Author: Dave Beattie
The short answer is yes. Even if your employees work entirely from home or in remote locations, you are still legally required to register with the Compensation for Occupational Injuries and Diseases Act (COIDA). The shift to remote and hybrid work has not changed this obligation – if anything, it has made understanding it more important.
At the heart of this requirement is how the law defines a “workplace”. Under COIDA, a workplace is not limited to a traditional office, factory, or site. It includes any location where an employee performs duties in the course of their employment. This means a home office, a co-working space, or even a temporary work setup becomes a recognised workplace in the eyes of the law. Employees who travel for work –
whether to client sites, meetings, or training – are also covered during those activities.
The key concept employers must understand is “course and scope of employment”. This determines whether an injury or illness is compensable. If an employee is injured while performing their work duties –
even at home – that incident may qualify for compensation under COIDA. For example, if an employee trips over work equipment during working hours or develops a work-related repetitive strain injury, those situations could fall within the Act’s protection. However, if the injury occurs outside of work-related activities (for instance, during a personal errand), it would likely not be covered. This distinction is critical and often requires careful interpretation.
From an employer’s perspective, responsibilities do not disappear simply because employees are not physically present in an office. You are still required to provide a working environment that is safe, as far as is reasonably practicable. In a remote context, this shifts from direct control to proactive management. Employers should implement clear remote work policies, provide guidance on ergonomic setups, and identify potential risks employees may face in their home environments. While you cannot control every aspect of an employee’s home, you are expected to take reasonable steps to mitigate foreseeable risks.
Failing to register for COID can have serious consequences. Non-compliance may result in penalties, interest on overdue assessments, and the possibility of backdated payments. More significantly, if an employee is injured and the employer is not registered, the employer could be held directly liable for medical costs and compensation that would otherwise have been covered by the Compensation Fund. This creates both financial and legal exposure that far outweighs the administrative burden of compliance.
In practical terms, remote work has not removed the need for COID registration, rather, it has expanded the contexts in which it applies. Employers should view COIDA not as a box-ticking exercise, but as a critical component of risk management in a modern, flexible workforce. Ensuring compliance protects both your employees and your business, regardless of where the work takes place.
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