Can I be dismissed?

Salmon81

Hi everyone,
I'm new to the forum and would like some advice.
I recently sprained my ankle at work and did not report it officially for 2 days (carried on working), I thought I should get it checked over and advised to have a couple of days off to rest it.
I went back to work as normal after this but now senior management have got involved and i'm worried that I could end up losing my job due to something like gross misconduct? the company are very keen on health and safety and we are meant to report all accidents as soon as possible to our line managers (mine was away when it happened).
I did mention it to another member of staff who's above me but he's only been doing the role for a few weeks so doubt he'd of known what to do.
Any advice would be greatly appreciated

Guest101

How long have you worked there?

Alter_ego

If you've been employed there less than 2 years you can be dismissed any time without reason. After 2 years you have protection.

Salmon81

I've been employed by them for 6 years without any previous accidents

Guest101

Salmon81 wrote: »

I've been employed by them for 6 years without any previous accidents

Excellent, so you do have full rights (are you in a union?)


I would suggest it's unlikely to lead to dismissal, assuming there aren't wanting you out for other reasons.

YouAsked

HAve a read of the policy - does it tell you how you should report if your line manager's not there?

You can kind of see their point - if you have an accident, maybe you tripped over a broken terminal, then if it's not brought to their attention, they could have another 10 people tripping over the same broken terminal whereas if you HAD told them straight away they'd have an opportunity to do something about the risk. Also, they will have obligations (was it RIDDOR reportable etc).

But do read the policy and see how clear it is about how these things are reported.

elsien

Sprained your ankle because you tripped over your own feet, or sprained your ankle because some idiot left something hazardous somewhere they shouldn't?
Context can make all the difference.

Salmon81

Thanks for the replies,
I set up an industrial vacuum and turned round and stepped on the hose funny, it was no risk to anyone else, it was a simple case of me being clumsy for a split second.
Also this was not RIDDOR reportable

Alter_ego

Are they disciplining you because you took unauthorized time off then blamed it on an accident at work?

Salmon81

I have not blamed work for the accident and the time taken off work was agree'd with my line manager (when I phoned him to tell him I was getting my ankle checked due to an accident) I'm just worried that not reporting the accident will be cause for a disciplinary (this has been mentioned) then dismissal

Basically the time line was Thursday mid morning I had the accident and carried on as normal, Friday came to work and left half way through the day which was given the ok by the staff member more senior, Saturday I was meant to be doing 2 night shifts so called my line manager to tell him what had happened and that I was going to get it checked over, I was then due back in on a Wednesday which I went back as normal.

YouAsked

Salmon81 wrote: »

Thanks for the replies,
I set up an industrial vacuum and turned round and stepped on the hose funny, it was no risk to anyone else, it was a simple case of me being clumsy for a split second.
Also this was not RIDDOR reportable

Yes, I seem what you mean, but that's not your call really. Could they be accused of putting you at risk by not training you properly? Could the hose be in a better position to minimise risk etc. I know sometimes it seems like "health and safety gone mad" but it's the employer who carries the can if anything goes wrong. Also, "near misses" generally need to be recorded too.

Look at your H&S policy - it may be sufficiently vague as to give you wiggle room. Personally, I'd give a (metaphorical) rap on the knuckles then send a message round to all staff reinforcing what they should do, but I am nice and reasonable!