What Changed with COIDA in 2026

The Compensation for Occupational Injuries and Diseases Act (COIDA) has undergone significant amendments, with key changes taking effect on 23 January 2026 and 1 February 2026. If you are an employer, these updates directly affect how you manage compliance, report incidents, and handle employee injuries.

Here is what you need to know.

A Shift Toward Rehabilitation

One of the most important changes is a stronger focus on rehabilitation and mandatory return-to-work programmes. The amendments place greater responsibility on employers to support injured employees through structured recovery and reintegration into the workplace, rather than simply processing claims.

A Broader Definition of Earnings

The new amendments introduce a broader definition of "earnings" that aligns more closely with the Fourth Schedule of the Income Tax Act. This means more types of remuneration, including certain allowances and benefits, may now need to be included when calculating your Return of Earnings.

Administrative Penalties Replace Criminal Prosecution

Previously, non-compliance with COIDA could lead to criminal prosecution. The amendments now replace this with administrative penalties, including fines of up to 10% of annual assessments. The process is more streamlined, but the financial consequences remain serious.

Updated Reporting Requirements

Fatalities must now be reported within 7 days. Penalties for late payment of assessments or temporary disablement compensation have also increased.

What Should You Do?

Review your current COIDA processes, update your earnings calculations, and make sure your team understands the new rehabilitation obligations. If you need guidance, contact us.

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