Rank: Forum user 
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Hi There is some debate at my work regarding an incident if we should class it as LTA or not. On a Sunday we use agency for cleaning and a young employee dropped a panel on her foot, went to hosp, ( minor bruise) and then returned but informed the supervisor she could not continue working. She then went home and I classed this as an LTA. She did go to college the following day. I could not find much info on it on the HSE website as they mostly focus on RIDDORS. Any advice would be great. Should I class this as LTA or not?
Edited by user 31 October 2017 11:00:12(UTC)
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Rank: Super forum user
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LTA is an internal definition not a statutory one. So it is up to you to decide if that incident is “lost time”. Lost time could mean someone missing a whole or a part of a shift. Some organisations include not only the lost time by the injure party but might factor in the time used by the first aider and the investigation. Others take into account the “value” of the person who was injured based on how much they earn for the business. So you need local definition and you need to stick to it. Some people are part of benchmarking scheme where a group of employers agree on a definition and work to that comparison purposes. Whatever you do, you need to organise your reporting system so it captures that data.
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Rank: Forum user
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Personally I wouldn't count this as a LTA as she was at college the next day.
I use the RIDDOR requirements as a guidance as they require a report to be made when someone is absent for more than seven days and this does not include the day of the accident.
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Rank: Super forum user 
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We would record as LTA as that is what is agreed locally. The over 7 day is to report under RIDDOR, the HSE say you should record over 3 day injuries separately. So if you where using HSE as a yard stick then they say you need to report over 3 day but under 7 separately, so it may be wiser to use the 3 days as LTA.
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