[Serious Accidents Punishment Act] 72-Hour Response Standards After an Accident
Responding to the Serious Accidents Punishment Act requires not only a legal review following an accident but also the preservation of the accident site, reporting systems, protection of employees, and psychological support. HR personnel must work with the Safety and Health department to establish guidelines for roles immediately after an accident is reported, communication with employees, witness support, and guidance for managers.
There is something that needs to be done before "who is at fault."
The Serious Accidents Punishment Act is a law that holds employers or management responsible for serious industrial accidents, etc., accountable when they fail to fulfill their duty to ensure safety and health (Article 4 of the Serious Accidents Punishment Act, Article 4 of the Enforcement Decree of the same Act).
However, what is important in HR practice is not determining legal liability. Immediately after an incident occurs, HR must protect employees based on confirmed facts, organize reporting systems between relevant departments, and connect the employees who experienced the incident with the necessary support.
It is dangerous to discuss "who is at fault" within the organization in the early stages. If unverified facts spread, it places a secondary burden on victims and witnesses, and managers may also be placed in unnecessary disputes over responsibility.
💡 Items HR checks immediately after occurrence
| step | HR·Safety and Health Verification Items | Points to note |
|---|---|---|
| Accident report | Date and time of incident, location, extent of damage, and whether emergency measures were taken. | Record only confirmed facts |
| On-site response | Site preservation, prevention of additional risks, designation of personnel | Do not conclude the cause |
| Internal report | Safety and Health, Legal, HR, and Executive Reporting Lines | Control of information sharing scope |
| Member Guide | Prevention of internal team rumors, administrator guidance message | Protection of victims and witnesses |
| Psychological support | Witness, Colleague, and Manager EAP Guide | Separation from legal response |
📝 Things to organize within 24 hours
For the first 24 hours after an accident, treatment and ensuring safety are the priorities. HR must work with the safety and health officer to verify victim support, designation of on-site personnel, contact systems for relevant parties, and managerial communication standards.
There are three principles to convey to the manager at this stage: do not speak of unverified information, do not penalize victims or whistleblowers, and do not let rumors within the team go unchecked.
📝 Things to organize within 72 hours
Within 72 hours, the organization's basic response flow must be established. The accident investigation schedule, the scope of member notification, protective measures for victims and witnesses, guidance on counseling support, and whether to initiate recurrence prevention procedures must be finalized.
EAP does not replace the response to the Serious Accidents Punishment Act. However, if employees who experienced or witnessed an accident, site managers, or teammates feel anxiety, guilt, sleep problems, or burden regarding returning to work, they may be referred to external support channels available to the organization.
📢 72-Hour Response Flow
| hour | Response phase | Checklist |
|---|---|---|
| 0~24 hours | Ensuring Treatment and Safety | Emergency measures, scene preservation, prevention of additional risks |
| Within 24 hours | Organize reporting lines | Distinction between the roles of HR, Occupational Safety and Health, Legal, and Management |
| 24~48 hours | Member Guide | Fact-based guidance, preventing the spread of rumors |
| 48~72 hours | Activation of support system | Victim & Witness Support, EAP Guide, Administrator Guide |
| After 72 hours | Prevention of recurrence | Cause investigation, corrective measures, training, record management |
✨Checklist to check right now
- The accident report records were organized based on confirmed facts.
- Designated reporting lines for HR, safety and health, and legal affairs.
- I prepared an administrator notice.
- We reviewed protection measures for victims and witnesses.
- We confirmed the necessity of providing guidance on EAP counseling channels.
- We organized measures to prevent recurrence and training plans.
📌Responding to the Serious Accidents Punishment Act does not end with a legal review alone.
Immediately after an accident, you must prepare for the protection of personnel, guidance for managers, record management, and psychological support for witnesses. If you need practical response guidelines to refer to, please check below.
👉 Go to EAP Implementation & Operation Board → 👉 Inquire about organizational risk response →
This content is for general informational purposes only; for specific matters, we recommend consulting with safety and health, labor, or EAP experts. Note: Article 4 of the Serious Accidents Punishment Act, Article 4 of the Enforcement Decree of the same Act (Ministry of Employment and Labor)
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