Workers compensation insurance - Western Australia
Information for employers

Review our “Definition of Wages sheet” which lets you know what you need to include depending on your state/territory. If you have any queries after reviewing this, please speak to your Account Manager.

Everyone that believes that they are a worker that injures themselves in the course of employment has the right to make a claim. Your Case Manager at Guild Insurance will speak to all stakeholders and take into account the information they provide before making a liability decision.

Your workers' compensation premium is primarily based on the wage details provided in your Estimated Wages Declaration form. Additional factors that influence your premium include:

• Industry type: the nature of your business and its associated risk level.
• Cost of previous workers' compensation claims: the financial impact of past claims.
• Claims history: the frequency and severity of previous claims.
• Government charges: any applicable regulatory fees or charges.

Premium adjustment process: At the end of the policy term, your premium is adjusted based on your Actual Wages Declaration form. If your actual wages are lower than estimated, you may receive a refund. Conversely, if your actual wages are higher than estimated, you may need to pay an additional amount.

You must include Super and directors fees in NSW. In other states refer to the Definition of Wages flyer to understand more, or contact your Account Manager for clarification.

A ‘Worker’ is generally someone employed under a contract of service, whether written, oral, or implied, or who works under a contract at piecework rates, primarily for labour. If you are unsure, please check with your Account Manager or review the regulator website for your state/territory.

Employers must have current workers’ compensation insurance and prominently display insurance details at each workplace.

Reporting a claim within the required timeframe can help lower claim costs, which helps reduce any premium impact.

Yes, once liability is accepted, employers must continue paying an injured worker on regular pay days following an injury. If liability hasn’t been accepted, talk to your worker as they may want to claim sick or annual leave in the meantime. You would need to reimburse this leave if/when the claim is accepted.

A Return to Work Plan is a written plan that outlines how an employer will help an injured worker get back to work safely. It includes a list of support tasks by the employer and worker, a timeline to work toward, and any further requirements. See our return to work documents above (or in the Employer section for workers’ compensation of your state).

The doctor chosen by the worker to oversee their injury management and treatment.

A Register of Injuries is a mandatory record that documents all workplace injuries or illnesses, regardless of whether a workers' compensation claim is made. This register can be maintained either in written form or electronically (e.g., on a computer).

Purpose of a Register of Injuries:

• Accessibility: ensures all workers can report injuries or illnesses, helping to identify and address safety issues.
• Safety improvement: assists in developing new safe work procedures based on recorded incidents.
• Compliance: avoids penalties associated with failing to maintain a register.

What to Include in the Register of Injuries:

• 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

A Certificate of Currency confirms that your policy is active. It is also sometimes referred to as ‘proof of insurance’.

A Worker may be entitled to compensation for an injury or illness that occurs during employment or due to a work-related accident.

‘Remuneration’ includes wages, salary, and any other payments made to workers. For more information refer to the Definition of Wages flyer, or speak to your Account Manager.

It depends on whether the contractor or sub-contractor meets the legal definition of a ‘Worker’, most of the time if they are performing work consistent with your business or undertaking they are. For more information please speak to your Account manager or review the information on the Workcover WA site.