Welcome Guest! The IOSH forums are a free resource to both members and non-members. Login or register to use them

Postings made by forum users are personal opinions. IOSH is not responsible for the content or accuracy of any of the information contained in forum postings. Please carefully consider any advice you receive.

Notification

Icon
Error

Options
Go to last post Go to first unread
Roundtuit  
#1 Posted : 31 August 2023 14:52:15(UTC)
Rank: Super forum user
Roundtuit

Fracture of the foot (not toes) RIDDOR. Why do we presume the employer would be presented with a Doctor's/medical diagnosis given patient confidentiality? I am sure for a private medical note fee (@£12) your employee could secure a piece of paper from their GP to satisfy a belief.
Roundtuit  
#2 Posted : 31 August 2023 14:52:15(UTC)
Rank: Super forum user
Roundtuit

Fracture of the foot (not toes) RIDDOR. Why do we presume the employer would be presented with a Doctor's/medical diagnosis given patient confidentiality? I am sure for a private medical note fee (@£12) your employee could secure a piece of paper from their GP to satisfy a belief.
knotty  
#3 Posted : 31 August 2023 14:56:06(UTC)
Rank: Forum user
knotty

Yes - RIDDOR - a fracture is a fracture whether it's a hairline in a tiny foot bone or a full complex femur break, it's reportable. 

I reported a similar "small" injury recently, resulting in a call back from HSE. They were satisfied when I explained the full detail of circumstances and injury.

Kate  
#4 Posted : 31 August 2023 15:33:08(UTC)
Rank: Super forum user
Kate

It's only for diseases that a doctor's diagnosis is required to make it reportable.

For injuries no documentation is needed.

RIDDOR does not distinguish between slight or hairline fractures and other fractures.  The only fractures that don't count are as mentioned those of fingers and toes.

Edited by user 31 August 2023 15:36:23(UTC)  | Reason: I'm not a robot and sometimes I type letters in the wrong order

thanks 2 users thanked Kate for this useful post.
peter gotch on 31/08/2023(UTC), A Kurdziel on 01/09/2023(UTC)
peter gotch  
#5 Posted : 31 August 2023 15:47:10(UTC)
Rank: Super forum user
peter gotch

Kate - thanked mostly for your explanation of reason for amendment!

Previous ressponses are, of course, equally valid, but I am NOT going to "thank" every posting on these Forums that deals with RIDDOR questions.

thanks 1 user thanked peter gotch for this useful post.
A Kurdziel on 01/09/2023(UTC)
ConpetitiveTurnover2  
#6 Posted : 02 February 2024 09:33:29(UTC)
Rank: New forum user
ConpetitiveTurnover2

Not a reply, but need some advice, if an employee hurts their back whilst at work, has 6 days off, but returns to their normal role but on reduced hours for two weeks, as agreed between them and their supervisor, does this require a RIDDOR report? 

Coyle07  
#7 Posted : 02 February 2024 10:11:23(UTC)
Rank: Forum user
Coyle07

Originally Posted by: ConpetitiveTurnover2 Go to Quoted Post

Not a reply, but need some advice, if an employee hurts their back whilst at work, has 6 days off, but returns to their normal role but on reduced hours for two weeks, as agreed between them and their supervisor, does this require a RIDDOR report? 

Your first question would be whether it was an accident at work.  Was the hurting of the back as a result of or in connection with work?  A work activity must have contributed to the back injury.

Secondly, the guidance states that if an employee is away from work or unable to perform the full range of their normal duties for more than seven days then it would be an over 7 day injury.  My opinion would be that working reduced hours is not performing the full range of thier normal duties.  

Users browsing this topic
Guest
You cannot post new topics in this forum.
You cannot reply to topics in this forum.
You cannot delete your posts in this forum.
You cannot edit your posts in this forum.
You cannot create polls in this forum.
You cannot vote in polls in this forum.