In the immediate aftermath of the assault, you need to make sure you are safe, and that you are taking care of your injuries and wellbeing. Then you can begin to consider the items below:

• Looking after your own welfare
• Looking out for other members of staff
• Making and cementing positive changes in your workplace
• Putting yourself in the best possible position to recover compensation

1. Prioritise your health and wellbeing

This always has to take top priority. And you must not put your health or wellbeing at risk for anything else on this list.

Violent incidents at work can cause a variety of injuries – both physical and psychological – so it is important that you get yourself fully checked over by medical professionals as soon as possible after your assault.

You may become aware of other injuries some time after the attack. Psychological injuries, in particular, can take time to emerge or for you to notice their effects on your life. Going back to your GP or hospital as often as you need can help to ensure that your health is monitored and that you are receiving appropriate care.

It also means that your injuries are documented, and this can be useful evidence if you later decide to make a compensation claim.

2. Report the assault to the police

We recommend that you report your assault to the police no matter the circumstances.

If you have been assaulted at work by a stranger (such as in an assault by a customer or an armed robbery), it’s likely that your natural instinct is to report the assault to the police anyway.

But with other attackers it may not be so clear cut. For example, if you have been caring for someone who has attacked you, such as a patient, a pupil, or a care home resident, reporting the incident to the police may not even cross your mind.

It might also be a difficult decision if you have been assaulted at work by a colleague – depending on the situation.

If you are reluctant to report the assault to the police, we would encourage you to do so for three reasons:

1. If the police become involved, then it may stop the assailant from doing it again, thereby reducing the risk that you, a colleague, or anyone else will be assaulted by them in future.
2. The police may help to gather evidence about the attack. This can assist in any of the three types of compensation claim you might choose to bring.
3. More specifically, in order to bring a Criminal Injuries Compensation claim, you are required to report the attack to the police as soon as possible after it occurred, and then assist the police in pursuing the matter. If you do not report your assault to the police, this potential avenue for compensation will be closed off.

3. Report the assault to your manager

You should make sure that your manager knows about the attack. Tell them orally, but also follow up in writing (by letter or email) so that there is clear evidence that you informed them of the assault.

Unlike accidents at work, assaults in the workplace aren’t routinely added to the accident book. Therefore, you should insist that the incident is recorded in the accident book and that an investigation (into how your assault was allowed to happen) is carried out. This can be useful evidence for a possible compensation claim down the line, but may also help your employer to make adjustments and increase safety in the workplace.

If your employer is less than supportive, you might be worried that these actions (and some others on this list) could antagonise them or put your job at risk. However, you also have employment rights which can protect you.

If your employer has failed you, either in causing the situation which led to your attack, or by not dealing with the situation following it, this could be grounds for a constructive dismissal claim if you later feel forced to leave your job. And if, by reporting the attack to your manager, you are treated badly, then you may have the basis for a whistleblowing claim.

However, before making any decisions which impact your employment, we recommend that you seek dedicated employment law advice.

4. Tell your colleagues about the attack

You should make sure that your colleagues are aware of the assault, particularly if you were working alone at the time. Understandably, talking about the assault may be difficult. If so, it might be easier to tell one or two trusted co-workers and ask them to spread the word for you.

Ensuring your colleagues are aware of your assault is important.

Firstly, it warns your co-workers about the potential risks they face. The circumstances of your assault could make them aware of situations in which they are vulnerable. And if your attacker was someone with whom they could have ongoing contact – such as a prisoner, patient, care home resident, pupil, fellow worker, or even perhaps a repeat customer – warning your colleagues of that individual’s violent tendencies allows them to be on their guard and to act more safely. If your workplace holds records or notes about individuals, you can make sure that your attack and its circumstances are documented there.

Secondly, the more people who know about the assault, the harder it will be for an unscrupulous employer to ‘sweep the matter under the carpet’. This can have important consequences for workplace safety and any investigations into your assault.

5. Collect evidence of the assault

If you are even slightly considering a compensation claim for your assault at work, you should try to collect as much evidence as you can, while you can.

It is always easier to collect evidence shortly after the assault, than it is at a later date. So even if later on you decide you don’t want to make a claim, that’s fine – you haven’t lost anything.  It’s much more difficult in the opposite situation, where you later decide you would like to claim but important evidence is no longer available.

Useful evidence can include:

• Your account of the assault, written down whilst it is fresh in your mind
• Photos or video of the area where the assault happened
• CCTV footage
• Details of any witnesses
• Details of anyone you spoke to and what was said

If you want to pursue a compensation claim against your employer, then it is helpful to obtain evidence which indicates that the assault was predictable. The basis of any claim against your employer will usually be that they did not do enough to protect you from a foreseeable risk of being attacked and injured.

So, for example, if you were attacked by a patient, prisoner, care home resident, or pupil, and a colleague tells you afterwards that something similar had happened before (or nearly happened before) with that individual, then this is key information and you should write it down. There may be other evidence to support this as well, such as notes or records about the individual’s behaviour.

Evidence like this could be the difference between establishing that your employer was legally responsible for the assault or not – and therefore could be the difference between winning or losing a compensation claim for your assault at work.

6. Keep a diary of your injury symptoms

It’s a good idea to record the progress of your injuries – physical and psychological – in a diary or on your phone. You can use this to keep track of:

• How you are feeling day-to-day or week-to-week
• What medical appointments you attend
• What medication you are taking
• If there are any activities, tasks or hobbies which your injuries have stopped you from doing.

This can be very helpful in future. If you do bring an assault at work compensation claim, at some point you are likely to see a medical expert, who will write a medical report on your injuries. And, naturally, it could be difficult to remember exactly how your symptoms stood at a certain point months or maybe even years ago. In our experience, we also find that clients may forget about some of their symptoms entirely – especially when trying to relate them all to a medical expert.

By having a diary of your symptoms, you can give the medical expert a detailed account of your injuries and how they progressed. This should make the medical report much more accurate. And that can be crucial, as the medical report is likely to be the main piece of evidence to support the harm you sustained from the assault.

7. Record your losses and care and assistance

Following on from the point above, if you are thinking of making a compensation claim, you should also keep track of the money you have spent or lost due to the assault. These losses can often be included in the claim alongside your injuries.

There are many different kinds of loss you can incur, but some common examples are:

• Loss of earnings
• Medical expenses and treatment costs
• Travel expenses
• Care and assistance

For more on the kind of losses which can be included in a personal injury claim, download our free ebook:

It’s likely you will have started incurring losses like these almost immediately after your assault. So as soon as you feel able – or with someone else’s help – start noting down the losses you incur and keeping evidence for them.

We suggest that you take pictures on your phone of any receipts, tickets, bills etc. to keep the evidence safe.

As with collecting evidence of the assault, you don’t want to be in a situation where significant losses are left out of your claim because you’ve forgotten about them, or the evidence has been lost.

Care and assistance is a bit different. If a professional carer helps you after your assault, you can claim the costs involved in a similar way to other expenses. But you can also claim for care and assistance received from loved ones – who won’t be charging you fees for their help. However, in order to support this, you should record:

• Who helped you
• What day-to-day tasks you needed their help with
• How long they helped you for (i.e. how many hours per week, and for how many weeks).

It’s likely that this care will reduce gradually as your injuries heal. So, having an accurate record of the extent of care you needed over the course of your recovery, and how it changed, makes for a stronger claim for this loss and increase your chances of recovering compensation for it.

To save some time, you can download ready-made forms from our Legal Library to record your losses and keep track of your care and assistance.

8. Demand a new and improved risk assessment

Risk assessments are a necessary part of an employer’s duty to operate a safe workplace under the law. They are intended to identify risks to staff members and set out the action being taken to reduce the chance of injury from them.

Because you have been injured at work, it is possible that your employer’s risk assessment was defective. If your employer did not even have a risk assessment, or it did not cover the risk of assaults in the workplace, this is a clear indication they have not done enough to keep you safe at work.

A new risk assessment should be completed by your employer to ensure that lessons are learned and staff are better protected in future.

9. Demand safer ways of working

In some circumstances, an assault in the workplace might have been avoided, or the harm minimised, by safer ways of working. Two common areas where this might apply are: staff training and the number of staff.

Training

If your assault happened, or was made worse, because either you or colleagues were not properly trained, then you need to request appropriate training for all staff who are expected to carry out similar duties. For example, we often find that many care assistants haven’t received training in how to look after patients or residents with autism or dementia.

Training on de-escalation, control, and restraint techniques, or on self-defence, can be very useful in a wide range of roles. It can help staff to spot potentially violent incidents building up, and deal with them if they occur. If this kind of training would help in situations you or your colleagues face, you should ask your employer to provide it.

Number of staff

Often an assault at work happens due to staff shortages. Lone workers are more vulnerable to assaults at work due to colleagues not being around to help them.

After an assault, your employer may be most receptive to making the necessary changes. You should ask for higher staff numbers, or a better system of work so that, when carrying out certain tasks, there are always multiple staff members on hand.

Ensure that your request is in writing. If you don’t get a response, chase your employer. And if your employer does not make changes, ask them in writing why this is the case. It may be that, by your employer not increasing staff numbers, you believe another assault will take place in the future. If so, spell this out to your employer in writing.

10. Demand better Personal Protective Equipment (PPE)

If you think protective equipment might have helped when you were assaulted at work – either as a deterrent or to reduce the harm you suffered – you should say so to your employer. Again, it is best if this is done in writing so that there is a clear record of you raising your concerns.

The type of PPE will depend on your work, but it could include protective clothing and personal alarms. Often, these can be introduced at relatively low cost to your employer.

Alternatively, if you had already been issued with PPE before the assault and it did not fulfil its purpose, you may have grounds to claim against your employer for injuries caused by inadequate PPE.

11. Check that your employer has filed a RIDDOR report to the Health and Safety Executive

Generally, an employer needs to file a report under the RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations) when someone has been off work for 7 days due to an incident at work.

If you have been off work for 7 or more days because of the assault and your employer won’t submit a RIDDOR report, we recommend that you contact the Health and Safety Executive yourself.

12. Consider submitting a grievance

Grievances are formal complaints about issues in your workplace.

If you believe that the assault could, and should, have been prevented, then you may want to submit a grievance to your employer.

It could be that the risk of violence you faced was known to your employer, but this information wasn’t passed onto you – which can be distressing to discover. Or it could be that a colleague has failed to complete the correct documentation about previous incidents and, if they had done so, you would have known what to expect and would have been ‘on your guard’, potentially avoiding your injury.

By submitting a grievance, you are sending a strong signal to your employer that you do not tolerate being assaulted at work and that they should implement measures to ensure that it doesn’t happen to you or anyone else again. Your suffering shouldn’t be in vain.

As mentioned above, if you are worried about your employer’s reaction, you can always discuss your employment rights with Truth Legal’s specialist employment law team before you take any steps. Just get in touch for guidance on your situation.

13. Remember your deadlines for making a claim

Claiming compensation for an assault at work can often be done through several legal avenues. Depending on your circumstances, you might be able to make a claim to the Criminal Injury Compensation Authority (CICA) and you may have grounds for civil liability claims against your employer and your attacker themselves.

Time limits will apply to each of these possible claims, however. The general time limits are:

• For a CICA claim, you must submit it within 2 years of the date of the assault.
• For most assault at work claims against your employer or your attacker directly, you have 3 years from the date of your assault in which to settle your claim or begin court proceedings.

If you miss these deadlines, you could be prevented from claiming compensation.

The time for making a claim can disappear surprisingly quickly, especially with the tighter deadline on CICA claims. We would recommend that if you are wondering about a claim at all, seek legal advice as soon as possible to keep your options open.

There can be some exceptions to the time limits given above, so it is always worth seeking advice even if you think it might be too late.

14. Contact a specialist Assault at Work compensation solicitor

We would suggest this, wouldn’t we? After all, Truth Legal have been handling assault at work cases since we were founded in 2012, and our experienced lawyers are always ready to help anyone who has been assaulted at work.

But even if you aren’t sure whether you want to make a claim, seeking legal advice can help you to see your options clearly, and ensures you can make an informed decision.

And below, you can read some success stories of how we have assisted people to make compensation claims after being assaulted at work.

So why not contact us for a free consultation? You can discuss your situation with an assault at work expert and there is no pressure or obligation on you to proceed further.

What should I do if my Employer hasn’t followed correct procedures? 

If you feel that your assault at work happened because your employer hasn’t followed the correct procedures there are some things you can do. Asking for a different approach to workplace safety will improve the working environment for you and your colleagues.

It will make future assaults less likely to occur and will be useful as evidence for any compensation claim, as it will highlight the failings in your employers duty of care to you at the time of the assault taking place.

• Ask for a new risk assessment – Risk assessment play a key role in identifying the risks within a workplace and putting measures in place to minimise the chance of those risks causing injury. If you’ve been injured in an assault at work then this could be because your employers risk assessment wasn’t fit for purpose. If there was no risk assessment at all in place regarding assaults in the workplace then this would clearly indicate that they have failed in their legal duty to keep you safe at work.
• Working practices – Ask for working practices which could have prevented the assault taking place, or minimised the harm it caused. In many cases, this will mean better training for employees or increased staffing in specific situations.
• Ask for training – The assault at work may have happened, or had a worse impact, because you hadn’t been properly trained in a particular activity. You should ask for the right training to be given for tasks such as dealing with angry customers in a retail setting, through de-escalation techniques.
• PPE – You might feel that better PPE equipment would have helped during the assault at work. The right PPE may have deterred your assailant, or meant that any injuries you suffered were less severe. Point this out to your employer and ask for improved PPE provision in the future.

All requests of this kind should be made in writing to create a record of what you’ve asked your employer to do. If they fail to take the steps you’ve requested you should point this out in writing as well.

Making requests such as those set out above will have a two-fold impact. If your employer agrees with your success then your workplace will be safer for everyone, and it will highlight the shortcomings which existed at the time of your assault.

If your employer ignores your requests this will provide further evidence of their lax attitude toward workplace safely for any compensation claim you make.

If you’d like to know more about claiming with us, read our blog:

What does the Assault at Work Claim Process Involve?

The process of making an assault at work claim can be broken down into the following individual steps:

• Seek medical attention for any injuries
• Report the assault to your employers using established procedures. If no such procedures are in place report the details of the assault in writing via email to create a record of what happened. You should also report the incident to authorities such as the police.
• Contact Truth Legal to ascertain what your legal position is. After listening to the details of your case, we’ll explain whether a compensation claim on a no win no fee basis would be the best course of action.
• Gather evidence to support your compensation claim. This will range from your own account of the assault to photographs or videos of the space in which the assault took place and any CCTV footage which is available.
• You should also collect the contact details of any witnesses to the event – plus their accounts of what happened while the events are fresh in their memory – as well as broader information on the training provided by your employer, the risk assessments that are in place and any previous incidents of a similar nature.
• Keep the details of any expenses arising from your injuries. Keep physical copies of any receipts, and take photographs to ensure that they can’t be mislaid.
• Write a journal or diary setting out your injury symptoms and the impact they are having on your day to day life. Include details such as the medication you have to take and any hobbies, activities or tasks which your injuries stop you from doing.  Your journal should also detail care assistance you require following your assault. You can directly claim back the costs of professional care, but you can also claim on the basis of care provided free of charge by family and friends. To do this you need to record who helped you, what tasks you needed help with, how many hours per week they spent helping you  and for how many weeks.
• We’ll report the compensation offer to you, along with our evaluation of whether it represents a fair offer. If it does, we’ll recommend accepting it, but if we don’t think it reflects the impact the assault at work has had on your life, we’ll carry on negotiating.
• In a small number of cases the employer may deny negligence. This means the case will have to go to court to be decided by a judge. If this happens we’ll provide expert representation, putting forward the strongest possible case on your behalf.

Do I Claim Against my Workplace or the Person(s) Who Committed the Assault? 

Depending on the circumstances of your assault, you may have several options for pursuing a claim.

Claiming from the Criminal Injuries Compensation Authority

The Criminal Injuries Compensation Authority (the CICA) operates a compensation scheme for people who have been injured through violent crime. Being assaulted at work will nearly always allow the possibility of a CICA claim, but there are a number of eligibility requirements which must be met – such as reporting the matter to the police and the injury lasting for at least 6 weeks, for example.

Instead of making a claim against anyone legally responsible for the attack, a CICA claim involves an application to the CICA for compensation. If you succeed, the CICA will pay compensation based on the injuries you have suffered.

The CICA scheme is generally more restrictive than ‘normal’ personal injury claims, in that many losses resulting from the injury may not be recoverable. Also, injury compensation is paid according to a fixed tariff, which tends to result in lower awards than in other kinds of personal injury claim.

CICA claims are also limited to shorter time limits than personal injury claims, so it is important to act quickly if you are considering a claim to avoid missing your chance. To find out more about these claims, visit our CICA Assault at Work Claims page.

Claiming against your attacker directly

This might seem like the best option for a personal injury claim – given that your attacker is the one who has directly inflicted your injuries – but it is actually very rare for this to be viable in assault at work cases.

Legally, you are likely to have the strongest case against them, but practical difficulties often stand in the way. If you have been attacked by a member of the public, for example, you might not know who your attacker is or you might not be able to trace them. In other situations, it may serve no purpose to claim against them, as they would not have the funds to pay you the compensation you deserve.

However, if your attacker is known to you and is sufficiently wealthy (or they have applicable insurance cover), claiming from them directly may represent your best course of action.

Claiming against your employer

When a worker is carrying out their work, their employer is responsible for their safety. These obligations rightfully cover situations involving assaults and threats of violence at work.

If your employer has failed to take reasonable precautions for keeping you safe from attack whilst at work, their failure could mean they can be held legally responsible for the injuries you have sustained.

What is my employer’s responsibilities in an accident at work case?

To be successful in any compensation claim, it is necessary to show that the person or organisation you are claiming from (known as the defendant) is legally responsible for the injuries, losses, and other harm you have suffered.

With an assault at work claim, you are trying to establish that your employer was negligent: i.e. that they did – or did not do – something which led to you being injured in the attack. This can be challenging. Your employer is not the one who assaulted you directly and so building a legal case to show how they were responsible in other ways can often present obstacles.

As the person making the claim, it will be for you (and your legal representatives) to prove each of the legal elements necessary to bear out the claim. These are, that:

1. Your employer owed you a duty of care
2. Your employer breached that duty of care
3. The breach caused you to suffer damage
4. This damage is recoverable

We’ll explain each of the elements in more detail below.

Areas of dispute

It may be that not all of the above elements will be disputed by the defendant in your case. For example, your employer may accept that they breached their duty of care, but argue that this did not lead to your injuries. In other cases, a defendant may accept they are fully responsible and just require evidence of the damage suffered.

Every case needs the theoretical elements in place to be successful, but when some, or possibly even most, of them are accepted by a defendant, it narrows the areas of dispute and makes a claim more straightforward.

Duty of care

A duty of care is a way in which the law recognises that some people owe certain responsibilities to others. Duties of care appear in many situations; generally where it is reasonably foreseeable that someone’s conduct could adversely affect someone else. For example, a doctor owes a duty of care to their patient, and road-users owe duties of care to other road-users.

It is well-established that employers owe a duty of care to their employees so this element is rarely a problem in assault at work claims.

Breach of duty

An employer’s duty is to take reasonable care of their employees’ safety and well-being. To prove there has been negligence, it is necessary to show that they failed in this duty.

With an assault at work claim, this will involve asking questions such as:

• Could or should your employer have anticipated the assault?
• Did they properly assess the risks of assault that their employees faced?
• Did they take reasonable protective action based on their risk assessments?

Reasonable action might include:

• Setting up and maintaining safe systems of work (such as avoiding employees working alone)
• Training staff (such as in effective restraint techniques)
• Informing staff of known risks where appropriate
• Providing adequate safety equipment (such as body protection, or protective screens)

However, there are limits to the steps an employer may be expected to take and you will notice that the word ‘reasonable’ appears a lot. When considering what is ‘reasonable’, courts will balance a number of factors – such as how effective certain safety measures might be, how practical it would be for an employer to implement them, and whether the known or anticipated risks to staff would justify their introduction.

Causation

Your employer’s breach of duty must have caused, or contributed to, your injuries and losses in order for your employer to be legally responsible. For example, your employer may have placed you alone in a situation which led to you being assaulted, where, had you had support from colleagues, this would likely not have happened.

Causation will involve questions such as:

• What might have been done differently by your employer?
• If they had done things differently, would that have prevented the assault or your injuries from occurring?

Damage

The harm you have suffered (your injuries and other losses from the assault) must be recoverable. This element is partially linked to causation as, to be able to recover compensation for your harm, your harm must be attributable to the assault. However, your losses must also be reasonable in extent and must not be too ‘remote’.

Remoteness

Remoteness is a legal concept used when looking at more unusual losses. In an assault at work claim, it would ask the question – ‘was it reasonably foreseeable that a person injured in such an attack would have incurred that loss?’ For most losses, this won’t be an issue (see the section below on ‘What can I claim compensation for?’) but it can curtail losses which are more extraordinary.

What Processes Should an Employer Follow When Faced with an Assault at Work Claim?

The following steps are what employers should do in order to minimise the risk of injury to their staff from violence at work, taken from the guidance issued by the Health and Safety Executive (HSE).

1. Discover if there is a problem

Every employer should assess the hazards relevant to their organisation, compiling a risk assessment.  To undertake the risk assessment correctly, the employer should engage with its employees to discover if there is a problem in relation to violence at work.  Often, the employer is unaware of the threat of violence which its employees face until such time as they start asking the questions.

If there are safety representatives and/or trade union officials, they should also be spoken to when compiling the risk assessment.  Short questionnaires to employees may elicit useful information as to potential risks.  These surveys could be conducted online using a product such as Survey Monkey.

Once the information is in, a prudent employer ought to disclose the information to its staff and seek feedback.

A prudent employer ought to record all incidents of violence – whether these are verbal threats or actual attacks – recording precisely what happened, to whom, by whom, where and details of any injuries sustained.  A prudent employer ought to encourage their staff to report all incidents of violence.

When analysing the information, the employer ought to look for patterns such as time, location, and whether a particular member of staff is frequently targeted.  Then, when armed with all relevant information, the employer should produce a detailed risk assessment and then act upon that assessment.

2. Take decisive action

The employer ought to reduce the risk of violence to the lowest possible limit, even if that means considering closing a particular operation if the risk to staff is too high.  If the risks can be controlled, the employer must consider the training provided to its staff, the environment, as well as staffing numbers.  Staff must also be provided with full information concerning the likely risk of violence whilst undertaking their duties.

De-escalation training, which is being taught how to spot the signs of violence and act on that information, is a form of training which should, at the very least, be given to members of staff who are in any way at risk of suffering from violence.

CCTV and alarm systems may also reduce the likelihood of a violent incident occurring.  Additional security measures on doors, particularly in sectors in which staff are handling large volumes of cash, ought to be considered.  In fact, the employer may wish to encourage customers to pay by credit or debit card rather than in cash.

If members of staff are working alone, the employer should have systems in place to ensure that they know where their employee will be and any risks to that employee when away from their usual workplace.  In fact, the employer ought to have a lone-working policy for such eventualities and may also wish to provide staff with panic alarms as well as self-defence training.

If employees are working at night and/or in dangerous locations, the employer should consider how their employees will get home at the end of a shift.

3. Assess arrangements

Given that an incident of violence in a workplace is a major event which may lead to significant injuries to a member of staff, it is imperative that the employer keeps talking to its staff and revising its policies if necessary.  If violence at work remains a major problem, the employer may wish to reassess its procedures and perhaps consider engaging external health and safety consultants with a specialist interest in reducing assaults at work.

4. Wellbeing of the Victim(s)

Frequently, employers do not know what to do when an employee has been the victim of a violent incident at work.  In some sectors, particularly in mental health trusts, where violence is more prevalent, there are usually protocols in place for following up with an injured member of staff to make sure that they are OK and to ensure that the incident does not happen again.  However, in some sectors where violence at work is a rare event, employers frequently fail to remain engaged with the victim, often leaving the matter to the police.  A prudent employer should always take detailed notes about what has happened directly from the victim and any witnesses.  This evidence-gathering process should ideally occur as close to the occurrence of the event as is possible.  Frequently an employee who is the victim of an attack at work will require time off.  A prudent employer ought to, but does not always, pay full pay in the event of an absence caused by violence. Many employees resign following an assault at work usually because they feel that their employer doesn’t care about them.

A prudent employer should assist and support members of staff throughout the long and complicated criminal process.

How do I Start a Workplace Assault Claim? 

Starting your workplace assault claim is as simple as contacting Truth Legal today. As soon as you have reported the incident and sought medical help, call us on 0330 314 1300 or send an email with an account of your assault to enquiries@truthlegal.com.

A member of the Truth Legal team will be in touch within 24 hours to talk you through claiming the compensation you deserve.

Once you’ve contacted us we can provide a free, confidential 30 minute consultation. We’ll use this time to take down the details of your assault at work and explain if we think you have the grounds to claim compensation.

We’ll talk you through the options, such as claiming from an employer, an individual assailant or the CICA, explaining which would be best in your case. Once you’ve decided which path to take we’ll work with you to gather the evidence needed to support your claim on a no win no fee basis.

Getting injured through an assault at work can be a devastating experience. You have a right to expect to work safely, and if your employer has been negligent and failed in their duty of care it can have long term psychological as well as physical ramifications.

Seeking compensation can be the first step toward putting your life back on track. Any payment will recognise the degree to which you’ve suffered, as well as ensuring that you don’t end up being financially worse off as a result of the assault. It could also pay for the help you need to live the rest of your life as fully as possible.

Assault at Work Claim FAQs

Further reading

Read our extensive guide for more information on assaulted at work claims.