Its the oldest trick in the book. Football injury or falling down drunk over the weekend and report it as a works accident on Monday with the objective of having some time off work or putting a claim in against the company I would be asking why the Team Leader / Supervisor / Manager was not aware of the injury and why it was not reported according to the rules. The individuals should be interviewed to get all the details and get some evidence that the injury occurred as stated. This is really the Line Managers job with your support. At the end of the day if I was not satisfied that the injury occurred at work then I would record that and my reasons for doing so. I have sent such F2508 reports where it was reportable under RIDDOR and explained on this why I disbelieve the injured persons version of events. NB If there is a claim the injured persons solicitor will ask the the HSE for a copy of the F2508 and any investigation they carried out. Be straight with the individuals and tell them what your thoughts are and interview any potential witnesses or people they were working with on Friday. Make sure the workforce in general understand that all such allegations will be investigated in depth. if you find a fraudulent accident report treat pass it on to the manager to be treated as Gross Misconduct. Keep some good records Steve

Flames coming.....how about if they spent 24 hours in hospital, had a penetrating eye injury? How about a dislocated spine, knee, shoulder or hip? I appreciate the injuries below are the over three day type. Also, by 'reportable' Roberts22349 may be referring to internal reporting. Now you need a good fire extinguisher :)

I share Steve's point, that when looking for a long weekend off work, people can play the system but unaware of the consequences it has on HSE reporting. It is therefore imperative that all cases are investigated properly and I have found that by experience that to suspend them for a few days as a caring employer, whilst you finish your investigation, or suggest you will send them to the occupational nurse, if you have one and advise them that you will be interviewing their colleagues on the circumstances surrounding the accident tends to work.. When colleagues know that they have to take time out to form part of the investigation, it tends to antagonise them and they are soon keen to tell you some truths, which the injured person does not want you to hear.