HSE Strengthens RIDDOR Reporting Guidance for Mental Health Incidents

The Health and Safety Executive (HSE) has recently updated its guidance on the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) 2013, with a particular focus on clarifying employer responsibilities regarding the reporting of work-related stress, depression, and anxiety. This move underscores a growing recognition of mental health as a critical component of workplace safety and a significant area for preventative action.

While RIDDOR has always included provisions for reporting occupational diseases, the updated guidance aims to provide greater clarity on when and how mental health conditions, specifically those arising from or exacerbated by work, should be reported. This is not a new regulation but rather a refinement of existing requirements, designed to ensure consistency and improve data collection on a pervasive issue.

According to HSE statistics, stress, depression, or anxiety accounted for 50% of all work-related ill health cases in Great Britain in 2022/23, leading to 17.1 million working days lost. The updated guidance is a proactive step to encourage better reporting, which in turn can lead to more targeted interventions and a reduction in these staggering figures.

Key Clarifications for Employers

The revised guidance reiterates that employers have a legal duty to report certain occupational diseases, including those related to mental health, if specific criteria are met. For a reportable case of work-related stress, depression, or anxiety, the following conditions generally apply:

  • It must be a diagnosis of an occupational disease attributed to occupational exposure or circumstances.
  • The employee must have been absent from work for more than seven consecutive days (including non-working days) as a result of the condition.
  • The diagnosis must be made by a medical practitioner.
  • There must be reasonable evidence that the work was the likely cause or a significant factor in the development or worsening of the condition.

The HSE stresses that the emphasis is on the "work-relatedness" of the condition. This means employers need to carefully consider the nature of the work, the working environment, and any significant workplace events or pressures that may have contributed to the employee's mental ill-health. Examples provided in the guidance include chronic high workload, bullying or harassment, traumatic incidents, or significant organisational change leading to prolonged stress.

It is important to note that a general feeling of stress or being "down" would not typically meet the reporting threshold unless it has progressed to a medically diagnosed condition that results in significant absence from work and is demonstrably work-related. Employers are encouraged to maintain robust risk assessment processes for psychosocial hazards and to have clear policies for supporting employee mental well-being.

Related training: If you are looking to qualify as a trainer in this area, see health and safety trainer qualifications or explore DSE assessor training for nationally recognised UK and Ireland qualifications.

Implications for Workplace Health and Safety

The updated RIDDOR guidance serves as a timely reminder for all UK employers to review and strengthen their approach to managing mental health risks in the workplace. Failure to report incidents correctly can lead to enforcement action, including fines, under the Health and Safety at Work etc. Act 1974.

Beyond compliance, accurate reporting provides invaluable data that can inform preventative strategies. By understanding the prevalence and causes of work-related mental health conditions, organisations can implement more effective control measures, such as:

  • Psychosocial Risk Assessments: Regularly assessing risks related to workload, control, support, relationships, role, and change.
  • Training for Managers: Equipping line managers with the skills to identify early signs of stress, have sensitive conversations, and signpost to appropriate support.
  • Employee Assistance Programmes (EAPs): Providing confidential counselling and support services.
  • Promoting a Positive Culture: Fostering an open and supportive environment where employees feel comfortable discussing mental health concerns without fear of stigma.
  • Workload Management: Implementing fair and manageable workloads and providing adequate resources.

The HSE's renewed focus on mental health reporting aligns with broader societal shifts towards destigmatising mental health and integrating it more fully into overall health and safety management. Employers who proactively address these issues not only fulfil their legal obligations but also cultivate a healthier, more productive workforce.

Organisations should consult the latest HSE guidance on RIDDOR for full details and ensure their internal reporting procedures are up-to-date. Understanding these nuances is crucial for compliance and for fostering a truly safe and supportive work environment. For comprehensive health and safety training that covers legislative updates and best practices, including mental health awareness, visit Abertay Training at https://www.abertaytraining.co.uk.