if you take time off
• Isolation or exclusion
• Hostile behaviour from management
• Disciplinary action that seems linked to your injury
• Being moved to worse duties as punishment

One event might be explainable. A pattern usually isn’t.

Don’t let worry cost you your rights

A workplace injury can knock your confidence, especially when you’re worried about money, sick pay, or being treated differently.

But workplace safety isn’t optional, and you’re allowed to protect yourself. Getting advice doesn’t force you into a claim. It simply gives you clarity about your options, your evidence, and your rights.

If you’re still asking what is RIDDOR and whether it helps you, that’s often a sign you should speak to someone who can assess the situation properly.

Speak to Claim Time Solicitors for confidential advice

If you’ve suffered an injury at work and you’re unsure what to do next, Claim Time Solicitors can talk you through your options in plain English. You may be able to claim on a No Win, No Fee basis, and your enquiry will be kept confidential.

Call Claim Time Solicitors on 0800 970 2727 to discuss what happened and where you stand.

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