sick line = no job
Discussion
huffysteve said:
I fractured my ankle last week at work. Happened first thing in the morning as I was getting out of my van.
Did the injury occur during working time? Your statement is not 100% clear.If it did occur during working time, then this is a RIDDOR reportable injury and the company needs to report accordingly.
No-one should leave their place of work injured and considering your new-found situation, you should consult an injury lawyer for advice.
Lotus Notes said:
Did the injury occur during working time? Your statement is not 100% clear.
If it did occur during working time, then this is a RIDDOR reportable injury and the company needs to report accordingly.
No-one should leave their place of work injured and considering your new-found situation, you should consult an injury lawyer for advice.
It's only RIDDOR reportable if it's work-related. Just because it happened at work, doesn't automatically make it work related.If it did occur during working time, then this is a RIDDOR reportable injury and the company needs to report accordingly.
No-one should leave their place of work injured and considering your new-found situation, you should consult an injury lawyer for advice.
desolate said:
huffysteve said:
Jasandjules said:
How did you injure your ankle at work? Did you report it as an injury at work?
Stepping out from my van. Is it a work's van?
huffysteve said:
Hi looking for some advice about what has just happened to me. I fractured my ankle last week at work. Happened first thing in the morning as I was getting out of my van. Was rather sore but continued working and finished the job and completed another one as I was the guy on call.
Looks to me like he had arrived at a job to do some work.I hope this gets resolved for you OP!
Sounds like it happened during the course of business therefore should be reported.
But just "stepping out of the van" is one thing - was it there was something on the floor you tripped over? Or did you just do that time honored thing of a normal bit of day to day activity you've done thousands of times before, which ended up in an injury?
But just "stepping out of the van" is one thing - was it there was something on the floor you tripped over? Or did you just do that time honored thing of a normal bit of day to day activity you've done thousands of times before, which ended up in an injury?
Was there anything at all relating to the "trip"/ankle twist that your employer could have affected? Have they been negligent in any way? Should they have provided any training or equipment, the lack of which resulted in you becoming injured?
Based on what's been posted so far I haven't read anything which suggests that they ARE at fault which will impact on any compensation claim.
ETA I'm guessing that their decision to dismiss was based on their sick pay policy and what they perceived as your unwillingness to help out in the depot.
Based on what's been posted so far I haven't read anything which suggests that they ARE at fault which will impact on any compensation claim.
ETA I'm guessing that their decision to dismiss was based on their sick pay policy and what they perceived as your unwillingness to help out in the depot.
Countdown said:
Not sure how the Employer would be liable for OPs injury tbh.
Even if they aren't, no employer wants an EL being made against them, even if it come to nowt. The fact that the OP obviously felt pressurised into working the rest of the day despite being in pain may have exacerbated his injury. He needs to make it quite clear that this is what he'll be saying to the EL insurers. In my firm, we'd be keen to avoid that.
TwigtheWonderkid said:
Even if they aren't, no employer wants an EL being made against them, even if it come to nowt. The fact that the OP obviously felt pressurised into working the rest of the day despite being in pain may have exacerbated his injury. He needs to make it quite clear that this is what he'll be saying to the EL insurers.
In my firm, we'd be keen to avoid that.
Most employers would be keen to avoid ETs. However some employers are arrogant nobs who think having a large HR department and/or aggressive lawyers will protect them, even when they behave illegally. I worked for one who thought it was ok to bully women who got pregnant by trying to rescind promotions or refuse flexible working hours. He thought it was ok to state in public "I want him sacked and I don't care how you do it". We had to negotiate out of court settlements in all 3 cases.In my firm, we'd be keen to avoid that.
However it now costs up to £250 to lodge an ET. A claimant may also be liable for costs if he loses so, before lodging a claim, you have to be absolutely sure it's worth the risk. Sadly your boss being a total nob doesn't necessarily mean that the OP has a strong ET claim. There's nothing in his post AFAICS that suggests he's made the OP work the rest of the day.
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