Quick Answer: The Key Time Limits Most People Need

If you only remember three things, remember these:

1. You generally have 30 days to notify your employer after you become aware of the injury.
   The Workplace Injury Rehabilitation and Compensation Act 2013 (Vic) requires notice to be given to the employer within 30 days after the person becomes aware of the injury. (Section 18)
2. Don’t wait to lodge the claim form. WorkSafe’s practical guidance says you should report your injury as soon as possible, and you have 30 days from the injury date to report it to your manager (ideally in writing).
3. Even if you’re late, there may be options. The Act allows the Authority or self-insurer to waive or extend certain time limits if there’s a “special excuse.”

In other words: act early. The law includes time limits and exceptions, but the safest approach is always to report and lodge promptly, then get advice if anything is disputed.

Source references: 30-day legal notice requirement (WIRC Act s18) and claim timing rules (WIRC Act s20), plus WorkSafe guidance to report within 30 days. :contentReference[oaicite:0]{index=0}

Why Time Limits Matter (And How People Miss Them)

In Melbourne workplaces, most injured workers don’t miss time limits because they’re careless. They miss time limits because they’re trying to keep things together:
they keep working through pain, they hope stress symptoms will settle, they’re worried about job security, or they’re told to “just use sick leave” and not make it official.

The problem is that WorkCover isn’t only a medical process — it’s also a paperwork process. Notice rules and claim rules exist so employers and WorkSafe agents can investigate promptly, and so medical evidence lines up with the timing of what happened.
When notice and claims are delayed, disputes become easier to raise: “Why didn’t you report it?” “How do we know it happened at work?” “Why didn’t you see a doctor earlier?”

The goal of this article is to make the timing clear, so you can protect your rights without drowning in legal jargon.

Two Separate Deadlines: Notice vs Claim

Most confusion comes from mixing up two different things:

• Notice of injury (telling your employer you’ve been injured)
• Claim for compensation (submitting the WorkCover claim form)

You can think of notice as the “heads up” and the claim as the “formal application.”
They’re related — but legally they’re not the same.

The 30-Day Notice Rule in Victoria

The main legal rule is found in section 18 of the Workplace Injury Rehabilitation and Compensation Act 2013 (Vic).
It states that notice of an injury that may entitle a person to compensation must be given to the employer within 30 days after the person becomes aware of the injury. :contentReference[oaicite:1]{index=1}

WorkSafe’s public guidance puts this in plain language: you should report the injury to your manager as soon as possible, and you have 30 days from the injury date to report it (ideally in writing). :contentReference[oaicite:2]{index=2}

“Becomes aware of the injury” matters

This phrase is important for:

• Gradual injuries (repetitive strain, back pain that builds over months)
• Occupational disease (some conditions appear long after exposure)
• Psychological injuries (symptoms may build until you realise it’s an injury requiring treatment)

In these cases, the “clock” may start when you became aware you were injured — not necessarily the day the underlying issue first began. But it can still be disputed, so the best practice is to report as early as you reasonably can.

What Counts as “Notice” and How to Do It Properly

WorkSafe’s guidance recommends reporting in writing. :contentReference[oaicite:3]{index=3}
“In writing” can be:

• Email to your supervisor or HR
• Written entry in the workplace injury register (many workplaces keep a register)
• Text message that clearly states you were injured at work (best followed up by email)

What to include in your written notice

Keep it simple and factual:

• Date/time (or approximate period for gradual injuries)
• Where it happened (site/suburb, department, job location)
• What you were doing
• What symptoms you had
• Whether you sought medical treatment

You don’t need to write an essay. You just want a clean record that you notified within time.

How Long Do You Have to Lodge the Claim Form?

“Lodging a WorkCover claim” usually means submitting the Worker’s injury claim form.
WorkSafe’s current claim form guidance tells workers to give the completed form to the employer “as soon as possible,” and notes that if your employer refuses to accept it, you can lodge it directly with the employer’s agent or with WorkSafe. :contentReference[oaicite:4]{index=4}

The Act sets out timing rules for different types of compensation claims. In section 20, it says (in summary):

• For weekly payments, a claim must be made as soon as practicable after the incapacity becomes known. :contentReference[oaicite:5]{index=5}
• For some categories of claims (including certain services/expenses), there are specific time limits (explained below). :contentReference[oaicite:6]{index=6}
• The Authority or self-insurer can waive or extend a time limit if there’s a special excuse. :contentReference[oaicite:7]{index=7}

The practical takeaway:
Don’t treat 30 days as the “safe” deadline for the claim form.
The 30-day rule is mainly about notice. For the claim itself, the law uses “as soon as practicable” for weekly payments, which is a reasonableness test that can become a dispute point if you delay.

Time Limit for Weekly Payments Claims

Weekly payments apply when your work injury causes incapacity — for example, you can’t work at all, or you can’t work your usual hours/duties.

Under section 20(8)(a) of the Act, a claim for compensation in the form of weekly payments must be made as soon as practicable after the incapacity arising from the injury becomes known. :contentReference[oaicite:8]{index=8}

What does “as soon as practicable” look like in real life?

It usually means:

• You report the injury quickly
• You see a GP and obtain a certificate of capacity if you need time off
• You lodge the claim form without unnecessary delay

If you wait months after you stop working (or after your doctor says you’re unfit), you may still have a claim — but you’re increasing the chance of disputes about causation, knowledge, and fairness to the employer.

Time Limit for Some Treatment/Service Expense Claims

In addition to weekly payments, WorkCover can involve claims linked to treatment and services.
The Act sets a specific time limit for certain claims under “Division 7 of Part 5” (and an equivalent earlier-law division), requiring the claim to be made within 6 months after the date of the relevant service. :contentReference[oaicite:9]{index=9}

This is a key example of why WorkCover timing isn’t a single number. Depending on what you’re claiming (weekly payments, specific services, other benefits), the timing rules can differ.

If you’re unsure what category your costs fall into, the safest approach is to lodge early and keep copies of all receipts and referrals. If there’s any question about whether you are within time, get advice quickly.

If You’re Late: Can the Time Limit Be Extended?

Sometimes life happens. You might be hospitalised, dealing with mental health symptoms, intimidated at work, or simply unaware of the process.
Victorian WorkCover law recognises that.

In the Act, section 20(9) allows the Authority or self-insurer to waive or extend an applicable time limit if it is satisfied the person had a special excuse for not making the claim in time. :contentReference[oaicite:10]{index=10}

And WorkSafe’s Claims Manual notes that an agent can waive or extend the 30-day timeframe for giving notice in certain circumstances (for example where it was not reasonably practicable to give notice, or where failing to do so would cause serious injustice). :contentReference[oaicite:11]{index=11}

What you should do if you think you’re out of time

Don’t guess and don’t give up. Instead:

• Gather your timeline (symptoms, awareness date, medical visits, work events)
• Collect evidence of why notice/claim wasn’t practicable earlier
• Lodge as soon as possible anyway
• Get advice before you write long explanations that could accidentally harm your position

Many “late” cases turn on how clearly you can explain awareness and practicality — and whether the employer has been unfairly prejudiced by the delay.

Employer Deadlines After You Submit Your Claim

Once you give your claim form to your employer, the clock starts for them too.
The current WorkSafe Worker’s injury claim form states that employers must complete Part B and send it to their agent
no later than 10 calendar days after receiving the worker’s completed Part A. :contentReference[oaicite:12]{index=12}

WorkSafe’s Claims Manual also refers to employer forwarding requirements within 10 days (including forwarding any medical certificate within 10 days of receiving it). :contentReference[oaicite:13]{index=13}

Why this matters for you

If your employer sits on your form, you can lose valuable time and momentum in your recovery and support. That’s why the form itself says that if you have difficulty giving it to your employer, or they refuse to accept it, you can lodge it directly with the agent or WorkSafe. :contentReference[oaicite:14]{index=14}

Special Timing Rules When Your Claim Includes a Mental Injury

If your claim includes a mental injury, there are additional fast notification obligations for employers.
The current WorkSafe claim form states:

• Within 3 business days of receiving the claim, the employer must send the agent Part A
• Within 10 calendar days, the employer must send the agent Part B and other documents listed

These requirements are explicitly printed on the claim form. :contentReference[oaicite:15]{index=15}

Practically, this means if your claim includes psychological injury or mental health conditions, it’s even more important that your paperwork is complete and lodged promptly, because early support pathways may hinge on timely notification.

Step-by-Step: What to Do in Melbourne If You’re Injured

Step 1: Report the injury (do it in writing)

WorkSafe says you should report the injury to your manager as soon as possible and within 30 days. :contentReference[oaicite:16]{index=16}
If you can, email HR or your manager and ask them to confirm receipt.

Step 2: See a GP and get the right documentation

If you need time off or reduced duties, you’ll usually need a certificate of capacity.
The WorkSafe claim form explains that if you’re claiming weekly payments for time off work, you must have a certificate of capacity for each period you are off work, and the first certificate must be issued by a medical practitioner (not a psychologist) and cannot exceed 14 days. :contentReference[oaicite:17]{index=17}

Step 3: Lodge the Worker’s injury claim form

Give the completed form to your employer as soon as possible. If they won’t take it, lodge it with the employer’s agent or WorkSafe (the form explains these options). :contentReference[oaicite:18]{index=18}

Step 4: Keep your own file

Save copies of:

• Your written notice (email/text)
• The completed claim form
• Medical certificates and reports
• Receipts for treatment and medication
• Any incident reports, witness details, or photos

Step 5: If you’re worried you’re late, act now (and get advice)

Don’t wait for “the perfect time.” If time limits are in play, speed matters — and so does how you explain the timeline.
The Act allows time extensions for special excuse in some circumstances. :contentReference[oaicite:19]{index=19}

Delayed Symptoms, Gradual Injuries, and “Date You Became Aware”

One of the most stressful situations is when you didn’t realise you had a work injury until later — especially with:

• Neck/back injuries that worsen over time
• Repetitive strain injuries (wrists, shoulders)
• Psychological injuries (anxiety, depression, PTSD, adjustment symptoms)

The law’s 30-day notice requirement is tied to the date you became aware of the injury, not always the date of the first symptom. :contentReference[oaicite:20]{index=20}

In real life, disputes often turn on what “aware” means for you. A common pattern looks like this:

• You have symptoms but keep working
• A GP or specialist tells you it is a workplace injury (or you need time off)
• You then realise it’s not just “soreness” or “stress” — it’s an injury/condition requiring treatment

If that’s your situation, the best thing you can do is document:

• When you first sought medical treatment
• What you were told by the doctor
• When your capacity changed (reduced hours, time off, modified duties)
• When you first notified your employer (and how)

Common Mistakes That Blow Out Your Time Limit

These are the mistakes that show up over and over:

• Only telling a co-worker instead of your manager/HR (and having no written record)
• Assuming casual workers can’t claim (they often can — but you still must report and lodge properly)
• Using sick leave for weeks while never reporting the injury as work-related
• Waiting until you resign and then trying to lodge (timing and procedural issues can become harder)
• Letting the employer “handle it” without keeping copies of what you submitted
• Not understanding “as soon as practicable” for weekly payments and delaying the formal claim

If you’re reading this and recognising your own situation, you’re not alone. The fix is usually simple:
report in writing, lodge the claim form, and get help if you meet resistance.

FAQ’s

Is it 30 days to lodge the claim, or 30 days to report the injury?

The legal 30-day rule is primarily about giving notice to your employer within 30 days after you become aware of the injury (WIRC Act s18). :contentReference[oaicite:21]{index=21}
WorkSafe also says you have 30 days from the injury date to report the injury to your manager. :contentReference[oaicite:22]{index=22}
The claim form should be lodged as soon as possible, and weekly payments claims must be made “as soon as practicable” after incapacity becomes known (WIRC Act s20). :contentReference[oaicite:23]{index=23}

What if I reported it late because I didn’t realise it was a workplace injury?

The notice rule runs from when you became aware of the injury, and there are circumstances where the 30-day notice timeframe can be waived or extended (WorkSafe Claims Manual). :contentReference[oaicite:24]{index=24}
The Act also allows a time limit to be waived/extended for a “special excuse” for certain claim time limits. :contentReference[oaicite:25]{index=25}

How long does my employer have to send my claim to the agent?

The current Worker’s injury claim form states employers must send Part B to their agent no later than 10 calendar days after receiving your completed Part A. :contentReference[oaicite:26]{index=26}

What if my employer refuses to accept my claim form?

The WorkSafe claim form says if your employer refuses to accept the claim form (or you have difficulty giving it to them), you can lodge it directly with the employer’s agent, or with WorkSafe. :contentReference[oaicite:27]{index=27}

Are there different time limits for treatment expenses?

Yes, there can be. The Act includes a specific requirement that certain claims be made within 6 months after the date of the relevant service (WIRC Act s20(8)(c)). :contentReference[oaicite:28]{index=28}

Final Thoughts

The most important WorkCover “deadline” in Victoria is the one people don’t take seriously until it’s too late:
report the injury in writing as soon as possible — and remember the law generally requires notice within 30 days after you become aware of the injury. :contentReference[oaicite:29]{index=29}

After that, lodge your claim promptly. Weekly payments claims must be made “as soon as practicable” after incapacity becomes known, and some expense/service claims can have specific time limits too. :contentReference[oaicite:30]{index=30}

If you’re worried you’re out of time, don’t assume you have no options. Victorian law and WorkSafe processes recognise that there can be valid reasons for delay, including “special excuse” pathways and time extensions in appropriate cases. :contentReference[oaicite:31]{index=31}

Recommendation (Melbourne, Victoria):
If you’re uncertain about WorkCover time limits, dealing with a late notice/late claim issue, or facing a dispute about liability, consider speaking with
Hymans Legal.
Phone: 1300 667 116