One major employer duty of care is to take care of any accident at work. In case any employer or anyone is faced with such a scenario, the below mentioned checklist would ensure that you get the right assistance for the accident as well as reduce probability of similar accident happening again in the future.
Record your injury in the accident book
All companies and employers barring small ones have it mandatory to keep an accident book. Recording work injuries here proves advantageous to the employer since it serves as evidence in scenario of any work accident claim in future. It also provides useful insight and tracking of problems which enable him to look for and implement preventive measures.
Make sure serious accidents are reported to the HSE
If an employee suffers injury at workplace, the incident needs to be reported to the Health and Safety Executive (HSE). The accidents may require the employee to be absent from the work for a minimum of ten days or can be issues like broken arms, ribs etc. It is the duty of the employer to ensure that the incident has been reported, more so if the injury is of a serious nature.
Find out about your rights to accident pay
The employer-employee contract contains all relevant information about sick pay or accident pay. Generally, employees enjoy a statutory sick pay for absence due to workplace accident. However, many employees have schemes and finances to pay like covering the hospitalization fees through this depends on the nature of injuries.
Address any health and safety issues
In case the cause of accident is some persistent health and safety issue at work, it should be rectified at the earliest Incase the issue is not getting resolved, the HSE Infoline should immediately be contacted and the best possible solution implemented.
Consider making a work accident claim
If an employee has got injured with no fault of his, he should file for an accident claim, preferably within three years of the accident. For it, one may require a personal injury lawyer who represents the employee on generally ‘no win, no fee’ basis. This means that he can charge the employee only if he succeeds in getting the claim for his client. Even the employer is insured against compensation claims. Thus, if they lose, their insurer pays out the compensation. Moreover, the employer cannot sack the employee on grounds of a personal injury claim.
