Rank: Super forum user 
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I hate to post yet another RIDDOR question, however need the views of my peers. IP is off work for 4 days and returns to work but cannot do their full range of normal duties. Subsequently they are off work for the rest of the week. RIDDOR reportable or not?
Many thanks - Ray
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Rank: Super forum user 
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RIDDOR reads (ish these are my own words :) )
Unable to carry out normal work duties for more than 7 days....
The main issue is can they do their normal job, not are they at work, also if the time off is split I still think it's reportable.
So reportable
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Rank: Super forum user 
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If it hits more than 7 days - yes, yes, yes.
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Rank: Super forum user 
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I've watched your postings for years and this seems an odd question from you. However
1) Was the time off due to a work related injury / illness ?
2 ) Is the total time off more than 7 days not including the day of the accident.
3) Was the remains of the week a holiday and if so were they capable of doing the full range of their duties on any of these other days.
If yes to 1&2 and No to 3, then yes assuming we are only looking at the time related aspect of RIDDOR.
Feels like you are trying to convince someone else !
Chris
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Rank: Super forum user
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Chris, very perceptive of you. I do indeed have an opinion on this matter.
1) Workplace injury
2 ) Yes, if you do not include resuming to work on the 5th day where the IP could not carry out his full range of normal duties.
Thanks
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Rank: Super forum user
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The return to work is the red herring Ray. It's not absence from work, it's the unable to do his/her duties.
I'm assuming from the fact that you are very experienced that the IP was injured at work, it wasn't mentioned in the post.
I always say go by the spirit of the law on these things. Report it.
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Rank: Forum user
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Depends on how the IP was injured. Was it a work place injury. Was the IP doing a personal task egg. Riding into work? Was the IP given anything over what's classed as 1st aid? If the IP has been off due to it being a workplace injury and returns with modifications to his/her duties then it is recordable.
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Rank: Forum user
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If they are unable to perform their normal duties for more than 7 days due to broken fingers or toes or due to an RTC, then No, No, No.
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Rank: Super forum user 
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To maintain the fine tradition of RIDDOR threads, I beg to differ with the last two posts.
Whether treatment other than first aid was given is an OSHA consideration and not a RIDDOR one.
And although broken fingers are not classed as a major injury (as other fractures are), they can still lead to an over 7 day injury just like any other non-major injury could.
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Rank: Super forum user
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Appreciate all your comments.
For the record the injury was of course sustained at work. The crux of the issue is whether a person returning to work within the 7 day threshold could not do heavy manual work due to the nature of their injury. The argument is that this is not light duties per se, but within the scope of their training and qualifications. I say this is just semantics. Moreover, they cannot resume full normal duties and therefore it becomes a RIDDOR injury.
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Rank: Super forum user 
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Rayrapp wrote:The argument is that this is not light duties per se, but within the scope of their training and qualifications. I say this is just semantics. Moreover, they cannot resume full normal duties and therefore it becomes a RIDDOR injury. Absolutely Ray. If you need to provide chapterand verse: "normal duties" means full range of their normal duties as explained in paragraph 63 of the guidance document L73 (4th ed 2012). Hope you get it sorted.
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