Incident reporting is a legal requirement, a professional obligation, and a moral responsibility. When something goes wrong — whether it is a near miss, a minor injury, or a serious accident — it must be reported, documented, and investigated so that it does not happen again.
What must be reported: Under RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013), certain incidents must be reported to the HSE. These include deaths, specified injuries (fractures, amputations, loss of consciousness from electric shock), injuries that result in more than 7 days off work, dangerous occurrences (including electrical short circuits or overloads causing fire or explosion), and diseases (including occupational asthma from construction dust). Your employer is responsible for RIDDOR reporting, but you must inform them of any incident so they can fulfil this obligation.
Internal reporting: In addition to RIDDOR, your employer should have an internal incident reporting procedure. This typically involves an accident book (required by law for employers with 10 or more employees), incident report forms for more detailed documentation, and near miss reporting systems. As an apprentice, your responsibility is to report any incident, injury, or near miss to your supervisor immediately. They will then ensure it is documented and reported through the appropriate channels.
What to include in a report: A good incident report is factual, detailed, and objective. Include the date, time, and location. Describe exactly what happened in chronological order. List who was involved and who witnessed the event. Describe any injuries sustained and treatment given. Identify the immediate cause and any contributing factors. Suggest preventive measures. Do not speculate, do not apportion blame, and do not minimise what happened. The purpose of the report is to prevent recurrence, not to punish individuals.
Your rights: You cannot be disciplined, dismissed, or disadvantaged for reporting a safety incident or concern in good faith. This protection is enshrined in the Employment Rights Act 1996 (whistleblowing provisions) and the Health and Safety at Work Act 1974. If you believe you are being pressured not to report an incident, contact your training provider, the HSE, or ACAS for advice.