Hello, my name is***** am a qualified lawyer and it is my pleasure to assist you with your question today.
Do you intend to prosecute or are you ideally seeking to recover costs / compensation?
OK thank you, ***** ***** it with me. I am in court for the rest of today so will prepare my advice in a while and get back to you at the earliest opportunity. There is no need to wait here as you will receive an email when I have responded. Thank you.
Many thanks for your patience. Whilst I completely understand your reasons for wishing to take this further, making a claim and getting compensation is not going to be that easy.
To be able to claim in these circumstances she has only two viable options – one for personal injury and one for constructive dismissal. To be able to claim for personal injury she must be able to show that she had suffered some form of recognised psychiatric illness as a result of the employer’s negligence. So whilst things like clinical depression can qualify, there must be some formal diagnosis so you will need the help of medical professionals to be able to show that you are claiming for something which can qualify as a personal injury. What compensation she may get will depend on the seriousness of the injuries claimed. This is something which you can potentially pursue as a no win no fee claim and you will also likely brb le to have a quick free meeting with a personal injury solicitor who can look into this for you to see if you have a decent enough case to make it worthy of taking forward.
The other option is constructive dismissal, which occurs when the following two elements are present:
· Serious breach of contract by the employer; and
· An acceptance of that breach by the employee, who in turn treats the contract of employment as at an end. The employee must act in response to the breach and must not delay any action too long.
A common breach by the employer occurs when it, or its employees, have broken the implied contractual term of trust and confidence. The conduct relied on could be a single act, or a series of less serious acts over a period of time, which together could be treated as serious enough (usually culminating in the 'last straw' scenario).
The affected employee would initially be expected to raise a formal grievance in order to officially bring their concerns to the employer's attention and give them an opportunity to try and resolve them. If the issues are so bad that the employee can't even face raising a grievance and going through the process, or if a grievance has been raised but has been unsuccessful, then they can consider resigning straight away.
If resignation appears to be the only option, it must be done without unreasonable delay so as not to give an impression that the employer's breach had been accepted. Any resignation would normally be with immediate effect and without providing any notice period. It is advisable to resign in writing, stating the reasons for the resignation and that this is being treated as constructive dismissal.
Following the resignation, the option of pursuing a claim for constructive dismissal exists. This is only available to employees who have at least 2 years' continuous service. There is a time limit of 3 months from the date of resignation to submit a claim in the employment tribunal.
An alternative way out is to approach the employer on a 'without prejudice' basis (i.e. off the record) to try and discuss the possibility of leaving under a settlement agreement. Under a settlement agreement, the employee gets compensated for leaving the company and in return promises not to make any claims against the employer in the future. It is essentially a clean break, although the employer does not have to agree to it so it will be subject to negotiation. In any event, there is nothing to lose by raising this possibility with them because you cannot be treated detrimentally for suggesting it and it would not be used against you.
Just to make a final, yet important point, that constructive dismissal can be a difficult claim to win as the burden of proof is entirely on the employee to show the required elements of a claim were present. Therefore, it should only be used as a last resort.
This is your basic legal position. I have more detailed advice for you in terms of the steps she needs to follow if she is to pursue either of these options, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you
Yes but you cannot just claim compensation for that, it is not how the law works. You can of course report them to the relevant safeguarding authorities and if they find it necessary they can penalise them but it does not entitle you to compensation as a result, and to do this you will still only have the two options I referred to earlier.
In the circumstances it can initially be any regulatory body overseeing the sport, they can deal with safeguarding issues, I do not know which body deals with that n gold specifically so you would be better placed to find out. Otherwise, in terms of Government options, it would be the Disclosure and Barring Service, you can contact the on *****@******.***
Hope this clarifies?