If you feel uncomfortable in the workplace because your employer or a work colleague intentionally creates a bad atmosphere by intimidating, humiliating or offending you, you could be entitled to file a harassment in the workplace claim. Being bullied in the workplace is against the law and is covered under the Equality Act 2010. If you can prove bullying and harassment takes place, you should contact a lawyer who specialises in harassment at work claims because if you are an employee in England, you could be entitled to seek compensation from your employer.

The Definition of Harassment in the Workplace

The definition of harassment at work could include the following:

• Being verbally abused by an employer or work colleague
• Being asked extremely personal questions which includes details about your religion or a disability
• Posters being put up that make you embarrassed and uncomfortable
• Having rude gestures aimed at you
• Someone making rude facial expressions at you
• Being told rude jokes which are sexual in nature
• Hearing comments that you find are offensive

Sometimes an employer or a work colleague might try to explain that any of the above is merely friendly banter, but it can still be deemed as being harassment at work providing the behaviour meets the criteria as defined in the Equality Act. It is also worth noting, that some serious cases of bullying and harassment in the workplace could also be seen as criminal which includes when you are threatened physically or assaulted sexually.

Discrimination Law Relating to Harassment

Under the law, any type of harassment has to be a behaviour towards you that you did not want and is referred to as being “unwanted conduct”. You would have to be sure that whoever was harassing you at work meant for you to feel uncomfortable in a certain way. You may have felt “that way” even if the person who was harassing you had no intention of doing so. This does not excuse the behaviour as defined by the Equality Act which is referred to a “purpose or effect”.

Should the person you felt was harassing you did not intend to make you feel uncomfortable, you must show that it was “reasonable” for you to “feel” that way about their conduct. You would have to show the “purpose or effect” of the person’s conduct violated your self-respect or that the conduct/behaviour created the following:

• An environment where you felt humiliated
• An environment where you felt offended
• An environment where you felt intimidated
• An environment that you felt was hostile towards you
• An environment that made you feel degraded

Where discrimination law is concerned, you would have to prove that one of the 3 sorts of harassment was evident which are as follows:

• An unwanted behaviour/conduct is related to one of the relevant “protected characteristics”, examples being race or sex
• An unwanted behaviour/conduct is sexual in nature
• Being treated unfairly due to rejecting or submitting to unwanted sexual advances or behaviours that relate to sex or gender reassignment which is referred to as being “treated less favourably”

 It is worth noting that unwanted conduct or behaviour in the workplace does not necessarily have to be directed right at you. Should you overhear a work colleague making jokes of a racist nature or comments about you to each other, this is still deemed as being harassing conduct towards you as covered in Section 26 of the Equality Act 2010.

What Are Protected Characteristics?

Under the Equality Act, you are protected against harassment in the workplace that is directly linked to “protected characteristics”. Examples of protected characteristics being your religion or the fact you may be disabled.

If you feel you are being bullied or harassed in the workplace because you are pregnant or on maternity, you can file a suit against an employer because you are being harassed due to your sex/gender. Protected characteristics under the Equality Act are as follows:

• Age
• Disability
• Gender reassignment
• Race
• Religious belief
• Sex – man or woman
• Sexual orientation

Could My Employer Be Held Liable for Harassment in the Workplace?

If you are a worker who is protected by the Equality Act 2010, you would be entitled to file legal action against your employer should you feel you are being harassed in the workplace. It is worth noting that a written contract of employment is not necessary for an employer to be held responsible if you are discriminated against in the workplace. You can file a harassment claim if you are employed as any of the following:

• An apprentice
• An employee
• Working under an “agreement” between you and the employer stating that you would carry out work for them for an agreed sum of money that the employer would pay you
• A former employee

You are protected under the Equality Act if you are a casual worker or you work zero hours. Some self-employed people and freelancers are also covered by the Equality Act. However, extra rules apply to people employed by one company but who work for another company, an example being agency workers. With this said, if it is written into your contract of employment that you can be sent to work for someone else, you may also be protected.

Your employer would be held responsible if you are harassed by a work colleague in the workplace or when you attend any of the following:

• Business trips
• Organised work-related events
• Social events that are organised by the business/company – an example being a Christmas party

An employer and the person who harasses you could both be deemed responsible for the unwanted behaviour/conduct because an employer is responsible for the actions of all the people who are in their employment. This is referred to in law as “vicarious” liability.

It is worth noting that you cannot hold an employer responsible if a customer or workers/staff from other companies harass you in the workplace, although your employer does have a duty to ensure that you are protected from discrimination should they be aware of the situation. With this said, if you are discriminated against by a someone like a consultant who has been given authority by your employer, you could hold your employer responsible for the consultants conduct which is referred in law as the consultant being an “agent”.

It is also worth noting that an employer would be held responsible if you are discriminated or harassed in the workplace whether they are aware of the situation or not providing they cannot show they did everything in their power to prevent this type of unwanted conduct from happening in the workplace.

Who Would I File a Harassment in the Workplace Claim Against?

Although both the work colleague and your employer could be held responsible for the unwanted behaviour that was shown towards you at work, it is better to file a harassment in the workplace claim against your employer rather than the work colleague who harassed you.

The reason being that by making a claim against a workmate can lead to further harassment and unsolicited contact, more especially if the person gets hold of your personal information like your home address and personal telephone number. By taking action out against your employer, you would be dealing with either a solicitor who represents your employer or a person in the HR department of the business.

However, if you feel that by taking action out against an employer might lead to the following, you should seek legal advice from a solicitor who specialises in bullying and harassment claims:

• Your employer may argue that they cannot be held responsible for the actions and conduct of a work colleague
• Your employer could close the business and stop trading with an end goal being to avoid any legal action being taken out against them

In some cases of harassment in the workplace, it could be that someone else in the company instructed a work colleague to act in this way. An example being an employer telling the person who hires staff not to take on anyone who is over the age of 50. In which case both the employer and the person who is paid to hire staff, would be held responsible which in law is referred to as “aiding discrimination”.

Examples of Harassment and Bullying in the Workplace

If you feel that you are being harassed or bullied in the workplace, but the unwanted behaviour is thought of as being acceptable, you should still seek legal advice on whether you could file a claim against your employer more especially if you feel that it is affecting your overall health and well-being both at work and in your personal life. Examples of harassment and bullying that you could be subjected to in the workplace include the following:

• Receiving direct threats about your job performance and security – this also includes hearing rumours or comments
• Not being taken into consideration for promotion or other working opportunities as well as being overlooked when it comes to bonuses or other financial awards
• Frequently being given the worst and most unpleasant tasks which can be thought of as pointless jobs
• Not being given credit for the good work that you do
• Your commissions are decreased or taken away for no good reason
• Constantly receiving unconstructive criticism
• Overzealous supervision of what you are doing in the workplace
• You are “set up” to fail at the job you are tasked to do
• Having important information about someone withheld from you
• You are deliberately ignored and excluded from meetings, events and left out of communications
• Having a work colleague use detrimental language about you in public or in front of a work colleague

Should any of the above apply to your work situation, you have the right to seek compensation for the mental anguish you have had to endure. This type of conduct and behaviour is illegal and should be reported to your employer or management. If nothing is done to redress the situation, you should seek legal advice from a firm of lawyers who specialise in bullying and harassment in the workplace claims.

How to Start a Bullying and Harassment in the Workplace Claim

If your employer or a work colleague is making your working life miserable because of bullying and harassment in the workplace, you should contact a solicitor straight away, even if you have made an official complaint to management. However, you would need to provide proof that your employer was negligent when it came to protecting you from being harassed while in their employment. The sort of evidence that would be required includes the following:

• A report detailing the psychological and psychiatric damage that you suffered because of being bullied and harassed at work
• A report on how the unwanted behaviour negatively impacted your personal life and relationships
• A report detailing that the mental anguish and physical damage you suffered would require long-term therapy
• A report detailing the fact that you suffer from post-traumatic stress disorder – whether short or long-term

All of the above would be needed to validate a bullying and harassment at work claim. The more evidence you can provide that you suffered due to the unwanted conduct and behaviour of an employer or a work colleague, the stronger your case would be. If you had to put up with this type of situation in the workplace over a long period of time, keeping a diary of the events would strengthen your bullying and harassment at work claim even more.

You should then contact a firm of lawyers who specialise in this type of claim. The solicitor would typically offer you a no obligation, initial consultation which is normally free of charge. This allows a solicitor to assess your case and once they are satisfied that you have a strong bullying and harassment at work claim against an employer or a work colleague, they would offer to represent you on a No Win No Fee basis. This means that an expert in this type of work-related claim can begin working on your case without requesting that you pay a retainer for them to do so. You would not have to pay any ongoing fees as your claim against an employer progresses.

Should your employer deny responsibility for the unwanted conduct and behaviour in the workplace that you had to endure, the solicitor would investigate their claims before deciding whether to file a court case against them.

What Type of Compensation for Bullying and Harassment at Work Could I Claim For?

When it comes to claiming compensation for bullying and harassment at work, like all personal injury claims, you would be awarded “general damages” and “special damages” when your case is upheld whether it goes to court or your employer’s insurance provider chooses to settle your claim “out of court”.

General damages are awarded for the following:

• Your pain and suffering
• The mental anguish and trauma you had to endure
• Whether the effects of being bullied and harassed at work were such that they would affect the remainder of your life

Special damages are awarded in a successful bullying and harassment claim for the following:

• Your loss of earnings
• The loss of any future earnings
• Your medical expenses
• Any future medical expenses
• Travel expenses
• Care costs

Should I Sue My Employer for Bullying and Harassment at Work?

Bullying and harassment in the workplace is quite a common occurrence and although many people choose to turn a “blind eye” to this type of unwanted conduct and behaviour, it is against the law. As such, if you are bullied or harassed whether by a work colleague or an employer, you have the right to sue them and to be awarded compensation for the mental anguish you had to endure whether over a short period of time or more long-term.

Providing you have enough evidence that you suffered because of the unwanted behaviour and that your employer could be held responsible, you are entitled to file a bullying and harassment at work claim against them. Employers must by law make sure that you are protected from this type of behaviour when you are in their employment and if they fail to do so, they could be held responsible even if the bullying and harassment was done by a work colleague.

Employers must by law have liability insurance in place and the policy must be provided by a recognised insurance company. The policy must also meet the legal minimum requirement as laid out in the Employers Liability Compulsory Insurance Act 1969. Should an employer fail to have the necessary insurance in place, they would face hefty fines which would be issued by the enforcing authority. As such, when you file a bullying and harassment at work claim against your employer, it is their insurance provider who would deal with the case and they would pay the compensation in a successful claim.

What are My Workers Rights if I Am Bullied or Harassed in the Workplace?

Your worker’s rights are protected and this includes when you are bullied or harassed at work. In short, you have the right to seek compensation for the pain and mental anguish you had to endure due to the unwanted conduct and behaviour of an employer or work colleagues. Your rights include the following:

• That your job is secure even if you seek compensation from an employer for bullying and harassment in the workplace
• That you can file a bullying and harassment claim against your employer without fear of further discrimination

Is There a Time Limit to Filing a Bullying and Harassment Claim Against an Employer?

As with all personal injury claims, the statutory time limit that you have to file a bullying and harassment claim against your employer, is 3 years. However, if you were under the age of 18 when the bullying and harassment occurred at work, the 3 year statutory time limit starts from the date of your 18^th birthday.

Can My Employer Fire Me For Filing a Bullying and Harassment at Work Claim?

You cannot be fired because you seek compensation from your employer for having been bullied and harassed while you were in their employment. Your employer would be acting illegally if they threaten you with the sack or redundancy if you choose to seek compensation for the mental anguish you had to suffer. If you feel threatened in any way, you should contact a solicitor immediately because you could be entitled to file further legal action against your employer.

What Are the Advantages of Working With a Solicitor on a Bullying and Harassment at Work Claim?

Because bullying and harassment at work claims are often complicated legal processes where proving responsibility can be challenging, it is far better to seek the help of a firm of lawyers who specialise in this type of complex claim. The earlier you consult a solicitor the better because it avoids falling foul of the statutory time limit associated with personal injury claims. Working with a solicitor offers many advantages, some of which are listed below:

• A firm of solicitors would have access to legal libraries which they can reference as needed when defending your bullying and harassment claim against a negligent employer
• Your case would be thoroughly assessed before a solicitor would offer to represent you on a No Win No Fee basis if they find that you have a strong bullying and harassment claim against your employer. This would be established during an initial, no obligation consultation for which you would not be charged
• A firm of lawyers would begin communicating with your employer and their insurance providers once you enter into a No Win No Fee agreement with them and would do so without you having to pay any money upfront
• Having a Conditional Fee Agreement in place means you would not have to pay the solicitor ongoing fees as your bullying and harassment claim progresses
• A solicitor would respect all pre-action protocols and the 3 year statutory time limit associated with this type of claim
• A solicitor who works on your behalf would ensure that you receive necessary therapies should these be required which would be provided by independent specialists
• A solicitor would ensure that all negotiations are carried out in a timely manner and that you receive the level of compensation you deserve should your claim be settled “out of court”
• If your employer denies responsibility, a solicitor would investigate their claims before advising on whether a lawsuit should be filed against your employer or the person who bullied and harassed you in the workplace

One of the great advantages of working with a No Win No Fee lawyer, is that the “success fee” you agreed to pay them for their legal representation in a bullying and harassment claim, would only be payable when you are awarded the compensation either by a judge or in an “out of court” settlement. Should you lose your case, there would be nothing to pay because you signed a CFA with the firm of solicitors who handled your bullying and harassment claim.

Informative Links

If you would like more information about the Equality Act, the link below provides a lot of essential reading on whether you are protected:

The Equality Act

To find out more information about “protected characteristics”, please click on the link below:

More about Protected Characteristics

You can suffer a spinal cord injury at work in many ways which includes when you attempt to lift or to move heavier items. You could strain, tear or rip the muscles that support your spine or you may suffer a slipped disc which can be extremely painful and debilitating. According to statistics, injuries to a spine are quite common in the workplace and they often occur because employees and other workers are not given adequate training when it comes to manual handling.

Should you have suffered some kind of injury to your spine and you believe it could have been avoided had you received the right sort of training or because of employer negligence, you could be entitled to file a spinal cord injury at work claim providing your case meets certain criteria, to find out more please read on.

Workplace Spinal Injury Statistics

The charity BackUp published a report regarding spinal and back injuries in the workplace which shows that an estimated 40,000 people sustain this type of injury every year. Back pain and spinal injuries account for many lost working days which could be as a result of the following:

• Spending long hours working on a computer at work
• Long hours at the wheel of a vehicle while at work
• A slip, trip and fall causing damage to your back and spine
• Lifting and moving heavier items in the workplace

If you were not given the correct training to lift and move heavier items or your employer failed to keep you safe and you suffered a spinal cord injury as a consequence of their negligence, you could be entitled to seek compensation from them.

Consequences of Suffering a Spinal Cord Injury at Work

Should you have damaged your back or suffered some form of spinal injury in the workplace, it could mean that you have to take time off work to recover. Not only is an injury to your back extremely painful and debilitating, but not being able to bring in your weekly or monthly wage can add to the stress and anxiety you are already feeling.

Should you be able to prove that your spinal cord injury occurred through employer negligence in the last three years, you could seek compensation for your financial losses as well as the pain and suffering you had to endure.

What You Should Do If You Suffer a Spinal Cord Injury in an Accident at Work

The first and most important thing to do should you have injured your back at work, is to seek medical attention as soon as possible not only to avoid doing further damage to your spine but also to receive medication for any pain and discomfort you may be experiencing. Once you are able, you should gather as much evidence of the accident at work that left you injured as possible.

Should you not be able to do this because your spinal cord injury prevents you from doing so, you should ask a trustworthy work colleague to do this on your behalf. The evidence that would be needed should you wish to file for compensation against your employer, includes the following:

• Witness statements together with their contact details
• Proof that the incident occurred through no fault of your own but rather through employer negligence and this includes when the accident was caused by a work colleague because your employer could still be deemed liable for the injuries you sustained to your back
• Medical reports of the spinal injury you sustained which must be as detailed as possible
• Photos of where the accident at work happened and if available, CCTV footage of the accident
• Photos of your injuries

When filing an accident at work claim against your employer, the more proof you can provide, the stronger your case would be.

How Do I Start a Spinal Cord Injury Claim Against My Employer?

If you are unsure of how to begin a spinal cord injury claim against your employer, the best thing to do is to contact a firm of lawyers who specialise in personal injury claims. A solicitor would have vast experience in handling this type of claim for employees and other people which means that from the outset, your case would be professionally dealt with avoiding all the legal pitfalls that exist. Another benefit in contacting a firm of solicitors as soon as possible, is that they would offer a free, initial, no obligation consultation whether this is in a face-to-face meeting or an in-depth telephone conversation.

Once you can provide the firm of lawyers with all the evidence that is required when filling an accident at work claim and they have been able to assess the strength of your case, they would typically offer to represent you in your claim on a No Win No Fee basis. This takes all the financial stress of how to pay for legal advice and representation out of the equation, leaving you to focus on your spinal cord injury recovery.

What can be Claimed in a Spinal Cord Injury at Work Claim Against an Employer?

If you sustained a spinal cord injury at work and you choose to file a personal injury claim against your employer, there are specific things that can be included which are detailed below:

• Medical expenses incurred as a result of your spinal cord injuries
• Travel expenses that relate to your treatments and therapies
• Care costs whether you have to go into a care home or you require full time home help
• Rehabilitation and ongoing treatments/therapies
• The cost of home adaptations should this be necessary

What Are the Long-term Effects of Spinal Injuries?

Your spine is made up of many bones and should any of them be negatively impacted because you were involved in a workplace accident, it could lead to a catastrophic outcome which includes total paralysis. The long-term effects of having suffered spinal cord injuries in the workplace can be life-changing. As such, you may not be able to work or bring in a much needed wage which would put you and your loved ones, under tremendous financial pressure.

Some of the long-term effects of having suffered a spinal cord injury includes the following:

• Ongoing pain and discomfort
• Stress and anxiety
• Ongoing high medical expenses
• Organ dysfunction more especially bowels and kidneys leading to psychological damage
• Osteoporosis – studies carried out by the Spinal Cord Injury Zone show that should you suffer a spinal injury you are more likely to develop osteoporosis which in turn puts you more at risk of suffering further damage to other bones in your body

What Are the Most Commonly Reported Spinal Cord Injuries?

There are two types of spinal injuries which are as follows:

• Partial spinal injuries
• Complete spinal injuries

The most commonly treated partial spinal injury is when the sensory pathways that are found in the spinal cord are damaged which can lead to you suffering from anterior cord syndrome. This can cause movement and co-ordination issues.

Complete spinal injuries can be catastrophic and as a result could result in total paralysis from the neck down which is referred to as quadriplegia.

How is the Severity of a Spinal Cord Injury Assessed?

The severity of the spinal cord injury sustained in the workplace, would be assessed by a medical professional who would provide a detailed report of how the injuries you suffered to your spine would affect your future life. In short, your spinal injury must be accurately diagnosed by a medical specialist whether the damage is minor or a lot more severe.

A specialist would establish the extent of your injuries and how “treatable” they are whether through long-term therapy or through invasive surgical intervention. Should your spinal cord injury be catastrophic and you are left with partial or total paralysis, the specialist would provide a written report detailing the extent of your injuries and how your future life is negatively impacted. The medical report is crucial when it comes to seeking the right level of spinal cord injury compensation you would be awarded either through the courts, or from your employer’s liability insurance provider with 95% of personal injury claims being settled before they reach the courts.

What Level of Spinal Cord Injury Compensation Could I Receive in a Successful Personal Injury Claim?

The level of spinal cord injury compensation you could receive would depend on the the damage you sustained, how your future life is affected and whether the damage is so catastrophic that you would never be able to work again. All spinal injury claims are treated as being “unique” and as such, the amount could differ from the sum another employee receives for a similar spinal cord injury sustained in the workplace. With this said, the amounts provided below are given as a guideline of how much you may receive and are based on the Judicial Guidelines:

• Minor back injury, you could be awarded up to £10,970
• Moderate injuries, you could receive between £24,340 and £34,000
• Severe injuries, you could be awarded between £79,890 and £141,150
• Paraplegia, you could receive between  £192,090 and £249,27
• Tetraplegia (Quadriplegia), you may be awarded between £284,610 and £354,26

As previously mentioned, the amounts provided above are given as a guideline, bearing in mind that all spinal cord injury claims are treated as unique and as such you may receive more or less that the amounts indicated above in a successful claim.

What Can I Include in a Spinal Cord Injury Claim Against a Negligent Employer?

Personal injury claims are calculated in two parts namely, “general damages” and “special damages”. Special damages being a lot easier to work out because they are based on the amount of money you had to pay out as a direct result of having suffered a spinal cord injury in an accident at work.

General damages form the largest part of the compensation you may be awarded in a successful claim and are based on the extent of your injuries and the damage you sustained to your spine. In short, general damages are calculated on the pain and suffering you endured as a result of your injuries following an accident in the workplace.

Should I Sue My Employer If I Suffer a Spinal Cord Injury at Work?

If you sustain any sort of injury or develop a health issue as a result of the work you do, you have the right to seek compensation from your employer who must have liability insurance in place for such eventualities. The level of insurance that your employer holds in a liability policy must also meet the £5 million legal requirement and the insurance company that issues the policy must be a recognised provider. Failure to have the correct liability insurance in place, could lead to your employer receiving hefty fines from an enforcing authority.

What are My Workers Rights Following a Spinal Injury in an Accident at Work?

You have specific worker’s rights which protect you should you sustain a spinal cord injury in a workplace accident. These are as follows:

• To seek compensation for the injuries you sustained from your employer
• To not have to worry about losing your job if you file a personal injury claim against an employer

If an employer treats you unfairly or detrimentally when you tell them of your intentions, you should contact a lawyer because you could be entitled to file other claims against your employer because they would have broken the law when behaving in this way towards you.

What Are My Employer’s Responsibilities Towards Me in the Workplace?

Your employer has to abide by all the laws and legislation that is set in place to keep you safe while you are working for them. Should you be involved in a workplace incident that leaves you suffering from a spinal cord injury because they ignored their duty to ensure you are safe from harm whilst at work, your employer could be held liable and would have to pay you a level of compensation to suit the injuries you sustained through their negligence.  An employer’s duty towards you in the workplace includes the following:

• You are given adequate and ongoing training to carry out jobs you are tasked to do and if required, you are provided with the correct personal protective equipment
• That all tools, equipment and other machinery is always maintained in good working order
• That the working environment is routinely assessed to identify hazards so that reasonable measures can be put in place to keep you safe from injury
• You are made aware of all working practices which should be available at all times to all employees

Should your employer have failed in their duty to keep you safe from harm and you suffered a spinal cord injury at work as a result of their negligence, you have the right to seek compensation by filing a personal injury claim against them.

Are There Any Benefits to Working With a Solicitor on a Spinal Cord Injury Claim?

Having the experience of a solicitor work with you on a spinal cord injury claim, offers many benefits, some of which are listed below:

• If you have a strong case against your employer, a solicitor who specialises in accident at work claims would represent you on a No Win No Fee basis
• Solicitors can access legal libraries which means they can use past cases on which they can base your spinal cord injury claim
• An accident at work lawyer is experienced when it comes to communicating with liability insurance providers
• A firm of solicitors are aware of the pre-action protocols that must be adhered to when filing a personal injury claim against an employer
• Accident at work lawyers work hard when it comes to negotiating spinal cord injury compensation
• You would be provided with expert medical assistance, treatments, therapies and rehabilitation when working with a No Win No Fee lawyer

Having an expert lawyer working on your spinal cord injury claim would ensure that all the evidence needed is gathered in a timely manner which reduces the risk of you running out of time. A lawyer would also be respectful of the nature of your case and would organise that you receive specialist after-care should your injuries be so severe that you would need ongoing therapy and rehabilitation.

Is There a Time Limit to Filing a Spinal Cord Injury at Work Claim?

You would have three years to file an accident at work claim against your employer, but the statutory 3 years can begin at different times which are detailed below:

• 3 years from the date of the workplace accident that left you with a spinal cord injury
• 3 years from the date of a health issue diagnosis that can be linked to the initial injury you sustained
• 3 years from your 18^th birthday if the workplace accident happened prior to that

It is best to begin a spinal cord injury claim as soon as possible because it can take a long time to gather all the medical reports needed to validate your case against a negligent employer. Because this type of personal injury claim can be complex should your injuries be such that your require long-term ongoing treatment, working with a specialist lawyer would ensure that you receive interim payments until a final spinal cord injury settlement is reached whether through the courts or through negotiation with your employer’s liability insurance provider.

Can My Employer Fire Me For Filing a Spinal Cord Injury Claim Against Them?

You cannot be fired from your job because you seek compensation for a workplace injury you sustained. Should your employer threaten you with the sack or they tell you that you would be made redundant if you file an accident at work claim, your employer would be breaking the law because you have the “right” to seek compensation for any injuries you sustain. If your employer treats you detrimentally in any way, you should contact a lawyer who would provide essential legal advice on whether you could take further legal action out against them.

Would a Solicitor Work on a No Win No Fee Basis on My Spinal Cord Injury Claim?

As previously mentioned, once a firm of lawyers establishes you have a strong spinal cord injury claim against an employer, they would typically work on your case after signing a Conditional Fee Agreement with you which is also known as a No Win No Fee Agreement or CFA. This means the firm of lawyers can begin investigating your claim, communicate with your employer and their liability insurance providers without having to request that you pay them an upfront fee. Another great advantage of working with a No Win No Fee solicitor when filing a spinal cord injury claim, is that there would be no ongoing fees to find as your case progresses through the different stages of negotiation.

A No Win No Fee agreement sets out the percentage that would be payable on a successful claim and the amount which is referred to as a “success fee” is deducted from the spinal cord injury compensation you are awarded which could be through the courts, or through direct negotiation with your employer’s liability insurers should they wish to offer a final settlement “out of court”. All negotiations are best carried out by an experienced accident at work lawyer who would work hard to ensure that you receive an acceptable amount of spinal cord injury compensation.

Informative Links

To find out more about spinal cord injuries, please follow the link below:

More about the definition of spinal cord injuries 

If you would like to know more about rehabilitation following a spinal cord injury, please click on the link below:

https://www.rnoh.nhs.uk/our-services/spinal-cord-injury-centre