Are ‘Smart’ Motorways Safe? High Court Ruling Begs the Question

Are so called ‘smart’ motorways, which lack hard shoulders, safe? An answer to that question was implicitly begged by a High Court case concerning a catastrophic accident involving a minibus filled with university students, one of whom died.

The university-owned minibus was returning from…

Oct 07, 2022

Quaid lagan cxr46yrijd4 unsplash 683x1024

Are so called ‘smart’ motorways, which lack hard shoulders, safe? An answer to that question was implicitly begged by a High Court case concerning a catastrophic accident involving a minibus filled with university students, one of whom died.

The university-owned minibus was returning from a sporting event along a stretch of smart motorway when it began to lose power. After a dashboard warning light came on, the driver pulled into an emergency refuge area (ERA). About 22 seconds later, he drove back onto the motorway. The minibus only went about 145 metres before coming to a halt with its hazard lights on. Three passing cars managed to avoid the stranded vehicle before it was struck by a lorry going at about 56 mph.

A damages claim was launched on behalf of the estate of the student who died and three others, who sustained serious injuries, against the lorry’s driver and its insurer. They admitted primary liability for the accident but asserted that the minibus driver had been negligent in rejoining the motorway. On that basis, they contended that the minibus’s insurer should contribute to the damages payable.

Clearing the minibus driver of all blame for the accident, however, the Court found that, when parked in the ERA, he turned the minibus’s ignition off and on again, thereby clearing the dashboard warning light. The vehicle’s engine would thereafter have appeared to function normally, both when it was stationary and when it was picking up speed to rejoin the motorway.

The properly and professionally maintained minibus had not previously sustained a total loss of power and its driver could not reasonably have foreseen that, seconds after leaving the ERA, it would come to a complete halt. Even if a partial loss of power were foreseeable, the driver would have anticipated that the vehicle was capable of safely limping on, albeit at reduced speed.

Once he had committed to rejoining the motorway, there was almost nothing he could do when the minibus began to lose power. There was no hard shoulder and there was a fixed barrier preventing him from leaving the carriageway. He switched on the hazard lights about 12 seconds after leaving the ERA and the Court concluded that he could have done no more.

Workplace Harassment Can Be Downright Cruel – You Don’t Have to Take It

Harassment in the workplace can descend into downright cruelty and employers who fail to stamp out such behaviour can expect to pay a heavy reputational and financial price. In a case on point, a sandwich shop worker who endured her line manager’s wounding comments received substantial compensation. The woman, who was in her probationary period at the shop, was being treated for a number of medical conditions, which amounted to a disability. Her numerous allergies required her to carry an…

Making Managerial Changes? Transparency is Always the Best Policy

When changes are being made to a company’s management structure, transparent consultation with those affected is always the best policy. An Employment Tribunal (ET) made that point in the case of a senior executive whose role was steadily reduced to the point where he felt that resignation was his only option. The man was employed as the operations director of a multinational business’s UK division. He was also one of the company’s statutory directors. The company was undergoing globalisation…

Furlough Whistleblower Succeeds in Automatic Unfair Dismissal Claim

Employees are entitled to insist that their employers abide by their legal obligations and should never be penalised for doing so. The point was made by the case of a woman who pointed out that a meeting with her boss had extended beyond her agreed working hours under the COVID-19 furlough scheme. The sales manager was on part-time flexible furlough during the pandemic and, on most days, her agreed working hours were between 10am and 4pm. During a performance review meeting with her boss, she…