Confidential workplace injury representation handled by senior solicitors, your employer cannot lawfully dismiss you for bringing a legitimate claim.
£21 million recovered · 15 years specialist practice
Detailed guides for the workplace accidents we see most often.
Every claim is different, but most awards fall into two parts: general damages for pain and suffering, and special damages for your financial losses.
Minor injuries
£1,000 – £10,420
Sprains, bruises, minor cuts and short-term soft tissue injuries.
Serious injuries
£50,000 – £500,000+
Fractures, spinal damage, brain trauma and life-changing injuries regularly reach six figures.
Special damages
Case-specific
Lost earnings, medical costs, rehabilitation, care and future financial losses are added on top.
The final figure depends on your medical evidence, financial losses and the Judicial College Guidelines. For a full breakdown, see our UK compensation payouts guide.
At Hannah Gold Solicitors, our personal injury team acts exclusively for injured employees, never for employers or insurers. Over 15 years, we have recovered over £21 million for clients across all types of accident at work claims, including serious and life-changing injuries requiring long-term financial planning and private medical treatment. Your case is handled by a senior injury solicitor from start to settlement, not passed to junior staff or call centres. We charge a 20% success fee, not the 25% many firms deduct, a difference that is significant in higher-value cases.
We act for injured employees nationwide across England and Wales. Call 0300 373 5366 or complete our online claim form for a free case assessment and free legal advice.
£21M+
Recovered for clients
15 yrs
Specialist experience
20%
Success fee, not 25%
100%
No Win No Fee
“Employers must run a written risk assessment for every foreseeable hazard, the plans, RAMS and toolbox-talk records are the first documents we call for.
Most workplace claims must be started within 3 years of the accident (or date of knowledge for industrial disease).
You may be entitled to bring an accident at work claim if:
Even if you were partly at fault, you may still recover compensation. Under the contributory negligence principle, your award is reduced proportionally, not eliminated. We regularly challenge employer and insurer allegations of employee fault to protect the rights of the injured party and ensure a successful claim.
Employers have specific, legally enforceable duties to protect employees from injury at work. Tap any statute below to see what it means in practice and how it underpins your claim.
Employers are legally required to ensure, so far as is reasonably practicable, the health, safety, and welfare of all employees. This includes providing safe systems of work, safe equipment, adequate training and supervision, and a safe working environment.
When an employer breaches any of these duties and an employee is injured as a result, that employer is liable. The claim is made against the employer's employers' liability insurance, not against the employer personally. Every employer with one or more employees is legally required to hold employers' liability insurance cover of at least £5 million.
“Falls from height remain the biggest single cause of fatal and serious workplace injury. The Work at Height Regulations 2005 set the standards employers must meet.
Tap any workplace setting below to see the typical hazards, who you claim against, and the duty of care that usually applies.
The most common cause of workplace injuries across all sectors. Employers must maintain safe walkways, address spillages promptly, ensure adequate lighting, and provide appropriate footwear where necessary. Falls from height, ladders, platforms, scaffolding, fragile surfaces, frequently cause serious orthopaedic and spinal injuries and are a leading cause of workplace fatalities. Liability often turns on whether the employer provided fall prevention equipment, PPE, and proper training.
Compensation in an accident at work claim consists of two components:
General damages: compensation for pain, suffering, and loss of amenity, assessed against the Judicial College Guidelines.
Special damages: all financial losses including lost earnings, future loss of earning capacity, medical treatment, rehabilitation, care assistance, travel costs, and medical expenses.
Figures below are general-damages brackets from the Judicial College Guidelines (18th edition) and include the Simmons v Castle 10% uplift. They are a guide only; your actual award depends on your specific medical evidence, and special damages are assessed separately and frequently exceed the injury award in serious cases.
| Injury Type | General Damages (JCG 18th ed.) | Notes |
|---|---|---|
| Minor soft tissue injuries (sprains, strains, full recovery) | Up to £10,420 | Short-term strains resolving within months to a couple of years |
| Moderate back injury (no surgery) | £16,520 – £36,680 | Frequently encountered backache, prolapsed disc, prolonged symptoms |
| Severe back injury (surgery, long-term symptoms) | £51,230 – £212,670 | Disc lesions or fractures through to spinal cord and nerve root damage |
| Wrist injury (fracture to significant disability) | £4,670 – £79,080 | From minor undisplaced fractures up to complete loss of function |
| Shoulder injury (moderate) | £10,420 – £16,870 | Frozen shoulder or soft tissue persisting around two years |
| Serious shoulder injury (surgery, long-term) | £16,870 – £63,450 | Dislocation or rotator cuff persisting after surgery through to severe with brachial plexus involvement |
| Fracture of clavicle (collarbone) | £6,800 – £16,170 | Depending on extent of fracture and residual symptoms |
| Leg fracture (simple, good recovery) | £12,040 – £36,680 | Simple femur or tibia/fibula fractures through to incomplete recovery |
| Serious leg fracture (multiple or complications) | £36,680 – £72,440 | Complicated or multiple fractures, severe crushing, serious compound fractures |
| Knee injury (moderate, cartilage/meniscus damage) | £19,610 – £34,600 | Dislocation, torn cartilage or meniscus, minor instability |
| Loss of one hand or significant crush injury | £127,050 – £144,860 | Total or effective loss of one hand; serious crush injuries vary by residual function |
| Hand-arm vibration syndrome (HAVS) | £3,950 – £50,770 | Depending on severity, from mild episodic symptoms to serious bilateral disease |
| Moderate traumatic brain injury | £56,890 – £289,420 | Three sub-bands depending on cognitive deficit, dependence, and epilepsy risk |
For catastrophic spinal cord injuries, paralysis, and the very highest-value claims, see our serious injury claims pages, where settlements including lifetime care costs run well into seven figures.
Do not accept an employer's insurer's first offer without specialist advice. Insurers acting for employers regularly make early low offers, particularly where injuries are still developing and long-term financial losses have not been fully quantified. Accepting too early permanently limits your recovery.
Call 0300 373 5366 for a free valuation: 20% success fee, senior solicitor handling.
The following examples illustrate the range of accident at work cases we have handled. Figures are anonymised.
For high-value and serious injury cases, settlements regularly exceed these figures. See our serious injury claims page for cases involving lifetime care costs and Court of Protection proceedings.
“A properly kept accident book entry made on the day of the incident is often the single most powerful piece of evidence in an accident-at-work claim.
No. It is unlawful for an employer to dismiss an employee, subject them to a detriment, or treat them unfavourably for bringing a legitimate accident at work claim. The law protecting employees in this position includes:
In practice, the vast majority of accident at work claims are handled entirely between solicitors and insurers, with minimal disruption to the employment relationship. Most employers are relieved the matter is handled professionally and within the insurance framework.
| General Personal Injury Firm | Hannah Gold Solicitors |
|---|---|
| 25% success fee, standard maximum | 20% success fee, not 25% |
| Case handlers and junior staff | Senior solicitor handling your case |
| Early settlement focus | Full loss valuation before settlement |
| Basic liability review | Detailed statutory breach analysis |
| Acts for both sides | Acts exclusively for injured employees |
See what percentage do solicitors take for how our fee compares.
7-step process
7 steps
We review what happened, the employer's health and safety obligations, and whether you have reasonable prospects of a valid claim. No obligation, no pressure.
Accident book records, risk assessments, CCTV, witness statements, maintenance records and HSE reports secured immediately. Evidence degrades quickly after workplace accidents, so early instruction is critical.
We identify the correct defendants, employer, contractor, equipment manufacturer or site management, and establish the basis for each party's liability.
Independent expert evidence obtained to document injuries, establish prognosis and quantify long-term needs. We work with brain injury specialists and other medical experts where appropriate.
All financial losses calculated, future earnings loss, care costs, rehabilitation needs, medical expenses and private treatment costs, not just the injury award.
We present your claim to the employer's insurer and negotiate for maximum workplace accident compensation. We do not accept the first offer.
Most accident at work claims settle without going to court. If the insurer refuses a fair offer, we are fully prepared to litigate.
Early legal advice ensures proper valuation and protects against insurer under-settlement. We can request interim payments to cover immediate medical assistance and expenses where liability is admitted, helping alleviate financial losses during the claim.
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Hannah Gold Solicitors: specialist accident at work solicitors. Over £21 million recovered. 20% success fee. No Win No Fee. Serving injured employees across England and Wales.
“Employers must supply, maintain and enforce the correct PPE for the task, the PPE Regulations 1992 make this a personal duty owed to every worker.
Yes. Under the contributory negligence principle, your compensation is reduced proportionally to reflect shared responsibility, not eliminated. For example, if you were found 25% responsible, you would receive 75% of the full value. Employers and their insurers routinely allege employee fault to reduce payouts. We challenge these allegations as a matter of course and instruct expert evidence where liability is disputed.
No. It is unlawful for an employer to dismiss you or subject you to any detriment for bringing a legitimate accident at work claim. Dismissal on these grounds is automatically unfair under the Employment Rights Act 1996. Your claim is made against your employer's compulsory insurance policy, not against the employer directly. The vast majority of accident at work claims proceed without any material impact on the employment relationship.
Straightforward cases where liability is admitted early may settle within 6 to 12 months. Disputed liability cases typically take 12 to 18 months. Serious injury cases, where medical prognosis must stabilise before settlement, can take 18 months to three years. We do not advise settling until your full losses, including future needs, have been properly established.
In most cases you must start your claim within three years from the date the accident occurred, as set by the Limitation Act 1980. If you were under 18 at the time, the three-year period begins on your 18th birthday. For industrial disease claims, the three-year period runs from your date of knowledge, that is, when you first knew or ought reasonably to have known that your condition was caused by your work. If mental capacity is affected, different rules apply. Do not delay, as early instruction protects evidence.
It depends on the circumstances. If you were genuinely self-employed and responsible for your own safety, a claim against the site occupier or principal contractor may still be available under occupiers' liability or under CDM 2015 duty-holder obligations. If you were classified as self-employed but in practice worked under the employer's direction and control, employment status is a relevant issue. We assess the specific facts of each case.
Yes. Claims against insolvent employers are handled through the Employers' Liability Tracing Office and the relevant former insurers, and in some cases the Financial Services Compensation Scheme. Tracing the relevant insurer is a specialist task that we manage for clients whose former employers are no longer trading.
Useful evidence includes the accident book entry, any photographs of the scene or your injuries, witness details, your medical records and treatment receipts, any correspondence with your employer about the accident, and records of financial losses such as payslips and receipts. Evidence of unsafe working conditions, lack of proper training, faulty equipment, or breaches of health and safety procedures strengthens the claim. Do not worry if you have limited evidence, as we investigate and gather evidence on your behalf. Acting quickly protects the most important evidence.
Yes. Psychological injuries such as anxiety, depression, and PTSD caused or worsened by a workplace accident or unsafe working conditions can be compensated. Medical evidence and expert reports are essential to support these claims.
You can claim for a wide range of injuries sustained at work, including visible injuries such as fractures, burns, and cuts, as well as less visible injuries like psychological harm. Common workplace injuries include musculoskeletal injuries, severe brain injury, head injuries, spinal cord injuries, and injuries caused by faulty equipment or unsafe working conditions. Injuries may be minor or severe, including sustained life changing injuries that require ongoing care and rehabilitation.
Yes. If you are off work due to your injury, you may be entitled to statutory sick pay (SSP) from your employer, provided you meet the eligibility criteria, and some employers offer enhanced sick pay. Your accident at work claim may also recover lost wages and any sick pay not received.
Seek immediate medical attention, report the accident to your employer and ensure it is recorded in the accident book, gather evidence such as photographs and witness details, and contact a specialist personal injury team workplace injury solicitor for expert legal support. Early action protects your rights and strengthens your personal injury claim.
Yes. Your employer is generally vicariously liable for injuries caused by a colleague's negligence in the course of their work, as part of the employer's legal duty of care.
Speak to a senior solicitor today. 20% success fee, not 25%. No Win No Fee on every accepted claim.
£21 million recovered · Established 2011
No Win No Fee means you pay nothing upfront and nothing at all if your claim does not succeed. If you win, a success fee is deducted from your compensation. On most personal injury claims we charge 20%, lower than the 25% maximum many firms apply; some lower-value Official Injury Claim portal cases are charged at a different rate, which we always explain clearly before you sign.
A full breakdown of Judicial College Guidelines values across all injury types, with worked examples.
Read Guide →Catastrophic and life-changing injuries including spinal cord damage, brain injury, and Court of Protection cases.
Read Guide →How to claim compensation for slips, trips, and falls in the workplace and in public places.
Read Guide →Speak with a specialist
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