This guide is maintained as a current resource for September 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Learn what the legal duty to report occupational illnesses involves in England and Wales, including employers' obligations under RIDDOR to notify work‑related diseases, the conditions that must be reported, reporting procedures, timing and why compliance matters.
Employers in England and Wales are legally required to report certain occupational illnesses to the relevant enforcing authority under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR). This duty ensures that serious work‑related diseases are notified so that regulators like the Health and Safety Executive (HSE) can monitor trends, investigate causes, and take action where necessary to prevent further harm. Understanding these reporting duties is essential for compliance with health and safety law, risk management, and avoiding criminal liability or compensation claims.
What Is RIDDOR and Why Does It Apply?
RIDDOR is the core UK statutory regime that requires responsible persons - including employers - to report and keep records of:
- work‑related deaths
- specified workplace injuries
- dangerous occurrences (certain near misses)
- diagnosed cases of occupational diseases or conditions linked to work exposure.
The duty to report occupational illnesses is part of this framework and applies where:
- a worker has received a formal medical diagnosis of a specified occupational disease, and
- their work has caused or contributed to that condition. The responsible person must submit a report to the enforcing authority without delay once they become aware of the diagnosis.
Who Has the Duty to Report?
Under RIDDOR, the term “responsible person” designates those who must submit reports:
- Employers - in relation to illnesses affecting their employees.
- Self‑employed individuals - in certain circumstances relating to their own work.
- Persons in control of premises - in relation to incidents affecting non‑workers on those premises.
Employees themselves do not submit RIDDOR reports; instead, they should inform their employer promptly if they receive a diagnosis that appears to be linked to workplace exposure, so that the employer can assess and make the appropriate report.
Which Occupational Illnesses Must Be Reported?
RIDDOR sets out a specific list of reportable occupational diseases that must be reported when the criteria are met. These include:
- Carpal tunnel syndrome - reportable where work involves regular use of percussive or vibrating tools.
- Cramp of the hand or forearm - where work involves prolonged repetitive movement of the fingers, hand or arm.
- Occupational dermatitis - where there is significant or regular exposure to known skin irritants or sensitising agents.
- Hand‑arm vibration syndrome (HAVS) - associated with regular use of vibrating power tools or machinery.
- Occupational asthma - where significant exposure to known respiratory sensitisers is involved.
- Tendonitis or tenosynovitis - where repetitive, physically demanding work leads to inflammation of tendons or their sheaths.
- Occupational cancers or diseases from biological agents - where there is reasonable evidence that exposure at work is the likely cause.
Each reportable disease has specific criteria that link it to workplace exposure; not all cases of these conditions are automatically reportable - causation by the work environment or activities is key.
When Must Reports Be Made?
The timing for reporting occupational illnesses is important:
- Without unreasonable delay once the responsible person receives a written medical diagnosis confirming a reportable disease linked to work exposure.
- There is no fixed number of days for disease reports, but reports should be submitted as soon as possible after diagnosis.
- For incidents like injuries and dangerous occurrences under RIDDOR, separate time limits apply (for example, some reports must be made within 15 days), but disease notifications are treated as urgent and should not be deferred.
Employers should also keep accurate records of all RIDDOR reports submitted and related documentation, as these records can be important in the event of inspections or legal challenges.
How to Make a Report
RIDDOR reports are most commonly submitted online via the HSE website. Employers will need to provide:
- details of the affected individual and their employment status
- the specific disease diagnosed and how it relates to the work activity
- date of diagnosis
- relevant circumstances and exposure factors
The online system assigns a reference number on submission, which should be retained for records and potential future enquiries. Forms are structured to capture occupational disease information, including the specific work activities linked to the condition.
Why Reporting Matters
Reporting occupational illness serves several key functions:
- Regulatory oversight: HSE uses reports to identify workplace hazards and trends so it can target inspections and prevention strategies.
- Workers' protection: Accurate reporting contributes to a safer working environment and can trigger enforcement action where risks are poorly controlled.
- Data for employers: Employers can identify areas for improvement by analysing patterns in reported conditions.
Failure to report is a criminal offence under RIDDOR. Employers who neglect their reporting duties risk enforcement action, including fines and in severe cases prosecution. Compliance also helps demonstrate good governance and risk management in health and safety.
Relationship With Other Legal Duties
While RIDDOR imposes specific reporting duties, employers also have broader obligations:
- Health and Safety at Work etc. Act 1974: a general duty to ensure, so far as reasonably practicable, the health and safety of employees, including preventing occupational disease.
- Risk Assessment Duties: under the Management of Health and Safety at Work Regulations 1999, employers must assess disease risks and take preventive measures. Reporting under RIDDOR is part of managing those risks effectively.
Reporting and risk management work together: a RIDDOR report highlights what has already gone wrong, while risk assessment aims to prevent future illness.
Common Questions
Do all work‑related illnesses need to be reported?
No. Only those diseases listed in RIDDOR and where there is reasonable evidence of a work‑related cause must be reported. Common, non‑occupational conditions or illnesses caused outside the workplace are not reportable.
Does reporting mean admitting liability?
No. A RIDDOR report does not in itself imply legal liability or fault; it is a statutory notification of a diagnosed condition linked with work so that regulators can assess and act if necessary.
Can employees report directly to HSE?
Employees should inform their employer of a reportable diagnosis. If an employer fails to report, workers can raise a concern with HSE through its health and safety reporting channels.
Key Takeaways
Employers' duty to report occupational illnesses in England and Wales arises under RIDDOR and requires responsible persons to notify the enforcing authority of certain diagnosed work‑related diseases. Reports must be made without unnecessary delay once a qualified medical practitioner confirms the condition and links it to work exposure. A clear understanding of which diseases are reportable, how to make accurate reports, and how these duties integrate with broader health and safety law is essential for legal compliance and the protection of workers' health.
