Author: Mark Reynolds

Personal injury claims can be made by anyone who has suffered an injury in the workplace or outside the workplace because of another person’s negligence. At Mark Reynolds Solicitors we’re here to offer world-class advice and guidance through your personal injury claim.

But sometimes accidents can happen – especially if you’re cycling on the road during winter. Almost 92% of cycling accidents involve a car. The cold, wet and sometimes windy weather can be even more hazardous for cyclists. Here a few quick cycling safety tips for the winter:

Road Safety Tips for Cyclists

• Ensure you’re riding a doors width away from parked cars in case anyway gets out
• Always stop at red lights – no excuses!
• Rise centrally in narrower lanes to avoid contact with other cars.
• Always wear a correctly fitted helmet and high vis clothing, even during the day as you can’t predict the weather (fog, clouding over, heavy rain, etc)
• Make sure all lights on your bicycle are working. Turn them on when it’s foggy, very cloudy or heavy rain, as well as at night.
• Never ride alongside large vehicles such as buses, coaches or HGVs. You may be in the driver’s blind spot.
• Observe the Highway Code, it’s there for a reason
• Always be polite and make eye-contact with drivers so you know they’ve seen you.
• Always signal to drivers as to which direction you intend to go
• Keep clear of the kerb

Road Safety Tips for Motorists

• Look out for cyclists at junctions
• When getting out of the car, watch out for any cyclists riding past before you open the door
• Leave room for cyclists at traffic lights
• Always signal for cyclists so they know where you intend to turn
• You can overtake cyclists as long as you give them enough room
• Never intimidate cyclists, even if their speed is slower. Remain patient and polite.

Have you had an accident or personal injury and are looking to claim? Call Mark Reynolds Solicitors on 0800 002 9577 today to speak to our no win, no fee personal injury advisors.

In July 2015 the Government launched an open consultation on the gender pay gap which currently sits at 19.1%. That means that for every £1 earned by a man, a woman will earn 81p.

Even though this is the lowest differential ever recorded it still demonstrates that the gender pay gap in the UK still needs addressing.

Ever since the Equal Pay Act was launched in 1976 it has been illegal for men and women to be paid differently for doing the same work; however this doesn’t mean that it doesn’t happen.

The open consultation aims to task organisations with more than 250 employees to publish gender pay information. The CBI are pushing back on this stating that the current voluntary approach for companies to disclose this information is working well enough and that the numbers of women on corporate boards has actually increased. This remains an area to be debated.

Ultimately the Government is looking for ideas that will encourage women to seek higher status careers, support older working women – where the pay gap is particularly high, and to comprehensively modernise the workplace. A move to more flexible working is being studied as a way of progressing women into higher profile jobs with more earning power and companies are to be encouraged to seek flexible working options when advertising for senior positions.

David Cameron has stated that he wants to eliminate the gender pay gap ‘in a generation’. Historically, UK businesses have been evasive in disclosing the pay gap between their male and female colleagues so it will be interesting to see how the open consultation develops and how this may affect employment law in the future. Interesting times lie ahead.

Mark Reynolds Solicitors specialise in employment law, have you suffered from discrimination or exploitation at your place of work? Contact Mark Reynolds Solicitors on 0800 002 9577 today to speak to our no win, no fee employment law advisors.

Under the Employment Rights Act, an employee with an employment contract has the right to not be unfairly dismissed.

If employment is terminated, it must be as a last resort when all other methods have been exhausted.  Dismissal must be fair, with good reason and a number of procedures must be respected before employment can be terminated. The employee then has the right to paid, reasonable notice depending on their length of continuous employment.

Here’s a brief look at the most common differences between fair and unfair dismissal.

Fair Dismissal

An employer has the right to terminate a contract for the following reasons:

• Unreasonable conduct – examples include drinking, smoking or using narcotics in the workplace, theft and abuse of fellow workers.
• Capability – if employment involves primarily driving, then a contract can be justifiably terminated if the employee loses their driving licence for causes such as reckless driving or DUI, therefore preventing them from carrying out their duties and causing a breach of contract.
• Redundancy
• Legal restrictions such as an employee’s immigration status.

The above reasons should be used as a last resort after trying to resolve employee conflict issues in an informal manner.

Disciplinary measures must be explained in a clear and concise manner, and explained to employees at the start of their employment. In the case of termination, due, paid notice must be given by the employer before the eventual termination of employment.

Unfair Dismissal

You cannot be dismissed for discrimination reasons such as:

• Pregnancy
• Gender
• Age
• Race
• Religion
• Sexual orientation.

Wrongful dismissal can be claimed if the minimum notice period has not been respected or paid. Constructive dismissal can be claimed when an employee is forced to resign due to their employer’s unreasonable behaviour, which can include harassment, false accusations and sudden changes in their contract.

Mark Reynolds Solicitors specialise in employment law, have you suffered from discrimination or exploitation at your place of work? Contact Mark Reynolds Solicitors on 0800 002 9577 today to speak to our no win, no fee employment law advisors.

If you have sustained a personal injury or have been injured in an accident through no fault of your own, you may be eligible to apply for an accident claim.

However, even if the accident was not your fault, you may be concerned about making a legitimate claim because of the high upfront legal fees that are incurred.

In the mid-1990s a solution was found in a no win, no fee solicitor’s agreement. This agreement was introduced to
help people who had a case to fight, yet couldn’t afford the upfront fees, or weren’t covered by the appropriate insurance to give them a fair chance of making an accident
claim.

What Is No Win, No Fee?

If your claim is unsuccessful, you won’t be obliged to pay your solicitor’s fees. However, you may be obliged to pay court fees and the other side’s costs if you lose.

If you win, you will be obliged to cover your solicitor’s costs with part of your compensation reward.

No win, no fee, also known as conditional fee agreements, are most commonly used in the following circumstances:

• Vehicle or motorcycle accidents
• Medical negligence
• Slip and fall accidents
• Workplace accidents

After The Event Insurance

If you have suffered a personal injury through no fault of your own and are intending to make an accident claim, you should contact a specialised solicitor who can advise you on whether you’d be eligible to take out an After The Event insurance policy.

The insurance policy will cover the costs you’ll have to pay to the other side should you lose. It is strongly advisable to take out After The Event insurance at the start of the process.

Have you had an accident or personal injury and are looking to claim? Call Mark Reynolds Solicitors on 0800 002 9577 today to speak to our no win, no fee personal injury advisors.

In a recent ruling by the European Court of Justice, travel time is now considered work time for those workers with no fixed office. The implications of this judgement are far reaching and employers who hire workers that have no fixed work place are now left wondering how they will be affected by this decision.

The ruling came about as a result of a legal case in Spain involving a company called Tyco, which installs security systems. Tyco closed down its regional offices back in 2011 which meant that many of the employees had to travel considerable distances before arriving at their first appointment. This was deemed unfair because this was imposed on the workers who had no choice in the matter. Their working day would normally have started when they reached the regional office but because the office didn’t exist anymore, the European Court has ruled that their working day now starts when they embark on their journey to their first appointment.

Millions of workers in professions such as care work, sales reps and gas fitters could be affected by this ruling. Historically, their journey to their first appointment wouldn’t have been classed as work time. However it now is, so as far as employers are concerned, they will have a lot to think about in terms of planning employee work schedules to ensure that they are not in breach of EU working time regulations.

One of the main goals of the working time directive is to ensure that no employee in the EU is obliged to work more than an average of 48 hours a week. The new rules on travel time being work time is going to put a lot of strain on this and it will be interesting to see how employers react to this change and what plans they will implement to manage the situation.

Are you dealing with an employment law issue at your place of work? Call Mark Reynolds Solicitors on 0800 002 9577 today to speak to our employment law advisors.

According to recent research by the CIPD (Chartered Institute of Personnel & Development), over 20% of employers have seen an increase in staff reporting depression and anxiety.

With reference to the responsibilities set out in the Equality Act 2010, employers are duty bound not to discriminate against anybody with a disability, whether that’s physical or mental, so this rise in cases is being closely monitored by employment law experts.

Guarding against disability discrimination starts right from the beginning of the recruitment process. Employers are legally obliged to treat every CV the same, regardless of whether a disability is stated and, from a mental health perspective, there is no obligation from the applicant to disclose any condition.

If, after being accepted for employment, an employee discloses that they have a mental health problem, the employer is legally bound to ensure that no discrimination, harassment or victimisation takes place and that reasonable adjustments are put in place to create equal opportunities for all employees.

What constitutes reasonable adjustments is hard to define when it comes to mental health conditions but it may mean being flexible in adjusting work times to fit with an individual to avoid anxiety or putting them in a role where they are not exposed to situations that may exacerbate their condition. It’s about the employer working closely with the individual and tailoring an approach that is mutually acceptable.

Some employers have excellent records when dealing with employees who have mental health conditions and when handled correctly, the business benefits from reducing sick leave and holding on to experienced and well trained staff. Sadly, there are other employers out there that are not so forward-thinking and do not take the appropriate measures to accommodate employees who may be suffering from mental health problems.

If you or a family member is having problems with their employer as a result of a mental health condition and would like to discuss your rights in this situation, please get in touch with us here at Mark Reynolds Solicitors on 0800 002 9577, or submit a form through our contact page and we will get back to you as soon as possible.

Unfortunately, accidents happen. No matter how careful you are there’s still a chance someone else could cause an accident on the road or at work. Mark Reynolds Solicitors operate a no-win no-fee accident claims process. That means you have nothing to lose and a lot to gain if your accident claim is approved.

Some of the accident claims we cover include:

• Construction site accidents
• Criminal injury
• Uninsured drivers and hit and run incidents
• Accidents caused by defective products
• Clinical negligence
• Accidents in shops and in public
• Plane accidents
• Office accidents
• Whiplash
• Amputation

Am I eligible for accident claims compensation?

If you’ve been injured, in an accident, had an illness or suffered psychological or mental injuries caused by another person then you can make an accident claim. If a relative or dependent has been injured or in an accident, not only will they be eligible for accident claims but you may also be eligible if you’ve been affected. Some accident claims can take time but, if you’re struggling financially, we can apply to the court to partially pay your compensation early to help you out.

Compensation for Accident Claims

Experiencing an injury or accident can put stress on you and your family. You may have lost out on earnings from work due to time off or you may be suffering from trauma. We aim to get you the maximum amount of compensation you deserve. We’ll use our expertise to ensure you receive any lost earnings or potential loss of earnings, repay your travel expenses/medical expenses and get compensation for any emotional distress caused by the accident. We can negotiate the best accident claims compensation for you with our dedicated team of solicitors on hand to offer expert advice.

Did you have an accident that wasn’t your fault? Contact Mark Reynolds Solicitors on 0800 002 9577 today to speak to us.

The last thing you want to consider when booking your holiday is that possible injuries could occur. Travel insurance will cover the basics such as emergency medical costs and offer 24/7 assistance. Fellow EU countries have a reciprocal care agreement with the UK that will cover many emergency medical expenses, but you will need to apply for a free European Health Insurance card before you leave and you may have to pay the first £500 which you can then claim back on your return home.

But what if you are injured abroad through no fault of your own? Are you entitled to make a personal injury claim? Here’s a brief guide to what you should consider if you’re injured on
holiday.

Is It a Package Holiday?                  

If you’re injured during your stay at a resort that was booked as part of a package tour, then you may be eligible to make a personal injury claim if the hotel was negligent in any way. You may also be able put in a claim if you were injured on an excursion that was part of your package deal.

Examples of holiday hazards that could entitle you to make a personal injury claim include:

• Food poisoning
• Coach accident if travelling on an organised coaching holiday
• Injuries caused by broken furnishings or paving at your hotel
• Injuries caused by broken swimming pool tiles

What To Do

Personal injury claims can be complicated so it’s important that you take immediate action.

• Report the accident as soon as possible
• Take photos or videos as evidence
• Obtain a doctor’s report
• Seek legal advice as soon as you get home

If you have been injured during your holiday through no fault of your own, contact us now and our personal injury specialists will offer free no obligation impartial advice.

We always tend to think that most road accidents happen on busy urban roads and motorways but surprisingly, it’s the 20mph roads that are proving to be a real problem. Whilst it’s true that more fatalities are likely to take place on busy roads and motorways, the number of casualties that are happening on 20mph roads have risen alarmingly.

According to statistics from road safety charity, the IAM (Institute of Advanced Motorists), casualties on 20mph roads have risen by 29% since 2103. 20mph zones are becoming more prevalent in town and city centres and particularly by schools but it would appear from the statistics that they are not having the desired affect.

Relaxation of regulations has made it much easier for councils to put 20mph limits in place but they don’t seem to be delivering fewer casualties. Experts from the IAM have stated that local authorities need to focus more on changing the character of the roads rather than just imposing a 20mph limit.

This is particularly relevant for known accident black spots where the introduction of some kind of speed control intervention is greatly needed. At the moment it’s not immediately obvious why the road is set at that limit (unless it’s by a school) and as a consequence, it’s largely being ignored by motorists.

It will be interesting to see how this develops and whether councils take note of the concerns that the IAM is raising.

If you have been involved in a road accident and have been unfortunate enough to sustain a personal injury through no fault of your own, then you may have a strong case to make a claim. Contact us now to discuss your situation and we will give you an honest appraisal on the merits of your case.

As you may have already seen in the press over the last few weeks, it has been proven in a recent study that more people are dying when they are admitted into hospital at the weekend rather than during the week.

This rather alarming finding was uncovered by a team from the University Hospital Birmingham NHS Foundation Trusts and University College London, and it has been concluded that a lack of consultant cover and reduced services at the weekend are contributing to the higher death rates.

The actual study showed that approximately 11,000 more people die every year within 30 days of admission to hospital when that admission takes place on Friday, Saturday, Sunday or Monday compared to other days of the week.

Over 15 million patients were included in the data to discover these findings and whilst it is true that a higher proportion of patients are admitted to hospital as emergencies on the weekend, the findings point to much wider concerns about staffing levels and the lack of senior doctor cover.

Friday and Monday are being included in what has been labelled in the study as a ‘weekend effect’. Generally, hospital services are reduced from late on a Friday, throughout the weekend, and this leads to disruption on a Monday morning until services get back to normal again.

Health Secretary Jeremy Hunt called the research a “wake-up call” and said the situation on weekends may be worse than previously thought.

The levels of weekend cover are causing concern for junior doctors who are feeling ‘clinically exposed’ over the weekend and this is causing a great deal of concern for many hospital senior managers across the country.

It will be interesting to see over the coming months the impact that this makes on the level of clinical negligence cases that may arise as a direct result of these findings. Have you suffered from clinical negligence during a stay at a hospital or after an operation? You may be able to claim compensation with Mark Reynolds Solicitors, don’t hesitate to contact us at any of our 4 northwest offices.