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Good & Murray Smith LLP brings unique strengths to every workplace injury claim:
Our Dublin solicitors handle workplace injury claims across every sector. The following pages explain how we can help with specific types of workplace accidents:
Industrial and commercial workplaces can be hazardous when safety protocols are not followed. Heavy machinery, high-risk processes and demanding output targets put employees at risk if employers fail to maintain proper standards. We help workers injured in factories, warehouses, manufacturing plants and commercial premises across Dublin and Ireland recover the compensation they deserve for both physical and psychological injuries.
Educational institutions have a duty to provide safe environments for staff and students. From slippery floors to faulty equipment, accidents on campus often stem from oversight or inadequate safety procedures. We represent teachers, lecturers, administrative staff and other educational professionals who have been injured due to negligence in Dublin schools, colleges and universities.
Gardaí, firefighters, paramedics and other emergency responders face significant risks every day. Even so, they are entitled to safe working conditions and proper equipment. When injuries arise from defective equipment, inadequate training or organisational failures, our solicitors stand ready to advocate for emergency services workers seeking compensation.
Healthcare workers face unique hazards, from sharps injuries and infection exposure to manual handling injuries and workplace assaults. When hospitals, clinics and care facilities fail to safeguard their staff, the consequences can be life-altering. We represent nurses, doctors, healthcare assistants and other medical professionals injured in Dublin hospitals and healthcare settings.
Workplace safety in Ireland is governed by the Safety, Health and Welfare at Work Act 2005, supported by industry-specific regulations covering particular hazards. Both employers and employees have responsibilities to prevent accidents. The Health and Safety Authority (HSA) enforces these standards through inspections, guidance and investigations.
Employers must take reasonable steps to minimise hazards and protect workers. Their legal duties include:
If an employer fails to take reasonable care to safeguard staff and someone is injured as a result, they may be considered negligent and held liable for damages.
Most employers carry employer’s liability insurance. If you suffer a workplace injury, the insurer typically manages and pays out on legitimate claims. Many workers worry about job security if they make a claim, but Irish law specifically prohibits employers from penalising staff for seeking fair redress after a workplace accident.
Employees also have legal duties under health and safety legislation:
While employers carry the primary responsibility for preventing injuries, an employee’s own conduct can affect a claim. In some cases, compensation may be reduced where the injured worker partly contributed to the accident. This is known as contributory negligence.
Report any workplace accident to your employer as soon as possible. They should record the details of the incident in an accident log and may need to provide written confirmation. If your injury causes you to miss more than three consecutive days of work (not counting the day of the accident), your employer is legally required to report it to the HSA.
Even if your injury seems minor at first, document it and notify your employer. Some injuries develop or worsen over time, and a contemporaneous record can be vital evidence if you need to make a claim later.
Depending on your employer’s policy and your statutory rights, you may be entitled to sick pay during your recovery. You may also qualify for social welfare payments if you cannot work, including:
Receiving state benefits does not generally prevent you from bringing a personal injury claim if someone else’s negligence caused your accident. The state can recover those benefits from the negligent party as part of any settlement.
If you have been injured at work, taking the right steps in the immediate aftermath can significantly strengthen any future claim:
Personal injury claims against employers must first go through the Personal Injuries Resolution Board (formerly known as PIAB). The Board assesses damages by reference to the Personal Injury Guidelines. If both parties accept the assessment, the matter is typically resolved within a few months to a year.
If either party disputes liability or considers the assessment inadequate, the claim can proceed to the courts. Our Dublin solicitors regularly represent clients at every stage, from initial PIAB application through to High Court proceedings where necessary.
Claimants generally have two years from the date of the accident, or from the date they realised they were injured, to commence legal proceedings. However, you should notify your employer within one month of the incident wherever possible. Acting quickly is important because evidence fades, witnesses forget details, and statutory deadlines approach faster than people often expect.
Compensation in a workplace accident claim typically falls under two main categories:
General damages are assessed by reference to the Judicial Council’s Personal Injury Guidelines, which set out compensation ranges for different categories of injury. The Guidelines were last reviewed in March 2021, with proposed amendments under consideration to reflect inflation since that date.
If you are injured or unable to work due to a workplace accident or while commuting directly to or from work, you may be entitled to payments under the Occupational Injuries Scheme. This includes Injury Benefit, paid if you cannot work because of the accident. You may also be entitled to sick pay under your employment contract.
Notify your employer in the first instance. They are responsible for recording the accident in their workplace log and, if you are absent for more than three consecutive days, reporting it to the HSA.
Yes. Employers in Ireland must provide statutory benefits including paid leave entitlements, and they typically maintain employer's liability insurance to cover compensation for workplace accidents.
If your injury was caused by employer negligence, you can claim against your employer for loss of earnings as part of a personal injury claim. Statutory benefits may also be available through the Department of Social Protection. Contact the Department directly for current guidance on benefit rates.
Yes. Even as a new employee, your employer owes you the same duty of care as any other worker. If you were injured because of unsafe conditions, lack of training or inadequate safety measures, you may be entitled to compensation.
Not wearing PPE may reduce your compensation if it contributed to your injury. However, employers are responsible for providing adequate equipment and ensuring staff are trained in its use. If your employer failed in this duty, you may still have a strong claim.
Yes. Employers are typically liable for accidents caused by their employees under the principle of vicarious liability. If a colleague's negligence or reckless actions caused your injury, your employer can usually be held responsible.
Even if you were partly responsible for the accident, you may still claim compensation. Irish law allows for contributory negligence, where your compensation is reduced in proportion to your share of the blame, but this does not bar you from pursuing a claim.
Yes. Small business owners are still legally required to provide safe workplaces. Even if your employer runs a small operation, their insurer will cover valid workplace accident claims.
You can still claim for injuries that developed gradually, provided you can show they were caused by your working conditions. These are often called occupational injuries. Employers are required to manage risks like poor ergonomics, repetitive tasks and prolonged exposure to harmful conditions.
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If you’ve been injured and believe you may have a claim, don’t wait. Good & Murray Smith LLP is here to help. Contact us to arrange a consultation to review your case and guide you through the next steps.
