Not Every Accident Can be Explained – Workplace Head Injuries Ruling

Judges are experts at uncovering the truth but, in rare cases, it is simply not possible to decisively establish the cause of an accident. That was so in the case of an HGV driver who had no memory of an incident which left him with life-changing head injuries.

The man had been cleaning…

Nov 04, 2021

Pexels pixabay 532079 1024x681

Judges are experts at uncovering the truth but, in rare cases, it is simply not possible to decisively establish the cause of an accident. That was so in the case of an HGV driver who had no memory of an incident which left him with life-changing head injuries.

The man had been cleaning his tractor unit before he was found unconscious in the yard of the crane hire company he worked for. Due to the severity of his head injuries, he had no recollection of how he suffered two blows with a hard, flat, blunt object. The hard hat that he had been wearing was found lying undamaged nearby and a CCTV camera that might have recorded what happened was not working.

A personal injury claim was launched against the company on the basis that he had been struck by a hook block, weighing about three quarters of a tonne, that was attached to a nearby crane. In denying liability, however, the company pointed out that no witness had seen the crane move. A non-forensic examination of the hook block did not reveal any disturbance of a layer of dust and dirt that had accumulated on its surface.

In dismissing the man’s claim, a judge declared herself unable to reach a conclusion as to the probable cause of his injuries. One possible alternative explanation was that he had been assaulted with a weapon. Whilst making no firm finding that such an attack occurred, she concluded that the burden of proving that the hook block moved and caused the man’s injuries had not been discharged.

In rejecting his challenge to that outcome, the High Court acknowledged the serious consequences of his injuries. The judge’s reasoning was, however, sound and there was no flaw in her consideration of the evidence.

Employment Tribunal Blasts Operations Manager’s ‘Sham’ Redundancy

Employers all too often assert that a worker’s services are no longer needed when the real reason for their dismissal has nothing whatever to do with redundancy. As one case showed, however, employment judges were not born yesterday and are always on the lookout for such shams. The case concerned the former head of operations of an advertising sales company. He worked long hours, often at weekends and during his holidays. He had a difficult relationship with his line manager, however, largely…

Disability Discrimination – ET’s Reasons for Dismissing Claim ‘Inadequate’

One of the most fundamental principles of justice is that unsuccessful litigants must be given an adequate explanation of the reasons why they have lost. In the context of a disability discrimination claim, an Employment Tribunal (ET) was found to have failed in that basic task. The case concerned a probationary employee who suffered from medical conditions that amounted to a disability. She was dismissed, purportedly due to performance issues. She launched a direct discrimination claim on the…

Care Home Chef Accused of Breaching COVID-19 Bubble Unfairly Dismissed

Care home owners were possibly the hardest hit of all by the onset of the COVID-19 pandemic. As an Employment Tribunal (ET) ruling showed, however, the crisis did not relieve them of their obligation to treat staff fairly. In response to the first lockdown and the grave risk to residents, a care home owner took steps to organise its employees into an isolated ‘bubble’. A chef was amongst those who agreed to move into the home for the duration of the government restrictions, which were initially…