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Workers’ compensation insurance provides financial support if an employee is injured or becomes ill because of their work. It can help cover medical treatment, rehabilitation costs, and part of the employee’s lost wages during recovery.

In Australia, workers’ compensation is regulated separately in each state and territory. Some states use government schemes, while others allow businesses to arrange cover through approved private insurers.

If you employ staff, you will usually need workers’ compensation insurance in each state or territory where those employees work.

Workers’ compensation insurance supports employees who are injured or become ill because of their work.

Depending on the state scheme, it may cover:

• Medical and hospital expenses
• Rehabilitation and return-to-work support
• Weekly payments to replace part of an employee’s income
• Lump sum payments for serious injuries

Because benefits vary by state, if you are unsure what applies to your business, our team can explain your specific requirements.

Workers’ compensation insurance covers employees and is usually required by law for businesses with staff.

Personal accident insurance is different. It is a voluntary policy that can provide cover for individuals such as sole traders, contractors, or business owners who may not be covered under a workers’ compensation scheme.

The two types of insurance serve different purposes and are often used together to ensure the right people are protected.

Workers’ compensation generally covers injuries or illnesses that occur because of work or while performing work duties.

This may include:

• Physical injuries from accidents at work
• Injuries caused by repetitive tasks or manual handling
• Work-related illnesses or exposure to hazards

The exact definition of a work-related injury can vary between states.

In many cases, yes. Workers’ compensation may still apply if an employee is injured while performing work duties away from the main workplace.

This could include working at a client site, attending meetings, or travelling for work. You should report any work-related incident to your insurer or scheme, even if it occurs away from the main workplace.

Each claim is assessed based on the circumstances and the rules of the relevant state scheme.

In some cases, workers’ compensation may cover psychological injuries related to employment.

Examples can include workplace bullying, harassment, or exposure to traumatic events.

These claims are assessed carefully, and the rules can differ between schemes.

The length of payments depends on the injury, the employee’s recovery, and the state scheme’s rules.

Weekly payments are usually provided while the employee is unable to work or is returning to work on reduced duty. In more serious cases, longer-term support may apply.

Workers’ compensation may cover a range of costs related to the employee’s injury and recovery, including:

• Medical and hospital treatment
• Rehabilitation services
• Travel related to treatment
• Weekly income support while the employee cannot work

The exact benefits available will depend on the relevant workers’ compensation scheme.

For most employers, yes. If your business employs staff, you are usually required by law to have workers’ compensation insurance in the state or territory where those employees work.

Each state has its own rules and registration process. Some operate government schemes, while others allow businesses to arrange cover through approved private insurers.

If you are unsure whether your business needs to register, it is best to confirm this early to avoid potential penalties.

If a business is required to hold workers’ compensation insurance but does not, it may face significant penalties. These can include fines and being required to repay the cost of any claim made by an injured worker.

The business may also become responsible for covering medical expenses, lost wages, and other costs related to the injury.

Given the potential consequences, it is essential to ensure your business is correctly registered.

The employer is responsible for arranging workers’ compensation insurance and ensuring the business is registered in the correct state or territory.

This usually needs to be done when a business first hires employees. The employer must also keep wage records and update the scheme or insurer each year.

If your business operates in more than one state or territory, you may need separate registrations in each state or territory where employees are based.

If your business does not employ staff, you may not need workers’ compensation insurance. However, this depends on how your business operates and the rules in each state.

Some businesses still choose to consider personal accident insurance to protect themselves in the event of injury and inability to work. If you plan to hire employees in the future, you will generally need to register for workers’ compensation before they start work.

Sole traders are usually not required to hold workers’ compensation insurance for themselves because they are not considered employees of the business.

However, if a sole trader hires staff, the business will usually need workers’ compensation insurance for those employees.

Many sole traders consider personal accident insurance instead, which can provide cover if they are injured and unable to work.

In many cases, company directors are not automatically covered by workers’ compensation insurance. Whether a director or working director is treated as an employee depends on how they are paid and the rules of the relevant state scheme.

Some schemes allow directors and working directors to opt in for cover, while others may treat them differently depending on their role in the business.

Because the rules vary between states, it is important to confirm how directors are treated under the relevant scheme and whether an opt-in is available or required.

Yes. Casual employees are generally treated the same as other employees under workers’ compensation laws.

This means businesses usually need to include casual staff when registering for workers’ compensation and when reporting wages for premium calculations.

Yes. Apprentices are typically treated as employees and must be covered under workers’ compensation insurance.

Their wages are usually included when calculating the business’s workers’ compensation premium.

In some situations, contractors may be treated as workers for workers’ compensation purposes. This depends on the nature of the working arrangement and the rules in each state.

For example, if a contractor mainly works for one business or is paid for their labour rather than a specific result or project, they may be considered a worker under the scheme.

Because these rules can be complex and vary between states, it is important to review contractor arrangements carefully. Webber Insurance can review your contractor arrangements and help you understand how these rules apply to your business.

Webber Insurance can arrange workers’ compensation insurance with approved private insurers in Western Australia, Tasmania, the Northern Territory and the Australian Capital Territory.

In states that operate government workers’ compensation schemes, such as South Australia, Victoria, New South Wales and Queensland, the insurance is arranged directly through the government scheme. We can still help you understand your obligations and guide you through the registration steps in those states.

If your business operates across multiple states, we can help you understand where you may need to register and how to structure your workers’ compensation arrangements.

In many cases, employers need separate workers’ compensation cover in each state or territory where their employees are based.

For example, if your business has employees working in Western Australia and Tasmania, you may need to arrange workers’ compensation insurance in both states.

Because the rules can differ depending on how and where your employees work, it is important to review your situation carefully.

Businesses usually need to register for workers’ compensation insurance when they first hire employees.

The exact timing can vary between states, but registration is generally required as soon as your business starts employing workers or paying wages.

If you are planning to hire staff, it is best to arrange workers’ compensation before they begin working.

The registration process depends on the state or territory where your employees work.

In states where private insurers operate (such as Western Australia, Tasmania, the Northern Territory and the ACT), businesses typically arrange workers’ compensation insurance through an approved insurer, often via a broker such as Webber Insurance.

In states with government schemes, employers usually register directly with the relevant scheme authority. We can help you understand the process and the information you will need to provide.

Because each state has its own process and requirements, many businesses choose to work with a broker to ensure the registration is completed correctly.

Workers’ compensation premiums are generally based on the wages your business pays and the type of work your employees perform.

Most schemes consider factors such as:

• Total wages paid to employees
• The industry classification of your business
• The level of risk associated with the work
• Your past claims history (in some schemes)

The exact calculation method differs between schemes and insurers. When setting up a policy or registration, businesses usually provide an estimate of their annual wages.

When you arrange workers’ compensation insurance, you normally provide an estimate of the wages your business expects to pay during the policy year.

At the end of the year, the insurer or scheme will often review your actual wages. This process is sometimes called a wage declaration or reconciliation.

If your actual wages exceed the estimated amount, you may need to pay an additional premium. If they are lower, you may receive a refund or adjustment depending on the scheme rules.

We can help you prepare your wage estimates and declarations to minimise unexpected adjustments.

In some situations, a claim may affect your future workers’ compensation premiums. This depends on the state scheme and whether claims history is used in the premium calculation.

Some schemes include claims experience in their pricing model, while others rely more heavily on industry rates and wages.

Even where claims affect premiums, the impact can vary depending on the size of the claim and the business’s overall claims history.

If an employee is injured at work, the first step is to make sure they receive appropriate medical treatment.

Once immediate care is arranged, you should record the incident and notify the workers’ compensation insurer or the relevant state scheme as soon as possible. In many cases, a claim form or incident report will need to be completed.

Employers are also generally required to assist with return-to-work arrangements where possible. This may involve supporting the employee while they recover or helping them return to suitable duties.

Reporting requirements and timeframes can differ between schemes, so it is important to know your scheme’s requirements and timeframes before a claim occurs.

Workers’ compensation is designed to provide financial support to injured workers without requiring legal action.

However, in some situations, an employee may still have the right to pursue a common law claim against their employer if negligence is involved. The rules around this vary between states and usually depend on the severity of the injury and the circumstances of the incident.

Most workplace injuries are handled through the workers’ compensation system, but more serious cases may involve additional legal considerations. If this occurs, it is important to seek legal and insurance guidance to understand the process and your obligations as an employer.

Employers are generally required to keep accurate records of wages and employment details for workers’ compensation purposes. These records are used to calculate premiums and confirm the correct level of cover.

Common records may include:

• Employee wage and payroll records
• Contractor payments that may need to be declared
• Employment start and finish dates
• Details of workplace injuries or incidents

Record-keeping requirements can vary between states, but maintaining clear payroll and employment records will usually help ensure your workers’ compensation obligations are met.

When arranging workers’ compensation insurance, businesses usually provide an estimate of the wages they expect to pay during the year.

If your staffing levels change during the year, you may be able to update this estimate with your insurer or the relevant state scheme. This helps ensure your premium remains accurate and reduces the chance of a large adjustment later.

If your wages change significantly, let us know so we can help you update your estimate with the insurer or scheme.

At the end of a workers’ compensation policy year, businesses are usually asked to declare the actual wages paid during the period.

The insurer or scheme will compare the wages you estimated at the start of the year with the wages you actually paid. If the wages were higher, an additional premium may be payable. If they were lower, you may receive an adjustment.

This annual process helps ensure the workers’ compensation premium reflects the actual size and activity of the business.