Member of staff clocks out and skids in the car park and injures himself in doing so - now gone sick. Is this an employee accident given the circumstances? If this goes over 7 day is it reportable? The IP did not go directly to hospital so if classified as non employee at the time its not reportable under MoTP criteria. Kate

Is the car park your property ? Is it made available for staff use? And as the ruling states to provide safe access and egress from a place of work, so it's my interpretation that it would be RIDDOR reportable.

Consideration should be given as the how the employee slipped, i.e. was the car park part of a de-ice programme, was there a pothole that should ahve been filled in etc, as there is still a duty of care owed to that person, whether they are employee or visitor to the site. Agree with previous comments, was the carpark part of the working boundry, or was it privately owned and controlled by another company? Also agree the clocking in/out is a bit of red herring. If your an employee authorised to be onsite, on company property and have an accident you are reportable under RIDDOR. If you are considering the employee as a visitor at the time of the accident, and he did not report to hospital, then RIDDOR guidence states that this is not reportable. http://www.hse.gov.uk/ri.../do-i-need-to-report.htm I do not belive that the carpark is considered an access and egress to the workplace, but this obviously depends where the car park is and whether you ahve to cross it to get into the site. If the employee did not report the accident, and there is no proof of any accident, I would consider this an alledged accident however still investigate as a normal accident.

Here we go again. An employee, on the premises (if we can agree/assume that much) where they work is connection enough. Does not matter what they are doing - eating cakes, sweeping, playing conkers, on break, its all the same. Don't tell me some people would not report anything occurring in say the fag shelter as they were on their rest break and rest breaks don't count!

But according to the HSE there is much more to it than just being in a workplace. Look at points 36-38 of L73 which outline the factors to consider.

Apologies my 1st answer was a little short but I two agree with others there must be some reason for the "Skid" don't know if this is on foot or in vehicles. If on ice etc as others have said then reportable if over own feet or because the employee was trying to do some stunt driving (so long as that's not their job) then not reportable.

It depends on why he punched him, not where he punched him.

Fair comment and I agree. The flip side of the coin on this one is that the person punched will sue the company, not the perpetrator for vicarious liability as he/she is entitled to safe competent fellow workers whilst AT work so the location does matter. In respect to RIDDOR on this, the context of the arguement/violence is key. Back to the initial question/scenario - location is important as 1 factor, the reason for the 'skid' needs the focus

If it becomes over 7 days, I would play safe and report it.