What Happens If an Employee Gets Injured During a Company-Sponsored Event?

Most workers’ compensation cases are cut and dry. An employee gets injured while on the clock at their place of business, files a claim, and receives their benefits. However, some claims are a little more complicated. Company-sponsored events fall into that category. Depending on the details of the event and how it was represented to employees, an injured employee may or may not be entitled to workers’ compensation.

Were you injured at a company-sponsored event? Find out if you’re entitled to compensation and how you can demand the benefits you’re entitled to. Call Thiry & Caddell at 251-336-3627 to set up a consultation.

There are several questions you can answer to figure out if your injury at a company event may be covered by workers’ compensation.

When Did the Accident Happen?

One of the first questions you’ll likely have to answer will relate to when the accident took place. If you attend an event during your normal work hours as part of your workday, there’s a very good chance that it will be covered by workers’ compensation. If the event was after hours or not part of a regular workday, you may need to dig a little deeper to find out if it’s covered.

Where Did It Occur?

It’s also important to consider where the accident occurred. If an injury occurs at your usual place of work, there’s a good chance that you are entitled to workers’ compensation benefits. Even if your accident did not occur at your actual place of employment, you may still be able to receive compensation if it’s at a place chosen and paid for by your employer.

For example, an injury at a work retreat that was selected by your company would likely be a covered incident. An injury at a teamwide happy hour that wasn’t chosen by or set up by a member of management may not be.

Were You Required to Go?

This is perhaps one of the most important questions that you’ll need to answer after your injury. You were hurt at a company-sponsored event, but were you required to go? If an event is optional, that does make your case quite a bit more complicated. But if your employer required you to go, it is safe to assume that the event would be considered part of your work and therefore covered under workers’ compensation.

There may be circumstances under which a non-required event is still covered. If your employer put pressure on you to attend, made raises or promotions contingent on attending optional events, or has retaliated against employees for not attending in the past, you may still be entitled to workers’ compensation.

Did Your Employer Benefit from the Event?

Another important factor to consider is who benefited from the event. If your company sponsors a day at the amusement park for employees and their family members, they are basically just doing something nice for employees. While it’s sponsored by them, employees are the only ones benefiting from it. In this situation, it would be harder to claim that you’re entitled to workers’ compensation.

On the other hand, if you’re attending a training seminar, a teambuilding event meant to strengthen workplace relations or a networking conference, your employer obviously benefits from what you’re doing at those events. This could make it easier for you to receive workers’ compensation benefits.

You Need to Talk to an Attorney

Basically, injuries at company-sponsored events are often covered by workers’ compensation. Your employer may attempt to mislead you by claiming that your injuries are not covered—and in some cases, employers genuinely believe that injuries at off-site events don’t qualify for workers’ compensation. It’s important to talk to an attorney to discuss your situation in greater detail and figure out your next steps.

Choose Thiry & Caddell for Your Workplace Injury Claim

If a workplace injury has taken you out of work and left you without a source of income, we understand how much stress you must be under right now. We’re here to help you fight for the benefits you are owed. Call Thiry & Caddell at 251-336-3627 or send us a message online to get started.