What to do if your employee does not want to lodge a psychological claim

Workers use injury claims to recover financial compensation for injuries sustained at work. Psychological injuries are among the most common workplace injuries, but the affected do not always initiate a claim, unlike physical injuries.

So, what should an employer do in such a circumstance? In all jurisdictions, it is the responsibility of employers to ensure that workers have adequate information about their rights and entitlements. Failure to the effect that, in addition to any other breaches of the Occupational Health and Safety Act 2004, can result in penalties.

It becomes essential for employers to invest in ensuring the workplace is safe and that all hazards have been eliminated.

Tips on preventing psychological claims

Worker’s compensations constitute some of the biggest expenses for businesses all across the nation. Payments include medical bills and compensation for lost time and wages. It is thus important to be smart about your policy and maintain claims at a minimum. Here are two important tips for preventing psychological injuries in the workplace.

1. Make employee safety a priority

By default, a reduction in the occurrence of psychological injuries will result in reduced claims. Measures should be incorporated to ensure that employees stick to the set safety procedures. Providing employees with safety information sends a message about the importance of safety at the company, which, in turn, helps increase employee compliance.

2. Take Action When a Claim Occurs

Register all injuries and write down a detailed injury report for each. This should then be sent to the insurance company within the shortest time possible to enable early intervention and, subsequently, eliminate any fraudulent claims.

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