Regulatory responses to workplace fatalities in the construction industry in New South Wales, Australia: The compensation and support needs of surviving families

Introduction
The International Labour Organization advises that approximately 60,000 fatal workplace incidents occur in the construction industry annually and account for about 17 per cent of all workplace fatalities globally. Australia's response has been to call for improved occupational health and safety (OHS) and workers’ compensation arrangements. However, the human toll of the fatalities must also be considered when contemplating changes to legislation. Few studies examine the impact of fatalities for surviving families, particularly regarding the adequacy of government mechanisms designed to compensate and support families following workplace fatalities. This study was designed to identify the consequences of fatal workplace injuries for surviving family and the adequacy of official responses in addressing these needs.

Methods
In-depth interviews, conducted an average of three years after the fatalities (range 1- 20 years), explored the consequences of fatal workplace injuries for seven surviving families (18 family members). Content analysis of interview transcriptions was undertaken using a coding consensus scheme developed by two coders and further themes were derived from the data during the course of the coding.

Results
Participants reported significant social, health and financial consequences following the fatality. They revealed a bereavement complicated by insensitive treatment by authorities, significant bureaucratic problems, and inappropriate nature and timing of official support responses. Exposure to procedural uncertainty and lack of information that continued for many years led to a sense of isolation and abandonment by government OHS mechanisms.

Discussion
This is one of the first studies to examine the adequacy of official responses to the compensation and support needs of families following fatal workplace injuries. Findings suggest the need to improve communication protocols and the nature and timing of compensation and support services. Findings are discussed using a model that incorporates well-defined concepts from organisational justice in a ‘demand-control-support’ stress framework.