Industrial Accident Victim Receives £350,000 in Compensation

Despite rigorous health and safety improvements over the years, industrial accidents are still not as rare as they could be. However, as a High Court case showed, it is a personal injury lawyer’s mission in life to expose negligence and ensure that victims are justly compensated.

The case…

Dec 18, 2023

Pexels magda ehlers 2569842 1024x683

Despite rigorous health and safety improvements over the years, industrial accidents are still not as rare as they could be. However, as a High Court case showed, it is a personal injury lawyer’s mission in life to expose negligence and ensure that victims are justly compensated.

The case concerned a middle-aged plant operator whose left arm was crushed as he attempted to retrieve a piece of metal that had become caught in a heavy machine. He needed extensive skin grafts and underwent a succession of operations to fixate shattered bones. His recovery was complicated by infection; the limb had to be immobilised for many months and, despite gruelling rehabilitation, he remains significantly disabled.

After he lodged a personal injury claim, the company for which he was working at the time admitted liability for the accident in full. However, the case was complicated by his diagnosis with a rare neurological condition about two years after the accident. The condition, which was unconnected to the accident, affected the value of his claim in that it greatly reduced his life expectancy and would probably have rendered him unable to work in any event.

His legal team, however, succeeded in overcoming those difficulties by negotiating a £350,000 lump-sum settlement of his claim. In approving that outcome, the Court expressed its deepest sympathy and noted that his last years of healthy life had been blighted by the accident. Although his condition was progressive, the Court hoped that the settlement would enable him to live as comfortably as possible.

Dismissal for Failure to Disclose Earlier Dismissal Not Unfair

The Employment Appeal Tribunal (EAT) has rejected a man’s appeal against a decision that he had not been unfairly dismissed for failing to disclose a previous dismissal and a subsequent three-month employment gap on his job application. The man had started working for the Home Office in 2002. In 2016 he was dismissed for gross misconduct. He brought Employment Tribunal (ET) proceedings and a conciliation settlement was reached, the terms of which did not alter the basis of his dismissal. In…

Sexual Harassment and the Rights of Accused Employees – Guideline Ruling

Sensible employers take accusations of sexual harassment very seriously indeed. As an Employment Appeal Tribunal (EAT) ruling underlined, however, the rights of any employee accused of such harassment must be treated with equal gravity. The case concerned a male scientist who was accused of sexual harassment by a female colleague. Following a lengthy grievance procedure, a panel found, on the balance of probabilities, that he had attempted to hug and kiss her when they were in a car together…

Employer Cleared of Liability for Disruptive Pupil’s Attack on Teacher

Teaching troubled children whose behaviour may be challenging, even violent, is not for the faint hearted. However, as the Court of Appeal emphasised in an important ruling, schools can only do what is reasonable to protect staff from injury. The case concerned a teacher who was injured when a six-year-old child became violent whilst being segregated in a room set aside for calming down disruptive pupils. Her soft tissue injuries healed within weeks, but she lodged a substantial compensation…