Common Workplace Hazards and How to Prevent Them

No matter your place of work, there are a variety of workplace hazards that you should be aware of. In this article, we explore the different types of workplace hazard and explain how risks in the workplace should be managed to ensure the safety of employees.  

What is a hazard in the workplace? 

Some workplace hazards may be dangers that crop up in your workplace environment, while others might be injuries you could suffer as a result of poor work posture and habits. Workplace hazards can be categorised into different types. These can include: 

  • Safety hazards 
  • Physical hazards 
  • Ergonomic hazards  
  • Organisational hazards (harassment, bullying, and psychosocial hazards) 
  • Chemical hazards 
  • Biological hazards 

Source: https://safetyculture.com/topics/workplace-hazards/ 

Workplace hazards can cause injury, ranging from minor injuries to serious harm, and in some cases, a workplace accident can be fatal. It’s important to be vigilant and be aware of common workplace hazards, as well as some of the ways of preventing them. However, it is the responsibility of your employer to mitigate workplace hazards where possible, and in many cases, workplace accidents can be avoided if the correct safety measures are put in place.  

Safety hazards  

Even in an office environment, it’s really important to look out for potential hazards in the workplace that might cause injury. But in busy spaces, it’s even more important. 

With warehouse work, for example, forklifts, equipment on the go, blocked entrances, and obstructed pathways all create various workplace safety hazards that can pose a risk to you. 

Common injuries from safety hazards  

Injuries from safety hazards can take many forms depending on the circumstances of the accident. Injuries might include a fractured arm from a trip, slip or fall, a head injury from a falling object, or a crush injury from a piece of machinery.  

Common causes  

Trips, slips, and falls are some of the most widely encompassing workplace hazards, with the Health and Safety Executive (HSE) reporting that in 2022/23, 32% of non-fatal workplace injuries reported under RIDDOR were due to slips, trips or falls. Another common safety hazard in the workplace is being struck by a moving object, and these types of accidents were responsible for 11% of non-fatal injuries for the same period.  

Further statistics from HSE showed that falls from height are the most common cause of fatal accidents at work.  

Health implications  

Slip, trip and fall injuries can have serious health implications. A knee injury for example, can leave you in a lot of pain and can cause mobility problems. Falls from height can cause significant injuries, such as spinal injury or brain injuries, sometimes with life-changing implications. As discussed earlier, falls from height are also responsible for most fatalities at work.  

How to prevent safety hazards at work  

Although slips and trips aren’t the only workplace accident caused by safety hazards, they are a common cause of injury and can often be prevented. The HSE give practical steps in preventing slip and trip accidents:  

  • Stop floors becoming contaminated: Examples include using entrance matting, fixing leaks, and ensuring equipment is well-maintained.  
  • Use the right cleaning methods: Advice includes considering whether the cleaning method is effective for the floor type, removing spillages quickly, and ensuring people don’t enter an area until the floor is dry.  
  • Consider the flooring and work environment: This includes checking for damaged flooring, ensuring sufficient lighting, and keeping walkways clear.  
  • Get the right footwear: Use slip-resistant footwear where floors cannot be kept clean and dry, trial footwear before use, and provide footwear free of charge if it is to be worn as PPE. 
  • Think about people and organisational factors: Consider how the workplace is managed, to avoid rushing, overcrowding, and trailing cables. Also, ensure that staff are involved in decisions, e.g. regarding PPE or a change in cleaning methods.  

    Physical hazards 

    According to Safety Culture, physical hazards refer to environmental factors that can cause physical harm to someone, without necessarily touching the hazard itself.  

    Common causes  

    Safety Culture go on to outline some of the types of physical hazards, which include: 

    • Radiation 
    • Prolonged exposure to sunlight/ultraviolet rays; 
    • Temperature extremes  
    • Constant loud noise 

    Source: https://safetyculture.com/topics/workplace-hazards/ 

    Health implications of physical hazards 

    The health implications of physical hazards can vary depending on the cause, but in some cases, employees can suffer long-term health implications, for example in cases of industrial deafness. Industrial deafness can occur due to prolonged exposure to loud noise. This might be where someone is working with power tools and they haven’t been given adequate personal protective equipment (PPE), or maybe they weren’t informed of the risks associated with this kind of work. 

    There are laws in place to protect employees from physical hazards like these, so it’s important you seek legal advice if you believe your employer has been negligent.  

    Ergonomic hazards  

    Ergonomic hazards refer to strain put on the body and often relate to repetitive movement or positioning due to workplace tasks.  

    Common injuries from ergonomic hazards   

    Ergonomic workplace injuries include: 

    • Musculoskeletal disorders 
    • Repetitive Strain Injury 
    • Vibration white finger 
    • Hand arm vibration syndrome  

    Common causes  

    Musculoskeletal disorders can often be caused by manual handling accidents, where inadequate training has been given on how to lift correctly.  

    Repetitive strain injury, or RSI, is usually the result of a poor workstation which isn’t suited to the employee’s needs. RSI can also be caused by regular heavy lifting, or from repetitive movement, for example, if operating machinery on a production line.  

    Vibration white finger and hand arm vibration syndrome are both typically caused by continuous use of vibrating machinery.  

    How to prevent ergonomic hazards at work  

    While the risks associated with ergonomic hazards can’t always be eliminated completely, there are steps an employer can take to mitigate these workplace risks. This includes ensuring that risk assessments are properly carried out.  

    For those working with display screen equipment, the employer must carry out a DSE workstation assessment to help manage the risk of injury. 

    For organisations where staff are exposed to vibration, there are additional regulations which must be followed. The Control of Vibration at Work Regulations 2005 highlight the steps an organisation must take to reduce the risk of working with vibration, such as eliminating unnecessary vibrating tasks, and other measures.  

    Harassment, bullying, and psychosocial hazards  

    This is perhaps one of the most overlooked workplace hazards, but linking mental wellbeing and physical wellbeing is an important piece of assessing hazardous workplace conditions. 

    Nowadays, we’re far more aware of the effects of harassment, sexual misconduct, and bullying in the workplace. If an action can alter an employee’s mental wellbeing, that action needs to be addressed as a damaging hazard. 

    Common injuries from organisational hazards  

    Harassment and bullying in the workplace can be extremely detrimental to the health of the person involved. Stress at work can lead to mental health conditions and can also cause physical symptoms, such as headaches and nausea.  

    Common causes  

    The advisory service, ACAS outline some examples of bullying in the workplace, which might include constantly criticising someone’s work, deliberately giving an employee a heavier workload than others, or putting someone down in meetings.  

    Harassment and sexual harassment are also forms of psychosocial hazard which can take place at work.  

    Health implications  

    While the health implications of organisational or psychosocial hazards are not always physical, this doesn’t mean they shouldn’t be taken seriously. The mental health implications of harassment or bullying can be devastating for those affected and can lead to long-term health conditions and stress related illness.  

    At The Compensation Experts, we work with personal injury solicitors experienced in successfully obtaining compensation for stress at work claims, and we can help you get justice.  

    How to prevent psychological workplace hazards 

    ACAS outline some of the steps organisations can take in preventing work-related stress. Employers should: 

    • have a clear policy on mental health and stress 
    • address the causes of stress through risk assessments and employee surveys 
    • encourage people to raise their concerns – for example, if a person feels they are being discriminated against 
    • provide training for managers – for example, on managing conflict, change and work-related stress 
    • support their employees – for example, listening to concerns and acting on them quickly 
    • promote a work-life balance – for example, encouraging employees to use their breaks and take holiday 
    • provide employees with access to support – for example, an employee assistance programme (EAP) or training on stress management techniques 

    Source: https://www.acas.org.uk/managing-work-related-stress/preventing-work-related-stress 

    Chemical hazards  

    Chemical hazards are defined as any “hazardous substance that can cause harm to your employees.”  

    Chemical hazards at work can be incredibly hard to spot in some scenarios. Too often, the risk of chemical hazards increases simply because they go for a long stretch of time without being used. Thus, an atmosphere of ignorance and underappreciation can set in. 

    Common injuries from chemical hazards  

    Health problems caused by chemical hazards can include skin irritation, burns, dizziness, headaches, eye injuries, occupational asthma, pleural thickening, and mesothelioma.  

    Common causes  

    Chemical burns are commonly found in industries such as farming, manufacturing, construction, cleaning, and beauty and might be the result of inadequate PPE, poor working procedures, or lack of training.  

    Mesothelioma is often caused by exposure to asbestos fibres. 

    Because handling chemicals brings with it a substantial risk, it’s crucial that strict safety protocols accompany the use of harmful substances.  

    Health implications  

    While in some cases, workers can recover from chemical injuries, some injuries caused by chemical exposure can cause serious health conditions. Mesothelioma, for example, is an aggressive form of cancer. Unfortunately, mesothelioma often goes undetected for a long time and according to the NHS, there are around 2,500 deaths from the condition each year in the UK.  

    How to prevent chemical hazard accidents 

    The HSE explain that when it comes to using chemicals in the workplace, you should always try to prevent exposure at source by asking the following questions:  

    • Can you avoid using a hazardous substance or use a safer process – preventing exposure, eg using water-based rather than solvent-based products, applying by brush rather than spraying? 
    • Can you substitute it for something safer – eg swap an irritant cleaning product for something milder, or using a vacuum cleaner rather than a brush? 
    • Can you use a safer form, eg can you use a solid rather than liquid to avoid splashes or a waxy solid instead of a dry powder to avoid dust? 

    (Source: https://www.hse.gov.uk/coshh/basics/whatdo.htm) 

    When exposure can’t be prevented, HSE advise that you should apply the principles of good control practice 

    Employers will need to ensure that they meet their legal obligations in relation to controlling exposure to harmful substances, including the rules set out in the Control of Substances Hazardous to Health Regulations (COSHH). Some substances, such as asbestos, lead and radioactive substances have their own set of regulations. 

    Biological hazards  

    Biological hazards, as defined by Safety Culture, include exposure to things such as blood, mould, bacteria and viruses, insect bites, and animal droppings. 

    Common causes  

    HSE explain that employees can come into contact with harmful micro-organisms, such as bacteria, fungi, and viruses, either due to intentional work while employed in a microbiological laboratory for example, or due to incidental exposure from your line of work, for example, while working in healthcare or agriculture. 

    An example of a biohazard in a healthcare setting might be a needlestick injury, which can lead to exposure to blood-borne viruses. If you’ve been injured due to a biohazard at work, our network of solicitors can help you make a claim for compensation.   

    Preventing biohazard accidents 

    As with any workplace hazard, your employer is responsible for protecting you from biohazards while at work. Employers have various responsibilities under law, which include carrying out risk assessments, listening to employee concerns, maintaining equipment, and providing adequate training.  

    HSE outline the specific legal responsibilities that employers have in relation to working with blood-borne viruses.  

    Legal and financial implications of workplace hazards  

    The repercussions for employers who fail to comply with health and safety regulations can be extremely serious. The most obvious risk for those organisations that neglect workplace hazards is that it can lead to illness and injury for their workers and others.  

    There are also legal implications for those who fail to protect their employees, as well as financial and reputational implications to consider.  

    Employers have a legal duty to undertake regular risk assessments to identify and mitigate workplace hazards. Under the Management of Health and Safety at Work Regulations 1999, an employer should assess the risks to health and safety that employees and others are exposed to while they are at work.   

    The HSE outline the minimum legal requirements when managing risks. An employer should: 

    • identify what could cause injury or illness in your business (hazards)  
    • decide how likely it is that someone could be harmed and how seriously (the risk)  
    • take action to eliminate the hazard, or if this isn’t possible, control the risk  

    Resources and tools for hazard identification and reporting  

    HSE explain how you can identify hazards to health in the workplace and how to record your findings. They also provide risk assessment templates and examples based on different types of business. Some organisations might choose to use software for their hazard management and reporting.  

    How The Compensation Experts can help if you’ve had a workplace injury  

    If you’ve suffered an accident at work due to a hazard in the workplace, you may be eligible to make a claim. At The Compensation Experts we’re committed to helping those injured at work get the compensation they deserve; we have a network of some of the UK’s leading personal injury lawyers who can provide legal advice on a No Win No Fee basis.  

    Get in touch with the team at The Compensation Experts today to see what your claim might be worth. 

    Workplace accident claims we’ve handled 

    We helped a fuel delivery driver who suffered a soft tissue injury to his back after he lifted an 80-kilogram fuel hose on his own.  

    Compensation figure: £6,200 

    We supported a farm worker who slipped and fell into a divot at work, causing a partial tear in his left knee. It was found that his employer should have packed the ground regularly to keep it more even.  

    Compensation figure: £25,000 

    Our lawyers helped an employee who sustained a broken leg after falling down a staircase at work. It was found that the steps were slippery and had no thread on them.  

    Compensation figure: £10,000 

    About the Compensation Experts and Common Workplace Hazards 

    This post is part of our ongoing series covering the issues to understand a workplace injury or work-induced psychiatric illness. Our goal is to keep you informed on the latest issues and risks involved with workplace injury claims. 

    COVID-19 at work, the new rules, and you

    With new government advice surrounding getting more people back into work coming into place at the beginning of August, the risk of accidents at work will become more important to us all. Coupled with the fact that workplaces will need to add more health and safety measures to ensure we are all kept safe from COVID-19 at work, employers have even more of a responsibility to make sure we are all kept safe at work, and with the added pressure of having to play catch up for a number of businesses, the risk of accidents could actually be heightened whilst this happens.

    Workplaces must be kept safe for workers now more than ever. There have been extra health and safety measures put in place in work spaces up and down the country, including adding more PPE for staff, making sure that everything is kept clean and sanitised for everyone’s safety, and extra risk assessments being carried out, but, unfortunately, these extra health and safety measures can not guarantee that accidents at work won’t happen.

    The new rules surrounding workplace safety, whilst similar, can also differ based on what industry you work in, for example, offices and building sites have different rules, but can both still present their own risks of accidents, even with everyone adhering to the social distancing rules. The new rules also, unfortunately, may not stop the usual accidents at work happening either, and so, as much as we are responsible for keeping ourselves safe, it is the same, if not even more, for our employers to ensure we are kept safe and well, as they have a duty of care to all of their employees.

    Additionally, with all the new guidance surrounding working safely and getting people back into work, combined with increased workloads for staff returning, there may also be a rise in people feeling stressed at work. Stress at work is already something that a lot of people suffer with, and, due to increased job pressures post-lockdown, this will no doubt get worse for people who are suffering. We can also help if you feel you are suffering from an added sense of stress at work, for further information on stress at work claims contact us today.

    So, what happens if you are unfortunate enough to have an accident whilst at work?

    Here at The Compensation Experts, we are well placed to give you all the help you need. We work with solicitors who deal with accidents at work all the time, so we have a wealth of experience dealing with them. Contact us today to see if we can help you with a potential accident at work claim.

    Work Stress Claims: The Five Types

    A work stress claim is increasingly common in law, particularly as UK employers and tribunal results compel us to prioritise mental well-being.

    What the government says about a work stress claim

    The numbers bear out that the amount of people suffering from stress at work is rising. In an annual report on Work-related stress, anxiety or depression statistics in Great Britain, 2019:

    • Over 600,000 workers suffer from work-related stress, depression or anxiety;
    • These conditions led to the loss of nearly 13 million working days;
    • New case incidence rates amount to 740 out of every 100,000 workers;
    • These conditions account for:
      • Firstly, 54% of all working days lost due to ill health.
      • Additionally, 44% of all work-related ill health cases.

    How (and what type of) industries are affected

    As personal injury solicitors all know, more than one set of truths can co-exist at the same time. Such is the nature of incidents of work-related stress.

    • Firstly: incidents of stress in the workplace do not discriminate by sector. In actuality, all industries are touched by stress-related illnesses – at a rate just shy of 15 out of every 1,000 UK workers.
    • Secondly: some industries are particularly affected by this. Industries like human health/social work, education and public administration/defence have seen more than 50,000 cases of work stress.

    However, there are still thousands of incidents across other industries. These extend from transport & logistics to manufacturing to accredited professionals, and other lines of work in between.

    Ergo, from an employee’s perspective, what does all of this mean to your well-being? In short, you can throw out what kind of work a person does when it comes to work-related stress. Because the true measure of an employee’s well-being in a work environment affects different personalities in different ways.

    So what kind of actions trigger a claim for work-related stress?

    In short, stress at work compensation can be driven by a variety of different triggers or activities. If you think you’ve suffered from a kind of work-related illness or injury, it’s always important to understand what the law says about it.

    Below are five categories identified by HSE that can unleash symptoms of stress or even force stress compensation claims. The percentages account how commonly these categories are assigned as a reason for work stress issues.

    Workload (44%)

    There’s a negative stigma around reducing one’s own workload. The unfortunate reason for that is because people want to take on more as a badge of honour. On the surface, it enables trust from bosses, displays one’s capability and shows that a person is able to work under pressure.

    In actuality, excessive workloads (perhaps coupled with unrealistic deadlines or unreasonable expectations or KPIs) can also exacerbate a wealth of different health issues and turn you into something less than a colleague. It diminishes your human value in the eyes of co-workers and line managers. Also, in the wrong working environment, it reduces your voice and might even create the image of a pushover.

    What the experts say:

    Julie Morgenstern, productivity expert and author of Never Check Email in the Morning, told Harvard Business Review:

    “In the bottom of your belly is this feeling that if you can’t handle the work, there’s someone else who can; you feel dispensable.

    “The natural tendency is to think, ‘I am not working hard enough, smart enough, or efficiently enough. I should be able to handle this.’ So you suffer in silence.”

    Morgenstern advises workers to speak up and take ownership of their workload limitations. Turning down a request or simply pointing out what you’re up against, she says, increases your credibility.

    “Bosses want their employees to speak up if there is anything that’s keeping them from performing at peak levels.”

    Furthermore, this is a great way to test your line manager or a boss as to whether you might be stuck in a climate ripe for a work stress claim. If you feel as if you don’t have bosses who reflect her description, their behaviour should be noted.

    For a compensation claim, it will be critical to have examples (or even complaints) on the record and documented.

    Lack of support (14%)

    In many ways, the lack of support catches a variety of different behaviours or examples of neglect. Poor support from management is most commonly cited by HSE, but there can be other examples, too. For example, the workplace might fail you when it comes to providing:

    • Adequate reporting mechanisms;
    • Defining your rights as a worker sufficiently;
    • Education and information regarding expectations;
    • Negligent human resources capabilities.

    We encourage you to take charge of your role if you feel like management is not being supportive or informative. Give them a chance to rectify or simply clarify expectations, KPIs or gain control of the work.

    As ever, be vigilant, document examples and raise issues regarding support. If management lets you down, you can better prove that when the time comes, you gave management a chance to fix the problem

    Violence, threats or bullying (13%)

    We’ve said before in this space that workplace bullying can’t hide behind the guise of harmless banter. Furthermore, it leaves private and public sector organisations alike exposed and vulnerable.

    Focus more widely, and employers are well aware that mental well-being is on the same level as physical well-being.

    • First, both are subject to personal injury or illness matters;
    • Second, both require the same vigilance to combat;
    • Finally, both require buy-in from management down to the shop floor.

    That said, some workplaces are more efficient in dealing with violence, threats and bullying than others. Regardless of how management handles it, you don’t have to take it as an employee. Bullying encompasses a wide berth of unwanted behaviours.

    The feelings that bullying can engender

    According to ACAS, you’ve been bullied if you’re left to feel:

    • Frightened or intimidated;
    • Put down, disrespected or degraded;
    • Uncomfortable as a result of being made fun of, and;
    • Upset, insulted or offended.

    Firstly, it’s important to know that whenever bullying occurs in the workplace, you don’t have to suffer in silence. There are people you can talk to and ways to address the behaviours you’re witnessing. Additionally, you can do this either face to face or with a superior or assistant.

    But as ever, it is critical that when an incident – be it a one-off or as a common occurrence – does happen, you record the incident. If you do end up filing a work stress claim, recording an incident and details such as the people present, any evidence, date(s) and time(s) can significantly strengthen the validity of your claims.

    Changes at work (8%)

    With regard to changes at work, there are a few different connotations. For example, a new style of management can fall under this category. So can brand new technology or work content that changes the nature of the job altogether.

    HSE points out that one cause of stress at work is when employees:

    are not engaged when a business is undergoing change.”

    Consider mergers and acquisitions, which have become increasingly common. Accordingly, change is inherent and disruptions to the new working practices can be expected. So management owes it to employees to inform them. Done right, they should endeavour to show employees how they benefit from the change.

    Use change management programmes as another example. For this, management has to include employees, because the change is affecting them directly. There is a duty of care that management needs to take with this to prevent injury at work and reduce levels of stress.

    If it isn’t, the change management project will ultimately fail. After all, the main idea should be to enable valued employees to cope with a more efficient system. Otherwise, there would be no need to change in the first place.

    Other (21%)

    Psychiatric injury or illness can occur in several other random ways. Some examples may include:

    • Not understanding your role or responsibilities fully;
    • Inability to control the way they do their work;
    • In some industries, even Post Traumatic Stress Disorder (PTSD).

    But even if it’s not in the list above, we would urge employers to seek out stressful scenarios and get in front of potential red flags in their line of work. As we wrote in a recent post about protecting the mental health of staff:

    All employers, whether it is the NHS, a private healthcare provider or employers in other sectors, have a duty of care to protect both the physical and mental well-being of its employees. 

    This responsibility is enshrined in law – The Health and Safety at Work Act 1974 and it’s resulting regulatory updates – and all employers have to adhere to it. Ignorance of the law is not an excuse.

    About the Compensation Experts and the Work Stress Claim

    This post is part of our ongoing series covering the issues to understand a workplace injury or work-induced psychiatric illness. Our goal is to keep you informed on the latest issues and risks involved with workplace injury claims. From understanding legal fees for a claim to getting in front of long-term complications, The Compensation Experts can help.

    Be sure to read more about this topic, including:

    ‘National Sickie Day’ highlights a culture that causes workplace illnesses and injuries

    It was interesting to note the coverage the so-called ‘National Sickie Day’ received earlier this week.

    While the BBC played it with a very straight bat, other media sources took a more light-hearted approach with both The Sun and The Daily Star focusing their coverage on what they considered to be the weirdest and worst excuses for employees calling in sick.

    What the BBC chose to focus on is certainly of concern though, with the broadcaster highlighting a survey showing around 8.6 million UK workers took sick days last year because they found their job “too painful” with 12 million workers going into work while genuinely sick. The survey, conducted by Kantar, was of 1,246 working adults and was then weighed to reflect the wider working population of almost 33 million people.

    While you may arguably need to take the researchers’ claims that work culture, colleagues and workloads were to blame with a pinch of salt to an extent given the numerical claims have been weighed, other sources do support such claims, as the latest data from the Health and Safety Executive (HSE) shows that 23.5 million working days were lost in the 2018/19 financial year due to work-related ill health.

    It should also be noted that, according to the HSE figures, a further 4.7 million working days were lost in the last financial year due to non-fatal work injuries.

    The issue

    We would argue then that we have an issue in this country with work-related sickness and injuries. In particular, we would say that the psychological effect of UK workplaces needs to be reviewed – we say that as, when digging down into the HSE figures regarding the number of working days lost, stress, depression and anxiety account for the majority of the 23.5 million days lost last year at 12.8 million. In addition, those on sick leave from work with stress, depression and anxiety are also off for longer, taking 21.2 days off work on average compared to an overall average of 15.1 days off when accounting for all work-related ill health and non-fatal work injuries.

    It may also be that the tone taken by the likes of The Sun and The Daily Star – arguably a mocking tone that makes fun of those who call in sick – when reporting on something like a supposed ‘National Sickie Day’ contributes to the issues too. While those articles are clearly aimed at making fun at those people who use frivolous reasons to ‘throw a sickie’, it could be argued that they contribute to a culture in this country where people who take time off work are viewed with an underlaying air of suspicion. Because of this, people – 12 million of them according to the Kantar research – then turn up for work when they are genuinely ill. It is because of this, we would argue, that we have seen a rise in so-called ‘presenteeism’ in the UK in recent years, as people feel they have to carry on even when they are not fit to work as they will otherwise face accusations that they are ‘putting it on’ or are ‘weak’.

    It could be said that this kind of attitude, and employers allowing it to flourish, rather than addressing the issues that caused 23.5 million working days to be lost in the last financial year creates a toxic work culture. It also speaks volumes to us that the happiest workforces and most productive economies in the world, such as those in the Scandinavian countries, are those where workers feel they can take time off work when they are sick without fear of persecution or loss of opportunities.

    How to reduce workplace illness and injury

    We need to get away from this culture of presenteeism and of not dealing with the issues we are facing at work then. If you ignore a problem, it will not go away. Regardless of whether it is a niggling injury caused by your work or negative comments from a colleague that are upsetting you, if you ignore the problem, it will continue to fester and get worse.

    For example, if you are in a role that requires manual lifting and you pull a muscle in your back while lifting something that you find too heavy, that pain isn’t going to go away by you then continuing to lift things at work that you find too heavy. The pain is going to get worse and worse to the point that you will need to take time off work and your general quality of life may also be seriously affected too.

    Similarly, if your employer allocates you an unreasonable amount of work that you struggle to get through and this causes you undue stress and anxiety, that is not acceptable and something should be said as it will eventually cause you to burn out. In this regard, if you allow your employer to get away with allocating an unreasonable amount of work to you, it will embolden them and makes it more likely to do it with other members of staff too.

    Ultimately, employers are legally obliged to take all reasonable steps to protect both their employees’ physical and mental health. If they don’t and it leads to you suffering a workplace injury or work-related illness, including stress, depression and anxiety, then you may be able to claim compensation from them for any medical expenses you incur or loss of earnings you suffer as a result of needing to take time off work.

    How we can help

    At The Compensation Experts, we work with specialist legal firms who have a proven track record in successful workplace illness and injury compensation claims. Initially, one of our advisors with have a chat with you to find out how you came to be ill or injured. Once this is done, they will advise you whether you may have grounds for a successful claim. As a part of this, we might also obtain medical reports to help determine the strength of your case. This is all done on a free no-obligation basis. If it is felt you may have a successful claim, we will then match you with the firm who best suits the circumstances of your case. This means we and the legal firms we work with are well-placed to help you get the maximum amount of compensation.

    If you have suffered a workplace injury, do not hesitate to get in touch with us via our website or by calling 0161 413 8763.