From ergonomic complaints to fatalities, workplaces inevitably face accidents and other safety incidents. Employers rely on effective investigations to respond to these incidents. Occupational health and safety legislation often also requires employers to investigate, either explicitly or implicitly, as part of their legal obligation to take all reasonable steps to protect workers from harm.
Even when the law does not specifically require an investigation, employers have many good reasons to conduct one. An investigation often helps employers save time and resources, improve health and safety systems, prevent similar future incidents, enhance workplace morale, and ultimately improve work quality and productivity.
However, employers should conduct an effective investigation that fits the circumstances. Most employer investigations we see do not meet that standard.
Below are the most common mistakes we see employers across Canada make.
Choosing Not to Investigate at All
Many employers are reluctant to spend time and resources investigating an incident unless it is required by law. They may feel that an investigation is a waste of time and resources, or that they already know what caused the incident.
However, employers prevent costly repeat incidents when they identify and remedy root causes. When an employer fails to address the root cause, it misses an opportunity to improve safety systems, and workplace culture. That failure increases the risk that the same incident will occur again, potentially with more serious consequences. If the incident occurs again, the consequences can far outweigh the cost of one effective investigation.
Continue Reading Common Pitfalls When Performing Occupational Health and Safety Workplace Incident Investigations
