HSE Clarifies RIDDOR Reporting for Occupational Diseases

The Health and Safety Executive (HSE) has recently issued updated guidance concerning the reporting of occupational diseases under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR). This clarification aims to assist employers across Great Britain in understanding their legal obligations when an employee contracts a disease linked to their work, ensuring more accurate data collection and targeted preventative measures.

While RIDDOR has been in force for over a decade, the nuances of reporting occupational diseases can often be complex, leading to under-reporting or misinterpretation of the regulations. The HSE's updated advice seeks to demystify these requirements, particularly in light of evolving understanding of work-related health conditions and their prevalence.

Key Updates and Clarifications

The revised guidance places particular emphasis on the 'diagnosis' aspect of reporting. An occupational disease becomes reportable under RIDDOR when a medical practitioner provides a written diagnosis that attributes the condition to occupational exposure. This diagnosis does not necessarily need to be from a specialist occupational health physician; a GP's diagnosis is sufficient if it clearly links the disease to work.

  • Specific Diseases: The guidance reiterates the list of specific occupational diseases that are reportable, including certain cases of carpal tunnel syndrome, hand-arm vibration syndrome (HAVS), occupational dermatitis, occupational asthma, and certain cancers attributable to occupational exposure.
  • Causation Link: Employers must have a reasonable belief that the work is the probable cause or a significant contributory factor to the disease. The HSE stresses that this does not require absolute certainty but a reasonable professional judgement based on available evidence.
  • Reporting Timeframe: Reports should be made without delay once the employer receives the medical diagnosis and has reasonable grounds to believe the condition is work-related. There is no specific time limit from the onset of symptoms, only from the point of diagnosis and linkage to work.
  • Data Collection: The HSE utilises RIDDOR data to identify trends, target interventions, and inform policy decisions. Accurate reporting is therefore crucial for national health and safety strategy. For instance, statistics from 2022/23 indicated an estimated 1.8 million working people suffering from work-related ill health, with stress, depression, or anxiety accounting for 51% of these, and musculoskeletal disorders (MSDs) for 27%. While not all ill-health is RIDDOR reportable, occupational disease reporting contributes to this broader picture.

Impact on Employers and Compliance

For employers, the updated guidance reinforces the need for robust systems to identify, assess, and control risks that could lead to occupational diseases. This includes:

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  • Risk Assessments: Regular and thorough risk assessments must consider potential health hazards, not just immediate safety risks.
  • Health Surveillance: Implementing appropriate health surveillance programmes where significant risks to health are identified (e.g., exposure to carcinogens, vibratory tools, or respiratory sensitizers).
  • Training and Information: Ensuring employees are adequately informed about the risks associated with their work and the symptoms of potential occupational diseases.
  • Record Keeping: Maintaining detailed records of risk assessments, health surveillance, and any reported occupational diseases.

Failure to comply with RIDDOR can lead to enforcement action, including prosecution. The HSE's proactive approach in clarifying these requirements aims to improve compliance and ultimately reduce the incidence of work-related ill health.

Employers are encouraged to review the full updated guidance available on the HSE website and ensure their internal reporting procedures align with these clarifications. This proactive approach will not only help ensure legal compliance but also foster a healthier and safer working environment for all employees. Understanding and adhering to these regulations is a fundamental aspect of effective health and safety management, protecting both workers and the organisation.

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