Investigations are meant to take place after an accident at work, especially if it results in a person’s death, or injury, such as serious multiple fractures or permanent blinding. Unfortunately, relevant events aren’t reviewed because it’s considered impractical to do so. Evidence is no longer available, and there are no reasonable ways to avoid recurrence, so employers try to forget about it. Managers assume that if they sweep something under the rug, the problem will go away, but that’s not the case. The problem with this strategy is that short-term gains are outweighed by the long-term damage to the relationship.
In the workplace, accidents can happen all the time. For some professionals, such as workers in the mining industry, exposure to hazards occurs daily, while employees who work in the office are exposed to hazards (stress, temperature extremes, air quality, etc.) for a short period. Employees are more in danger when the hazards are ignored. It goes without saying that due diligence is the best approach to this situation, so take all reasonable precautions. Time and resources must be spent complying with the law because employees are the most valuable assets an organization has.
The Responsibility for Creating Safety Starts at The Top
The discussion concerning accidents at work is always very difficult, elicits emotional and defensive responses, and can even prevent the company from moving forward. Ignoring risk issues or pretending a work accident didn’t happen isn’t an effective management solution. Problems are an inevitable part of corporate life, and they don’t disappear on their own; as a matter of fact, these issues tend to worsen if left unaddressed. If avoiding the elephant in the room is your modus operandi, stop right now. A failure on the part of the manager to address an issue causes unnecessary stress and even interferes with staff members’ productivity.
Compliance Vs. Due Diligence: What’s The Difference?
Most bosses consider themselves caring because they have a supportive culture and embrace the health and safety of their people. Nevertheless, research has uncovered gaps in protection for workforces. Only if employers address the risks can they create a foundation for individuals to thrive at work and beyond. Protecting employees’ interests is, more often than not, a byproduct of health and safety law, meaning that all organizations have some level of compliance to operate effectively. Companies follow the rules, in other words, they conform to the laws, regulations, rules and policies as part of “corporate compliance”. The legislation sets out the minimum standards that everyone must follow.
There’s been legislation to establish safe working conditions in Great Britain since the turn of the 19th century, but the essence of today’s health and safety regulatory framework is the Health and Safety at Work Act 1874. Corporate governance must go beyond the minimum standards, adopting a new and more sustainable approach to addressing workplace accidents. Due diligence must be completed as a measure of insurance; it’s not a checklist reserved for extreme situations. Preventative measures are beneficial to the business and the industry at large, backed by evaluations, research, consultations, and past precedent to ensure important lessons are learned.
What Should Happen After an Accident at Work
Most businesses have a specific procedure they adhere to when addressing an accident at work. This will normally include:
Have First Aid Arrangements
Accidents at work tend to be relatively small, such as minor cuts and bruises, but first aid is still necessary to ensure workers don’t struggle with long-term injury. If you’re a low-risk workplace, a first aid kit is enough. If you’re a high-risk workplace, it’s recommended to appoint a first aid officer to take charge of the arrangements, such as calling emergency services. They can even provide immediate lifesaving care before the arrival of the ambulance. First aid training can help employees be more conscious
of workplace hazards, reducing the number of accidents and injuries.
Record The Details of The Injury & The Account of What Happened
Recording the details of the injury and learning what happened is mainly for the benefit of the worker, as they have an account in case they need time off or if they seek compensation following the accident. Nonetheless, ensuring the details are recorded helps the employer understand what’s going wrong and take action to prevent such incidents in the future. It’s up to the boss to anonymize the information if the injured person doesn’t tick the box and disclose it to safety representatives or representatives of employee safety. The goal is to make the best possible use of these details from a health and safety standpoint.
If you want to use your own accident recording system, you must capture the same information as RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations). It’s the responsibility of the injured person to ensure the details are entered into the accident book by themselves or someone acting on their behalf. All incidents must be reported, regardless of how trivial they might seem. In some workplaces, there’s a dedicated person to fill the accident book, but it’s readily available for consultation. Additionally, nobody should be pressured into not making an entry.
Offer Paid Sick Leave
At times, staff members use their paid time off when they miss work due to job-related injuries or illnesses. It’s necessary to avoid the financial strain while waiting for the benefits to kick in. It’s important to follow up with the injured person to reexamine the benefits package of their contract; medical leave allows them to avoid having to choose between caring for their health and losing their job. Access to paid medical leaves increases the chances that the worker will return to their job, so they stay with the same employer even if they get a job offer.
Conclusion
Ignoring, denying, or concealing a work-related accident isn’t sensible or correct. Starting from the moment the incident occurs, there are essential steps you must take to protect yourself and your company.
