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News Report Page 8 of 11
Publication Date:-
2020-02-23
News reports located on this page = 2.

Employees letting injuries at work go because they are concerned about potential backlash

EMPLYEES injured at work are choosing not to take action against their employer because they are concerned it might lead to their dismissal, according to a leading solicitor. James Barker, head of personal injury at Kirwans law firm, said that a number of employees are failing to take civil action, leaving them struggling with the loss of income caused by unpaid time off work and painful injuries. As a result, many poor work practices are going unchallenged, leaving employees vulnerable to physical injury and mental health problems. James said:- "I am increasingly hearing anecdotal evidence of cases where people have been injured at work but have chosen not to seek redress because they're convinced that doing so could result in disciplinary proceedings and their eventual dismissal. This is extremely concerning, because not only does it mean that people are failing to claim compensation that is owed to them, but also that those employers; and I must stress that they are in the minority - who behave in an unscrupulous manner are able to continue doing so, safe in the knowledge that they are unlikely to be challenged."

James said it is vital that employees understand their rights when it comes to health and safety at work, in order to ensure that they and their colleagues are protected from potential injury. Adding:- "With regards to the protections offered by the law in terms of ensuring their wellbeing at work, the Health and Safety at Work etc Act 1974 (HSW Act) is a piece of legislation which is enforced, in most cases, by the Health and Safety Executive (HSE) and Local Councils. Employers should carry out risk assessments for both low and higher risk activities, and there are some general health and safety basics that employers should have in place.

These include:-

The appointment of a competent person to help meet health and safety requirements.

► A health and safety policy that all employees are aware of.

► Ensuring employees are aware of 1st aid arrangements and having a 1st aid kit.

► Displaying the health and safety law poster.

► Carrying out risk assessments.

► Consulting employees on health and safety practices.

► Having employers' liability insurance in place.

► Having the right workplace facilities.

► Ensuring that employees are provided with suitable and safe equipment.

► Carrying out risk assessments and providing suitable protective equipment for employees dealing with hazardous substances.

► Providing information and training where necessary.

► Having the right workplace facilities.

► Reporting accidents and illnesses."

And while concerns about potential repercussions are understandable, Lindsey Knowles, Head of Employment Law at Kirwans, said employees cannot be dismissed for bringing a personal injury claim against an employer. Lindsey explained:- "There are employment laws in place to protect employees who bring forward cases, so no worker should ever feel frightened of doing so. Employers have a responsibility to make sure that, while employees are at work, they are protected against personal injuries and accidents. In the event that they experience an accident or injury, they have the right to seek compensation. Should they choose to do so, they cannot by law be sacked or be made to feel they need to leave their job; also known as constructive or unfair dismissal; as long as they have completed at least two years, or 103 weeks, service. Should this occur, they will have further grounds for another claim against their employer. Those employees without 2 years of service are still protected if the dismissal relates to whistle blowing in relation to a health and safety issue, in which case it can be automatically found to be unfair. Employees with under 2 years' service should take legal advice on how best to protect their employment position before bringing a personal injury claim."


Hospice draws help from homebuilder

Caption: Redrow’s Yvonne Gaskill helps Anita Johnson and Joan Jones measure up for new blinds for The Marie Curie Hospice, Liverpool

THE Marie Curie Hospice, Liverpool, has received a donation from Redrow's Allerton Community Fund to help make cosmetic improvements to its patient and visitor areas. The Hospice, on Speke Road in Woolton, cares for around 1,200 patients and their families each year providing social, practical, emotional and spiritual support. It costs ₤5.2 million to run annually. Marie Curie Community Fundraiser for Liverpool Antony Jones approached Redrow for help with giving 1 of the most versatile areas of the Hospice a fresh new look. Antony explained:- "The Hospice conservatory is a hive of activity hosting day therapy lunches, ROOTS day therapy sessions, events for families and is also used as a meeting space. It was looking weathered and worn and we wanted to give it a refresh to make the space more welcoming for our patients and families.  Many of the blinds were broken and no longer fit for use. With Redrow's help we've been able to order made to measure blinds helping make people feel welcome whether they're staying in the Hospice or just here for the day either as an outpatient or visitor."

The Hospice received almost ₤1,400 from Redrow's ₤10,000 Allerton Community Fund. The voluntary fund has been shared between local groups and good causes. It is in addition to Redrow's statutory obligations linked to the 100 home Allerton Gardens development, off Woolton Road, in Allerton, just a few miles from the Hospice. Elaine Mounsey, area sales manager for Redrow Homes (NW), said:- "Marie Curie Hospice, Liverpool, is a fantastic charity providing much needed support to people with terminal illnesses and their families. Helping with cosmetic improvements is our way of thanking the Hospice for all that they do for the community."

 
      
 
   
 
 
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