Workplace Injury Solicitors

Yes, you can claim against employers for injuries caused by their negligence or health and safety breaches. Employers have liability insurance covering employee injury claims. You’re legally protected from dismissal or victimisation for making legitimate injury claims.

Employers have legal duties to provide safe workplaces, proper equipment, adequate training, and safe working systems under Health and Safety at Work Act 1974 and other regulations. Breaches of these duties can give rise to compensation claims.

No, it’s unlawful for employers to dismiss or victimise employees for making injury claims. Dismissing someone for claiming compensation is automatic unfair dismissal. You have strong legal protection against retaliation.

Most employers understand injury claims are routine business matters handled by insurers. Many employers prefer employees claim properly rather than suffering financial hardship from work injuries. Claims are usually settled without affecting employment relationships.

You can still claim even if you were partly at fault. Compensation is reduced by your percentage of fault under contributory negligence rules. However, employers have primary responsibility for workplace safety and can’t simply blame employees.

Employers must anticipate that employees may make mistakes or take shortcuts and implement systems preventing injuries even when employees act carelessly. Many cases involve no contributory negligence despite employers’ allegations that employees should have been more careful.

Important evidence includes accident book entries, witness statements from colleagues, photographs of accident locations or equipment, medical records, risk assessments, training records, and health and safety investigation reports. Employers must investigate and record workplace accidents.

Report accidents to supervisors immediately and ensure they’re recorded in accident books. Seek medical attention promptly creating medical records of injuries. Take photographs of hazards or defective equipment. We can obtain employer records and health and safety documents during claim investigation.

Industrial disease claims arise when past or present working conditions cause illness or injury through exposure to hazards over time. Common examples include mesothelioma and asbestosis from asbestos exposure, noise-induced hearing loss, vibration white finger from power tools, occupational asthma, and repetitive strain injuries.

These claims differ from accidents at work because exposure may have occurred years or decades ago, more than one employer may be liable, and symptoms often take time to develop. We have a dedicated industrial disease service and advise on all types of occupational conditions.

Workplace injury claims must usually be brought within three years of accident dates or three years from when you realised injuries were caused by employer negligence. For occupational diseases, time often runs from diagnosis rather than when exposure occurred.

We recommend starting claims promptly while evidence is available and witnesses’ memories are fresh. Employers must keep accident records, risk assessments, and other documents that are crucial evidence for claims.

Yes, employers have a duty to protect employees from psychological harm as well as physical injury. You may have a claim if your employer knew you were under unreasonable pressure and failed to act, and you subsequently suffered a breakdown, depression, or other psychiatric illness as a result.

Stress at work claims are complex and require careful evidence. You generally need to show your employer was on notice of the risk to your health, failed to take steps to address it, and that this caused a recognised psychiatric condition. We have experience in acting in these cases and advise on your prospects honestly from the outset.