Work-from-Home Accidents: Are They Considered Workplace Injuries?

Key Legal Updates and Practical Guidance HR Cannot Ignore

GROUP INSURANCE

8/15/20252 min read

person holding babys hand
person holding babys hand

With the rising trend of hybrid work, more companies are implementing Work From Home (WFH) policies. How HR departments manage workplace injury risks during remote work has become a hot topic in modern human resources management.

In light of the 2025 amendments to the Employees’ Compensation Ordinance, here are the essential compliance and operational points HR professionals must master.

1. WFH Injuries — Redefined Under the Latest Legal Framework

According to the updated Employees’ Compensation Ordinance, if an employee sustains an injury while performing work duties during approved working hours at their home (or another pre-agreed remote work location), HR must treat the case as a potential workplace injury.

Example:

  • If an employee trips and falls at home while replying to work emails, or is injured while handling an urgent company task, this would in principle fall within the scope of workplace injury claims.

  • However, injuries sustained during personal activities such as resting, cooking, or engaging in non-work-related tasks are excluded from statutory coverage.

2. Internal Policies and Procedures HR Must Establish

  • Clearly state in the employment contract that the employee’s home is an “official work location” to strengthen legal coverage.

  • Develop a workplace injury incident reporting procedure, including immediate notification, preservation of evidence (such as photographs, witness statements from family members), and retention of medical records.

  • Regularly review and update the company’s employee compensation insurance policy to confirm that remote work accidents are adequately covered.

3. Key Points on Workplace Injury Claims and Compensation

  • Under the Ordinance, employees injured at work are entitled to receive four-fifths (80%) of their wages as sick leave compensation, for a maximum of 24 months (extendable to 36 months under special circumstances).

  • Employers must assist employees in claiming medical expenses, assistive devices, and other reasonable costs, and cooperate with statutory sick leave assessment procedures.

  • Compensation calculations must include basic salary, regular allowances, and any other statutory income components to prevent underpayment.

4. HR Best Practices and Risk Mitigation Measures

  • Proactively brief employees on WFH workplace injury claim rules to increase legal awareness.

  • Liaise with insurance providers to regularly review coverage, and provide periodic staff training on reporting procedures.

  • Establish a cross-departmental communication channel to ensure swift coordination in handling suspected workplace injury cases.

Conclusion

In a remote work environment, corporate HR departments must keep pace with evolving regulations, master the latest provisions of the Employees’ Compensation Ordinance, and build robust risk control and claims handling systems to safeguard the interests of both the company and its employees.

💡 If you wish to learn more about employee compensation insurance, group medical plans, corporate employee protection, or other commercial insurance solutions, feel free to contact me. I can design customized protection plans for your company and staff to reduce risks and enhance talent retention.

This article is for general reference only and does not constitute legal advice. For complex cases or specific enquiries, always consult a qualified legal professional for tailored guidance.