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article  /  23rd Apr 2026

RIDDOR Reform Consultation Launched – What employers need to know

SECTION GUIDE

The Health and Safety Executive (HSE) has launched a major consultation on proposed updates to the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), signaling a potential shift in how workplace incidents and occupational ill health are reported across Great Britain. 

This consultation reflects a growing recognition that the current framework, while well-established, can be complex, inconsistently interpreted, and not always aligned with modern working environments. With evolving industries, new technologies, and changing workforce dynamics, the HSE is aiming to future-proof reporting requirements while reducing unnecessary administrative burden. 

At its core, the proposed reform is about striking a better balance: improving the quality and consistency of reporting, without creating additional friction for employers.

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Key proposals explained

What's changing?

Clearer definitionsReveal

One of the most significant proposed changes centres on improving clarity around what must be reported under RIDDOR. Historically, some of the language within the regulations has been open to interpretation, particularly around terms like “work-related,” “over-seven-day injuries,” and certain occupational diseases. This has led to inconsistency, with similar incidents being reported differently across organisations, sectors, and even individual managers.

The proposed reforms aim to remove this ambiguity by tightening definitions and providing more detailed guidance on reportability thresholds. For employers, this should reduce the grey areas that often cause uncertainty when deciding whether an incident meets the reporting criteria.

In practical terms, clearer definitions are expected to:

  • Improve consistency in reporting across businesses and industries
  • Reduce both under-reporting (missing reportable incidents) and over-reporting (submitting unnecessary reports)
  • Support more accurate data collection by the regulator, helping to identify genuine trends and risks
  • Give HR and Health & Safety teams greater confidence when making judgement calls

A more relevant dangerous occurrences list Reveal

The current list of reportable “dangerous occurrences” under RIDDOR has remained relatively static, despite significant changes in how and where people work. As a result, some emerging risks may not be clearly captured, while other listed events feel less relevant to modern operations.

The proposed review looks to bring this list up to date, ensuring it properly reflects today’s working environments and the risks that come with them.

This includes consideration of:

  • New technologies – As businesses increasingly rely on advanced systems, there is a growing need to account for incidents involving digital infrastructure, connected equipment, and complex machinery that may not fit neatly into existing categories.
  • Automation and AI-related risks – With automation playing a larger role in operations, the potential for system failures, unintended actions, or human-machine interaction risks is increasing. Clearer guidance will help determine when these incidents become reportable.
  • Modern working practices – The rise of remote and hybrid working has introduced new risk profiles, from home workstation setups to lone working and work-related stress factors. The review considers how these scenarios should be reflected within RIDDOR’s scope.

The overall aim is to ensure the regulations remain relevant and effective in a rapidly evolving workplace landscape. For employers, this could mean recognising a broader range of incidents as potentially reportable, particularly those linked to technology and non-traditional working environments.

Updated Occupational Diseases List Reveal

The consultation also proposes a refresh of the current list of reportable occupational diseases, with the aim of better reflecting the reality of work-related ill health today. As it stands, RIDDOR is often seen as more focused on physical incidents than longer-term health conditions, something the proposed changes look to address.

The updated approach is intended to ensure that serious, work-related illnesses are more consistently recognised and reported, rather than overlooked or inconsistently applied across organisations.

This is particularly relevant as awareness continues to grow around conditions such as:

  • Musculoskeletal disorders (MSDs) – Common in both manual and desk-based roles, especially with poor ergonomics or repetitive tasks.
  • Occupational lung diseases – Including conditions linked to long-term exposure to dust, fumes, or hazardous substances.

By revisiting the list, the aim is to close gaps where certain conditions may not currently meet reporting thresholds or lack clear guidance, despite posing significant risks to employee health.

Broader Diagnostic Responsibility Reveal

One of the more notable proposed changes is expanding who can confirm a reportable occupational disease. 

Currently, diagnoses are typically limited to doctors registered with the General Medical Council (GMC). The proposal would extend this to other registered health professionals. 

In practice, this could: 

  • Improve early identification of work-related illness  
  • Increase reporting accuracy  
  • Reduce delays in the reporting process 

A simpler reporting system Reveal

Alongside definitional changes, the consultation also focuses on improving the usability of the RIDDOR reporting system itself. For many employers, the current process can feel overly complex and time-consuming, particularly when dealing with unclear thresholds or navigating the online forms.

The proposed updates aim to create a more streamlined and intuitive reporting experience.

This includes simplifying the online process to:

  • Reduce confusion – Clearer prompts and guidance within the system should help users quickly determine what needs to be reported and how to categorise it correctly.
  • Minimise admin time – A more efficient structure and fewer unnecessary steps could significantly cut down the time spent completing reports.
  • Address under-reporting and over-reporting – By making the process clearer, employers are less likely to miss reportable incidents or submit reports unnecessarily “just in case.”

A more user-friendly system isn’t just about convenience, it plays a key role in improving overall compliance. When reporting is straightforward, businesses are far more likely to engage with the process properly, leading to more accurate and reliable data for regulators.

For organisations, this could free up time to focus on prevention rather than paperwork. 

  • What this means for Employers 

    While no immediate updates to RIDDOR have been confirmed, the consultation signals a clear direction of travel. Employers should see this as an opportunity to strengthen their current RIDDOR compliance and prepare for likely adjustments.

    If adopted, the proposed RIDDOR changes could:

    • Provide greater clarity around reporting thresholds  
    • Reduce time spent interpreting requirements  
    • Increase focus on occupational health reporting  
    • Require updates to internal processes, policies, and manager training  

    For many organisations, this won’t mean starting from scratch. However, it will require a thorough review of existing RIDDOR procedures to ensure they remain accurate, compliant, and fit for purpose as expectations evolve.

  • What should you be doing now? 

    With potential updates to RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations) employers should take a proactive approach to ensure compliance and reduce risk. Strengthening your current RIDDOR processes now will make any future changes far easier to implement. Employers should:

    • Review current incident reporting procedures  
    • Identify any areas of uncertainty  
    • Check how occupational health issues are recorded  
    • Ensure managers understand reporting responsibilities  

    Taking action now not only strengthens your current RIDDOR compliance, but also puts your business in a strong position to adapt quickly when new regulations come into force.

RIDDOR Consultation UK: Key Dates 

  • The consultation is open until 30 June 2026. 
RIDDOR

At impact HR, we welcome the move to modernise RIDDOR and improve clarity for employers. 

In practice, we often see organisations struggling with unclear definitions and complex reporting criteria, which can lead to both under-reporting of serious incidents and over-reporting of minor ones. 

These proposals are a positive step towards a more practical and proportionate framework. That said, the success of any reform will depend on how clearly the final guidance is communicated and applied across different sectors. 

Now is a good opportunity for employers to sense-check their processes and, where possible, contribute to shaping the future of workplace reporting.

Your Questions Answered

Everything you need to know about RIDDOR

  • What is RIDDOR? Reveal

    The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR) is a UK law that requires employers to report certain workplace injuries, occupational diseases, and dangerous occurrences to the Health and Safety Executive (HSE). 

  • What are the proposed RIDDOR changes in 2026? Reveal

    The proposed RIDDOR changes focus on improving clarity and modernising reporting. Key updates include clearer definitions, an updated list of dangerous occurrences, changes to occupational disease reporting, wider diagnostic responsibility, and a simplified reporting system. 

  • When will the RIDDOR changes come into effect? Reveal

    The changes are not yet in force. The HSE consultation is open until 30 June 2026, and any confirmed updates will be introduced after this process, following review and potential legislative changes. 

  • Why is RIDDOR being updated? Reveal

    The Health and Safety Executive is reviewing RIDDOR to ensure it reflects modern workplaces. Current reporting requirements can be unclear or inconsistently applied, and the update aims to improve accuracy while reducing unnecessary administrative burden. 

  • Will employers need to change their reporting processes? Reveal

    If the proposals are implemented, employers may need to update internal procedures, training, and policies — particularly around occupational health reporting and incident classification. 

  • Who can diagnose a reportable occupational disease under the proposed changes? Reveal

    Currently, diagnoses are typically made by doctors registered with the General Medical Council (GMC). The proposed changes would allow other qualified health professionals to diagnose reportable conditions, improving speed and accuracy. 

  • What should employers do now? Reveal

    Employers should review their current incident reporting processes, identify any uncertainties, and ensure managers understand RIDDOR requirements. It’s also a good opportunity to respond to the consultation and help shape future regulations. 

  • Where can I respond to the RIDDOR consultation? Reveal

    You can submit your response to the RIDDOR Consultation directly via the Health and Safety Executive consultation page before 30 June 2026. 

Need help preparing for RIDDOR changes?

Our experts can review your reporting processes, identify any gaps, and ensure you’re ready for upcoming reforms.

Stay compliant, reduce risk, and avoid unnecessary reporting headaches.

Get in touch with impact HR today and stay one step ahead.

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Where to find out more A collection of hand-picked useful resources for RIDDOR from impact HR and beyond

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