Rank: Forum user 
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Hi all, I hope you're all well and ready for Christmas and New Year (I know I am). Here I was thinking that it would be highly unlikely that an accident would happen on my last day of work for this year......how wrong I was. So, had an accident involving a panel of glass fall from a pneumatic lifter (due to all the taps being turned off before lifting) and the panel (around 60-70kg) land on somebody's foot; not pleasant, but the person isn't incapaciated and is OK to carry on working. The problem is, this is the last working day before the business shuts down until the 2nd; technically due to what RIDDOR states, the IP will be off for more than 7 consecutive days but a) he isn't 'incapaciated' and b) is working as normal right now. So; to RIDDOR or not to RIDDOR? Thoughts? Thanks.
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Rank: Super forum user 
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Your first day of absence "counting" following the accident, if it occurs, will be tomorrow. Go home, enjoy the holidays and watch for a "sick note" come the new year. No sick note = no RIDDOR.
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 2 users thanked Roundtuit for this useful post.
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Rank: Super forum user
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Your first day of absence "counting" following the accident, if it occurs, will be tomorrow. Go home, enjoy the holidays and watch for a "sick note" come the new year. No sick note = no RIDDOR.
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2 users thanked Roundtuit for this useful post.
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Rank: Super forum user
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As far as RIDDOR goes holidays and normal days off do not count. You report if a person is not available for their “normal” work for more than 7 days. You have to ask the question:” Ignoring the Christmas break etc. would you still be coming in for any of those 7 days or would you be unable to do your normal job?” “Light duties” will usually count as not being available for “normal work”.
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1 user thanked A Kurdziel for this useful post.
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Rank: Forum user
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Thought as much, but just wasn't 100% sure or not. Thanks for the responses Roundtuit and A Kurdziel. Have a Merry Christmas and Happy New Year all.
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Rank: Super forum user 
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Originally Posted by: A Kurdziel  As far as RIDDOR goes holidays and normal days off do not count. You report if a person is not available for their “normal” work for more than 7 days. You have to ask the question:” Ignoring the Christmas break etc. would you still be coming in for any of those 7 days or would you be unable to do your normal job?” “Light duties” will usually count as not being available for “normal work”.
You mean "do count", don't you? The rest as you say ask. Chris
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