Guidance from an HR consultant in Ipswich on what employers should do after a workplace injury
Many business owners assume that once first aid is given, the incident is dealt with. That’s a common assumption, and it’s where things often go wrong.
The steps you take after the immediate response matter. Doing nothing can leave you exposed to negligence claims, enforcement action, or repeat injuries. That’s why many local businesses turn to HR consultancy services in Ipswich to make sure nothing important is missed.
This checklist sets out the practical steps to take after a workplace injury and explains why each one matters.
1. Make the situation safe
Make sure the injured person receives first aid or medical treatment.
Remove or control any immediate risks and warn nearby staff about hazards.
If the injury is serious, call the emergency services straight away.
Takeaway: dealing with immediate danger protects people and reduces the risk of the situation escalating.
2. Record the incident
Write down the date, time, and location.
Record what happened in clear, simple terms, who was involved, and any witnesses.
Add photos or other evidence if useful.
Takeaway: accurate records support investigations, insurance claims, and future prevention.
3. Check RIDDOR reporting
Some incidents must be reported to the Health and Safety Executive under RIDDOR.
Examples that may need reporting include serious injuries such as fractures (excluding fingers or toes), loss of consciousness, dangerous occurrences, and injuries leading to more than seven days off work.
If you are unsure, check the guidance or get advice.
Takeaway: missing a required report can lead to enforcement action, so avoid guessing.
4. Investigate the cause, not the person
The aim is to understand what happened and why, not to blame anyone.
Look at the task being carried out, any equipment used, training records, the working environment, and whether procedures were followed.
Takeaway: a fair, focused investigation helps you address the root cause and reduce repeat incidents.
5. Support the injured employee
Keep in touch while they are off work and agree next steps together.
Consider a phased return, temporary duty changes, or other adjustments to help them return safely.
Review risk assessments for their role.
Takeaway: basic support helps recovery, reduces absence, and keeps employees engaged.
6. Prevent repeat incidents
Once the cause is clear, take practical action. This may include updating risk assessments, improving training, repairing or replacing equipment, or changing how tasks are done.
Explain changes clearly so the team understands what is different and why.
Takeaway: fixing the cause stops the same issue costing time and money again.
7. Keep records up to date
Update relevant documents, including:
- The accident book
- Health and safety policies
- Training records
- Risk assessments
- Maintenance logs
Good documentation is part of your legal responsibility and protects the business if the incident is reviewed later.
Takeaway: clear records make things easier if insurers, regulators, or solicitors ask questions.
When to get support
Every injury is different. If you are unsure about reporting, investigation, or next steps, getting advice early can prevent costly mistakes.
How an HR consultant helps
An HR consultant can:
- Guide you through each step, including RIDDOR checks
- Support investigations and strengthen your records
- Help improve health and safety processes to reduce future risk
If you would like support, an outsourced HR consultant in Ipswich can help you handle incidents correctly, reduce risk, and get your team back to work safely without you needing to become a specialist.
