The Biggest RIDDOR Overhaul in a Decade: What the 2026 Proposals Mean for Employers

serious workplace incident creates two problems at once: dealing with what has happened and working out whether it needs to be reported. 

That second question could become more complicated — and, in some respects, clearer — following the Health and Safety Executive’s 2026 consultation on changes to the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR). 

The proposals could affect how businesses interpret RIDDOR reporting, occupational disease reporting and dangerous occurrences. There are not yet confirmed changes to the law, but employers should understand what is being considered now. 

What are the proposed RIDDOR 2026 changes? 

The HSE consultation proposes several changes to RIDDOR, including clearer definitions of terms such as “work-related”, “injury” and “routine work”. It also proposes changes to the list of reportable occupational diseases and dangerous occurrences. 

Another proposal would broaden who can provide a recognised diagnosis for certain occupational diseases, while changes to the online reporting process are intended to make forms easier to complete and reduce both under-reporting and over-reporting. 

That distinction matters: these are proposals, not new reporting requirements currently in force. 

Why could this matter in construction and manufacturing? 

Workplaces with machinery, hazardous substances, vibration, dust, repetitive tasks and complex contractor arrangements already have plenty of reporting decisions to make. 

Consider a manufacturing worker who develops a condition after prolonged exposure to vibration. Under current RIDDOR guidance, certain diagnosed occupational diseases, including hand-arm vibration syndrome, may be reportable where the required work-related exposure criteria are met. 

A construction business may face similar questions around injuries, dangerous occurrences or occupational exposure. 

The practical lesson is simple: don't wait for an incident before checking whether your reporting process works. 

What should employers do now? 

1. Review your RIDDOR procedure 

Check who is responsible for deciding whether an incident is reportable, who submits the notification and how evidence is retained. 

Under current HSE guidance, reports should be submitted by the relevant “responsible person”, such as an employer, certain self-employed people or someone controlling work premises. 

2. Refresh your occupational disease process 

Occupational illness can develop gradually, making it easier to miss than an obvious workplace accident. 

Review how medical diagnoses, exposure records, sickness absence and health surveillance information reach the person responsible for occupational disease reporting. 

3. Check reporting deadlines 

Current RIDDOR deadlines still apply. 

Deaths, specified injuries, certain non-fatal injuries to non-workers and dangerous occurrences must generally be notified without delay, with the report received within 10 days. Over-seven-day worker injuries must be reported within 15 days. 

4. Keep records that support your decision 

A RIDDOR decision should not rely on someone's memory several weeks later. 

Record what happened, who was involved, what work was being carried out, relevant equipment or substances, medical information where appropriate, and why the incident was or was not considered reportable. 

Keep information to back up your decision 

A RIDDOR decision should not be based on someone's recollection a number of weeks after. 

Note the following: What happened, who was involved, what was being done, what equipment or substances were involved (where applicable), medical details (where applicable), and why the incident was or was not considered reportable. 

Are there definite plans to make changes to RIDDOR 2026 compulsory? 

Not yet. 

This HSE consultation process ended on 7 July 2026. It is clear in its consultation document that the answers would be considered before any decision is made and that, if it opts for any changes in legislation, it would need to agree with the wider Government. 

That is why the sensible thing to do for the employers is to prepare rather than panic. 

Keep an eye on HSE announcements, check your current RIDDOR reporting procedures and ensure those responsible for health and safety decisions are aware of the current rules. 

Businesses which manage regulatory change best are not necessarily the ones running in a last-minute panic. It is they who already know where reporting problems lie.

RIDDOR requirements may be evolving, but employers should not wait for new legislation to review their reporting processes. Make sure your team understands the current reporting requirements, deadlines, responsibilities, and record-keeping expectations.  

Speak to our health and safety experts today for practical guidance on RIDDOR reporting, incident management, and preparing your business for potential regulatory changes