Rank: Forum user 
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Through my working career it has became apparent that different companies define or report LTA's differently.
I'm curious to know how
If a person works a 9-5pm job and is injured at 10am then sent home or goes home by themselves and returns to work the next day <24hrs then this would not be a LTA due to them returning to work the very next day.
However there are many different scenarios that muddy the water
If a person is contractually employed to do a specific job for instance a brick layer and hurts his hand which prevents him picking up bricks, but his employer finds him alternative light duties (non routine) to complete such as paperwork to keep him at work would this be considered a LTA or not?
It seems that many employers want to get people in on light duties within 24hrs of the incident happening so that there LTA statistics look good.
Another scenario;
There are some jobs where employees do multi functions consisting of office work & manual labour - so under these circumstances if an employee was to injure themselves for example sprain an ankle perhaps the employer could accommodate job rotation so that the IP carried out more office based work- would this be considered a LTA ?
What I'm looking for is a cast iron definition that can only be interpreted one way so that accident stats are reported in a consistent manner.
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Rank: Super forum user 
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I think if you want a cast iron definition you will have to write your own into company procedures - there is no agreed standard out there. You could choose to adopt the OSHA standard as many companies do - that contains a very detailed specification of what constitutes various types of accident. It's all on their website.
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Rank: Super forum user
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It all depends on what company want to collect stats for. Some as you have suggested only want them to make themselves look good. This lot will go a definition that means LTA will only be those were someone is off site completely for at least 24 hours on more and they will not include normal time off in the calculation. So, if someone is injured at work, and then goes on holiday, the day after (even though they would not be available to work on that day due to injury), it does not count as an LTA. Other are more interested seeing the cost of LTA, so they collect the stats and then convert them in how much it costs the business. I always treat LTA stats as a bit dodgy, especially when they are being used in for example support of tender bids.
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Rank: Super forum user 
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As has been identified in previous posts the company can adopt any standard they wish to choose for a LTA. In the scenario in your original post it is normal not to count the day of the actual injury, if they were to return to work the next day working normal duties then it makes sense not to record the incident as a LTA. No different really to someone having a migrain and going home early.
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Rank: Super forum user 
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It is different to someone going home with a migraine as one is an accident and one is a health condition.
LTA's are not recorded here as what do you count as LT, someone needs to sit down for 10 minutes or too a day, I do think that it needs to be sensible with recording and perhaps 10 minutes is a bit short but a day I think should be recorded,this would enable looking at how much time is lost and why.
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Rank: Super forum user 
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Back to the vaguries of RIDDOR and the question "to report or not report"
From the actual legislative text:
(2) Where any person at work is incapacitated for routine work for more than seven consecutive days (excluding the day of the accident)
The HSE guidance phrases this differently in its web guidance and INDG 453
Accidents must be reported where they result in an employee or self-employed person being away from work, or unable to perform their normal work duties, for more than seven consecutive days as the result of their injury. This seven day period does not include the day of the accident, but does include weekends and rest days.
The only thing "routine" about my work is that over x days between the hours of y and z I am at the disposal of my employer for any legitimate management instruction - "normal" work duties alter considerably by day, week, month, quarter and year dependent upon what internal/external activity, report or submission is required.
Guess the answer to most of your questions is one of contract - does the employee have a specific and clearly defined job task or like many contracts does it have the "as the company sees fit" line?
e.g. are they specifically a Brick Layer or are they a Skilled Operative
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 2 users thanked Roundtuit for this useful post.
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Rank: Super forum user
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Back to the vaguries of RIDDOR and the question "to report or not report"
From the actual legislative text:
(2) Where any person at work is incapacitated for routine work for more than seven consecutive days (excluding the day of the accident)
The HSE guidance phrases this differently in its web guidance and INDG 453
Accidents must be reported where they result in an employee or self-employed person being away from work, or unable to perform their normal work duties, for more than seven consecutive days as the result of their injury. This seven day period does not include the day of the accident, but does include weekends and rest days.
The only thing "routine" about my work is that over x days between the hours of y and z I am at the disposal of my employer for any legitimate management instruction - "normal" work duties alter considerably by day, week, month, quarter and year dependent upon what internal/external activity, report or submission is required.
Guess the answer to most of your questions is one of contract - does the employee have a specific and clearly defined job task or like many contracts does it have the "as the company sees fit" line?
e.g. are they specifically a Brick Layer or are they a Skilled Operative
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2 users thanked Roundtuit for this useful post.
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Rank: Forum user
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Originally Posted by: Roundtuit  Back to the vaguries of RIDDOR and the question "to report or not report"
From the actual legislative text:
(2) Where any person at work is incapacitated for routine work for more than seven consecutive days (excluding the day of the accident)
The HSE guidance phrases this differently in its web guidance and INDG 453
Accidents must be reported where they result in an employee or self-employed person being away from work, or unable to perform their normal work duties, for more than seven consecutive days as the result of their injury. This seven day period does not include the day of the accident, but does include weekends and rest days.
The only thing "routine" about my work is that over x days between the hours of y and z I am at the disposal of my employer for any legitimate management instruction - "normal" work duties alter considerably by day, week, month, quarter and year dependent upon what internal/external activity, report or submission is required.
Guess the answer to most of your questions is one of contract - does the employee have a specific and clearly defined job task or like many contracts does it have the "as the company sees fit" line?
e.g. are they specifically a Brick Layer or are they a Skilled Operative
On this occasion the IP is employed as a driver, he is back in work but is not driving, taking part in training , taking part in team risk assessments reviewing SSOW etc... There is some good advice circulating so thank you all for input
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Rank: Forum user
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Originally Posted by: Mersey
If a person is contractually employed to do a specific job for instance a brick layer and hurts his hand which prevents him picking up bricks, but his employer finds him alternative light duties (non routine) to complete such as paperwork to keep him at work would this be considered a LTA or not?
It seems that many employers want to get people in on light duties within 24hrs of the incident happening so that there LTA statistics look good.
We would consider this as an RWC - restricted work case, which is still a recorable incident. The days of focussing solely on LTA as the most important safety indicator are mostly behind us (in my industry), with a wider focus on recordable incidents and frequency rates prevailing Quote:
There are some jobs where employees do multi functions consisting of office work & manual labour - so under these circumstances if an employee was to injure themselves for example sprain an ankle perhaps the employer could accommodate job rotation so that the IP carried out more office based work- would this be considered a LTA ?
What I'm looking for is a cast iron definition that can only be interpreted one way so that accident stats are reported in a consistent manner.
We would also consider this as an RWC, as he can still cannot fulful his full normal duties i.e. manual labour
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