HSE Updates RIDDOR Guidance: Renewed Focus on Work-Related Stress Reporting

The Health and Safety Executive (HSE) has recently updated its guidance surrounding the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), with a significant emphasis now placed on the reporting of work-related stress, depression, and anxiety. This pivotal update underscores the growing recognition of mental health as a critical component of workplace safety and health in the UK.

While RIDDOR has always included provisions for reporting occupational diseases, the revised guidance clarifies and reinforces the circumstances under which mental health conditions, specifically those diagnosed by a medical practitioner as being caused or made worse by work, must be reported. This move is a direct response to the increasing prevalence of mental health issues in the workplace and a broader societal push for better mental health support and accountability.

According to the HSE's latest statistics for 2022/23, an estimated 1.8 million working people in Great Britain suffered from work-related ill health. Of these, 975,000 cases were attributed to work-related stress, depression, or anxiety. This staggering figure highlights the urgent need for employers to proactively manage psychosocial risks and accurately report incidents when they occur. The updated guidance aims to improve data collection, enabling the HSE to better understand trends and target interventions where they are most needed.

Key Changes and Employer Responsibilities

The revised RIDDOR guidance clarifies that a diagnosis of work-related stress, depression, or anxiety by a General Practitioner (GP) or other qualified medical professional, when linked to an identifiable work event or pattern of events, may trigger a reporting requirement. Employers are now expected to:

  • Recognise the Link: Be alert to situations where work factors, such as excessive workload, tight deadlines, bullying, harassment, or organisational change, could foreseeably lead to mental health conditions.
  • Seek Medical Confirmation: While employers are not expected to diagnose, they must act upon a medical diagnosis from a healthcare professional that explicitly links the condition to work.
  • Report Qualifying Cases: If a reportable diagnosis is made, and the employee has been absent from work for more than seven consecutive days (including non-working days) due to the condition, the employer must submit a report to the HSE. This aligns with the existing reporting criteria for other occupational diseases.
  • Maintain Records: Keep detailed records of all reportable incidents, including mental health conditions, for at least three years.

It is crucial for employers to understand that this is not about reporting every instance of workplace stress, but rather those significant cases where a medical professional has confirmed a causal link to work and the absence criteria are met. The HSE emphasises that early intervention and proactive risk management remain the best approach to preventing these conditions in the first place.

Implications for Workplace Health and Safety

This update has significant implications for workplace health and safety practices across the UK. It reinforces the need for a holistic approach to risk management that includes both physical and psychological hazards. Employers who may have previously overlooked or downplayed the impact of work on mental health can no longer afford to do so.

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Businesses will need to review and potentially update their existing health and safety policies, risk assessments, and incident reporting procedures to incorporate these changes. Training for managers and supervisors on recognising the signs of work-related stress and understanding their responsibilities under RIDDOR will become even more vital. Furthermore, establishing clear pathways for employees to report concerns and access support services will be essential.

The HSE's refreshed guidance serves as a strong reminder that employers have a legal duty under the Health and Safety at Work etc. Act 1974 to ensure, so far as is reasonably practicable, the health, safety, and welfare at work of all their employees. This includes protecting their mental health.

For detailed information and to review the updated guidance, employers are advised to visit the official Health and Safety Executive website.

Understanding and implementing these changes is crucial for all UK businesses. Comprehensive training and expert guidance can help organisations navigate these evolving regulatory landscapes. For assistance with health and safety training tailored to current UK regulations, consider exploring the resources available at Abertay Training.