As with all branches of UK law, wellness and security law can be criminal or civil and it can be defined frequent law or statue primarily based. In sensible terms, if an employer was in breach of a statutory duty and that breach led to an employee suffering injury (i.e. if it could be proved that, had the regulation been properly applied, the injury would not have occurred.), then the employer was liable for damages. I think, although I could be incorrect (gasp!) that there is a 3 year window of ‘opportunity’ (?) to make a claim against an employer in regards to breach of statutory duty.
Prior to the passing of the ERR Act 2013 (in addition to any claim primarily based on a breach of their contract of employment), workers could bring a claim against their employer for a breach of the widespread law duty of care as effectively as a claim primarily based on a breach of the employer’s statutory duty. This would address the perceived unfairness that accountable and safety-conscious employers had been being held to a duty that was larger than the typical law duty of care. The Government obliged and Section 69 ERRA has now removed the doctrine of strict liability for employers from all overall health and security regulations which are silent as to civil liability.
In accordance with the Reporting of Injuries, Ailments and Risky Occurrences Regulations 1995, the Authority has instituted a method for reporting accidents, ailments and harmful occurrences to …Read more