There are some administrative differences between work and non work related injuries, eg employers are liable to pay first week compensation for work injury. The effect of injury absence on your organisation, your employees and their families is the same whether an injury is work related or not. In most instances, a simple formula of kindness, straightforward communication, common sense practicality, and good management is all that is required to achieve better outcomes for everyone.
Managing employees with a work related injury or illness
Advance signals that may result in a claim:
- you are advised of an injury/incident at your workplace
- an employee reports that they have had a work related incident
- an early report of discomfort or difficulty.
If there is an injury or early report of discomfort, ensure:
- treatment is received as soon as possible; if external treatment is needed this could be either your health provider, or the employee’s own
- the incident is recorded in your accident register
- any health and safety issues are addressed
- your employee knows about your process and expectations for return to work and rehabilitation.
If your employee needs time off work:
- pay them for the first week (or part thereof) to compensate them for lost earnings, at 80% of what they would have earned that week
- provide ACC with an ACC3 Employee Earnings Certificate to enable us to start paying weekly compensation to the employee from the second week onwards. (The form can be completed online and emailed to us, or completed by hand and posted to us.)
- consider suitable duties (modified or alternative) which could allow the employee to stay at work. You may be contacted by a provider (eg an occupational therapist or physiotherapist) to assist you in this area.
Why not find out about our Stay at Work service? It’s a free service, with a focus on early intervention, and its aim is to enable your employee to safely recover from injury while participating in employment to the fullest extent possible.
Further guidance
There are legal requirements under the Health and Safety in Employment (HSE) Act 1992 for employers for recording and notification of accidents and serious harm (external link).
You must investigate any incident and control the hazard (external link).
Where serious harm (external link) has occurred, the Department of Labour has processes and timeframes for reporting.
Non work injuries
Although you don’t need to record, report or investigate non work injuries, your employee should be included in your return to work process.
If your employee needs time off work due to a non work injury:
- consider whether their employment agreement allows you to pay their first week of absence as sick leave. After checking you find this option is not possible, check whether you can pay using their available annual leave – you’ll need to discuss this with your employee first
- provide ACC with an ACC3 Employee Earnings Certificate to enable us to start paying weekly compensation to the employee from the second week onwards. (The form can be completed online and emailed to us, or completed by hand and posted to us.)
- consider suitable duties (modified or alternative) which could allow the employee to stay at work. You may be contacted by a provider (usually an occupational therapist) who can assist you in this area; contact us if you need assistance
- make sure your employee knows about your process and expectations for return to work and rehabilitation.
Why not find out about our Stay at Work service? It’s a free service, with a focus on early intervention, and its aim is to enable your employee to safely recover from injury while participating in employment to the fullest extent possible.
What are my employees entitled to?
Entitlements which may be particularly helpful during your employees’ rehabilitation are:
- weekly compensation for lost earnings (maximum 80% of pre injury income)
- prescription costs
- support services, such as home help, childcare or special equipment
- transport costs.
For more information about these and other entitlements see What support can I get? (Note that this information is written from a claimant perspective.)
Can I pay compensation for lost earnings direct to employees?
Yes, under the ACC Employer Reimbursement Agreement you can pay compensation directly to your injured employees once we have accepted their claim. You can then seek reimbursement from us. This can streamline the payment of ACC entitlements to your injured employees.
Last updated: 14 December 2009