- weekly benefits
- rehabilitation services
- medical and hospital expenses
- some personal items damaged in a work-related accident
- a lump sum payment for death or permanent impairment
All employers in NSW (except exempt employers) must have a workers compensation policy. An employer is any business that employs or hires full-time, part-time or casual workers.
When you first apply for cover, the cost of your premium is based on the industry you work in and how much your business pays in wages. We also factor in any incentives, discounts or premium adjustments.
For larger, experience-rated employers, the cost of your policy will be adjusted depending on the cost of claims you’ve made – just like any other kind of insurance.
What you need to do
As an employer, it’s your responsibility to meet specific obligations when an incident occurs. If a worker covered by your policy informs you of a work-related injury or illness, you have an obligation to let us know within 48 hours.
You also need to:
- provide first aid and make sure your worker gets the right care in a timely manner
- record the incident in your register of injuries.
- help your worker to recover at work.
Return to work
When a worker is recovering from a work-related injury or illness, you have obligations in assisting your worker in their journey back to work.
Keeping a register
If you're an employer, you must keep a register of injuries to record workplace injuries or illnesses sustained by workers, even if there has not been a claim.
The register of injuries must include:
- name of the injured worker
- worker's address
- worker's age at the time of injury
- worker's occupation at the time of injury
- industry in which the worker was engaged at the time of injury
- time and date of injury
- nature of the injury
- cause of the injury.
The register of injuries containing every notifiable incident can be recorded in a hard copy or on a computer. You must make sure your team is appropriately trained to access the register.
You may also be able to gain approval from the State Insurance Regulatory Authority (SIRA) to use the register of injuries as notification of any workplace injury.
Although it’s not required by the legislation, we encourage you to report and record 'near misses.' A near miss should be considered as a warning sign and may indicate a potential problem that could result in serious injury.
There are penalties for failing to keep a register of injuries.
Duration of your policy
All policies cover a period of 12 months unless you request a shorter term.
If you’re a small employer, the first period of insurance will run for 11 to 12 months from the day you take out the policy. This is because the policy must align with the end of a month.
For all employers taking out a policy for the first time, your policy starts as soon you contact us.
Your policy and the legislation
You and your workers have legal rights and obligations under workers compensation laws and guidelines.
The legislation forms a workers compensation and workplace injury management framework that provides for:
- prompt treatment of work-related injuries
- effective and proactive management of such injuries
- medical and vocational rehabilitation following injuries
- income support for workers during incapacity.
The system creates a fair, affordable and financially viable workers compensation system and ensures contributions by employers are commensurate with the risks faced in their industry.
Employees working interstate or overseas
NSW based companies who send their NSW based workers overseas or interstate for specific projects of work on a temporary basis are covered under their NSW Workers Insurance Policy provided the length of time spent out of the country or state is less than six months at any one time.
However, in addition to your NSW obligations, you should also check any requirements of that country or state to which you are sending workers.
Details of the payments made to workers while overseas can be found in the Wages Definition Manual.
Overseas workers (from NSW, working overseas)
Wages, salary, fringe benefits and/or any other consideration provided by an employer to any worker who is normally based in NSW, while that worker is temporarily employed or working overseas, is counted as remuneration. This is to apply whether the payments are made within or outside Australia. Employers should also verify with the relevant overseas authority the legislative requirements of that country.
Where a NSW employer engages a worker to work overseas, the employer must incept a workers’ compensation policy (or equivalent) in accordance with the legislative requirements of that country. Wages, salary, fringe benefits and/or any other consideration to the worker is not counted as remuneration for the NSW workers’ compensation policy.
You can also refer to the Journey to Work and State of Connection details through the SIRA website.
Workers compensation legislation
The workers compensation system is legislated through: