Accident at Work Solicitors

Dismissing an employee for bringing a genuine personal injury claim can give rise to separate employment law consequences. If you are treated detrimentally, tell us promptly so it can be addressed.

Often yes. Employers' liability insurance is compulsory and it may be possible to trace the historic insurer even where the company has been dissolved.

Not necessarily. Where an employer failed to supervise or enforce its own rules, responsibility is frequently shared rather than falling wholly on the worker.

Duties may sit with the end-user occupier, the agency, or both. We will identify the correct defendant before proceedings are issued.

Ask through the appropriate workplace process and keep your request. Check the entry for factual accuracy; record corrections clearly rather than changing someone else's account without explanation.

Describe the task and controls you actually knew about. A solicitor can consider what documents may be relevant rather than asking you to obtain material through unauthorised access.

Yes. Keep records you legitimately hold and explain what training involved in practice. Signing an attendance sheet does not describe every instruction or the conditions on the accident date.

Yes. Keep payslips and absence dates and identify payments already received. This helps avoid presenting salary that was paid as income you lost.

Record the machine, fault and reporting history without using unsafe equipment to demonstrate it. Preserve photographs and relevant messages you are authorised to hold.

No. Safety reporting and investigation serve a different function from a civil claim. Give the report reference if known, but seek advice about the separate compensation process.

Yes. State your start date, role and training arrangements. If you also face employment action, explain it separately so the appropriate advice and deadlines can be identified.

Describe the load, frequency, space, equipment, assistance and instructions. Avoid reducing the account to weight alone when the working method or repeated task may matter.

Identify your employer, the site operator and who directed the task. Responsibility may require examining more than one organisation's role.

Retain lawful copies with dates and context. Explain whether the concern related to the same hazard and who received it; an isolated screenshot may omit important replies.

Explain the work task, equipment and arrangements with the employer. An injury occurring at home is not automatically work-related or automatically outside an assessment.

Read it carefully and distinguish what you recall from what others told you. Keep a copy and seek advice about any wording you do not understand.

Keep evidence of the usual pattern and the shifts missed because of injury. A claim for overtime should be grounded in records rather than the maximum you might have earned.

Record additional tasks done by others, dates and time where practical. Separate ordinary household responsibilities from extra assistance caused by your work injury.

No, but the processes may overlap factually. Provide the grievance and response so advice can account for both without assuming one protects deadlines in the other.

Bring medical restrictions, proposed duties and correspondence about adjustments. Describe the physical requirements of the job and any difficulties experienced after returning.