Is It Notifiable? When You Must Call the WHS Regulator — Every State, 2026
Death, serious injury or dangerous incident: what counts as notifiable, the immediately-notify rule, site preservation, 5-year records, and every Australian regulator's phone number.
Small Business & Compliance Writer · Former small business owner · Cert IV in Small Business Management
What makes an incident notifiable?
Three categories trigger the duty in every Australian jurisdiction: a death, a serious injury or illness (think in-patient hospital treatment, amputation, serious head or eye injury, serious burns, spinal injury, loss of bodily function, serious lacerations, or medical treatment within 48 hours of exposure to a substance), and a dangerous incident — a near miss that could have killed or seriously injured someone, like a structural collapse, an uncontrolled electrical contact, a fall of plant, or an uncontrolled escape of gas, steam or a pressurised substance.
The dangerous-incident limb is the one employers miss: nobody has to be hurt. A scaffold collapse at 6am before workers arrive is still notifiable.
Not sure about a specific event? Run it through our Notifiable Incident Checker — it applies your state's exact item lists and gives you the regulator's number for a call-to-confirm.
The three duties that fire the moment it happens
1. Notify immediately. The obligation is to notify the regulator immediately after becoming aware — phone is the standard channel, and written follow-up within 48 hours where the regulator requires it. “We'll mention it to the inspector next visit” is a breach.
2. Preserve the site. The incident site must not be disturbed until an inspector arrives or the regulator releases it — except to help an injured person, remove a deceased person, make the site safe, or under a police or inspector direction.
3. Keep the record for 5 years. Every notifiable incident record must be kept for at least five years from notification.
Build these into an incident response sequence people can follow under stress — make safe, first aid, notify, preserve, record, support, review — before you need it.
Every Australian WHS regulator and notification number
Save your state's number where supervisors will find it (verified 20 June 2026):
| Jurisdiction | Regulator | Notify |
|---|---|---|
| NSW | SafeWork NSW | 13 10 50 |
| VIC | WorkSafe Victoria | 13 23 60 |
| QLD | Workplace Health and Safety Queensland | 1300 362 128 |
| SA | SafeWork SA | 1800 777 209 |
| WA | WorkSafe WA | 1800 678 198 |
| TAS | WorkSafe Tasmania | 1300 366 322 |
| ACT | WorkSafe ACT | 13 22 81 |
| NT | NT WorkSafe | 1800 019 115 |
| Commonwealth | Comcare | 1300 366 979 |
Working from home counts too: if a WFH worker suffers a notifiable injury while working, the same duty applies — check your remote arrangements with the WFH WHS Obligations Checker.
What happens after you notify?
Most notifications do not lead to prosecution — the regulator may take no action, request information, or send an inspector. But everything you do in the first 24 hours is potential evidence: preserve honestly, don't coach witnesses, record what happened factually, and get legal advice before a formal interview if a fatality or very serious injury is involved.
In the public prosecutions record, matters clustered in construction and manufacturing, and around half of prosecuted matters involved a serious injury — the fact patterns are repetitive and preventable. Benchmark your own sector with the WHS Industry Risk Benchmark.
General information, not legal advice. Regulator details verified 20 June 2026; positions verified 22 July 2026.
Try these free tools
Official resources
Have a workplace question?
Got a specific situation this article didn't cover? Ask our workplace advisor.
General information and estimates only — not legal, financial or tax advice. Always check your specific award, agreement or contract, or a qualified professional, before you rely on the result.
Related articles
Understand the payday super safe harbour provisions that protect employers from SGC penalties when super is paid on time. Covers the 7-day payment window, clearing house rules, what qualifies as safe harbour, and what actions break your protection under the new 2026 rules.
Payday Super Payroll Checklist: 10 Steps to Be Ready by 1 July 2026A practical 10-step payroll checklist for employers preparing for payday super starting 1 July 2026. Covers software updates, clearing house setup, cash flow planning, employee fund audits, testing, staff training, and STP reporting changes to ensure full compliance from day one.
Small Business Fair Dismissal Code: How Businesses with <15 Staff Can Legally Fire EmployeesThe Small Business Fair Dismissal Code protects employers with fewer than 15 employees from unfair dismissal claims — if they follow the correct process. Learn the checklist, common mistakes, and how it works in 2026.
Super Guarantee Due Dates 2026-27: Payday Super & Late PenaltiesFrom 1 July 2026, payday super replaces quarterly SG — employers must pay super within 7 days of each payday. The final 2025-26 quarterly deadlines, the Super Guarantee Charge for late payment, and how employees report unpaid super — all explained.
Ran Kirkwood Landscaping in Bendigo for eight years before moving into trade supply operations. Writes about Modern Award compliance, employer obligations, and contractor classification from an operator's perspective. Cert IV in Small Business Management (La Trobe TAFE Bendigo, 2014). Based in Kangaroo Flat, Victoria.
Recommended partners
Free tools surface the issue. Our partners help you solve it.
Authorised Employment Hero Partner
Employment Hero
Australian HR, payroll, rostering and award interpretation in one platform. Used by 300,000+ businesses. Fixes the underlying payroll/compliance issues our calculators surface.
Best for: SMEs that have outgrown spreadsheet payroll or want automated award interpretation.
See Employment HeroHR support partner
Liquid HR
Senior, hands-on HR support for your toughest workforce challenges — performance and conduct, grievances and mediation, redundancy and change. Liquid HR picks up where the technology ends.
Best for: employers and individuals who need a human HR professional to guide a workplace situation, not just a calculator.
Talk to Liquid HRIT, Microsoft & cyber partner
Frontrow Tech
Microsoft 365, Copilot rollouts, Essential Eight, Privacy Act 2026 and board-level cyber compliance for Australian SMBs. Where pay and HR end, your data and IT obligations begin.
Best for: SMBs running on Microsoft 365, anyone hitting cyber/privacy compliance, boards wanting an outside read on IT risk.
See FrontrowRecommended partners — we only recommend partners we've vetted as a good fit for Australian workplaces. Some partnerships help fund the free tools on this site.