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At times, it may feel intimidating to come forward after a sharps injury in the workplace. However, if you have suffered due to the negligence of your employer or another responsible party, you deserve skilled guidance and a supportive legal team.
Our solicitors have decades of experience seeking justice for healthcare workers and others across Ireland who have sustained sharps injuries. We understand the physical, emotional, and psychological harm caused by these events, and we are here to offer a blend of formidable expertise and empathetic counsel to help you put matters right.
“Sharps” refer to medical objects or instruments—such as hypodermic needles, suture needles, scalpels, cannula stylets, and phlebotomy needles—that can cut, prick, or otherwise penetrate the skin. Within healthcare settings, these instruments are essential for patient care but also pose a high-risk hazard when not handled, disposed of, or stored correctly.
A sharps injury (also known as a percutaneous injury) arises when such a device breaks the skin, creating the risk of transmitting bloodborne viruses (BBVs). These viruses include:
Even a single needlestick or sharps incident can be devastating. For instance, while the likelihood of contracting HIV from a sharps injury is comparatively lower, the risk of acquiring HBV or HCV if unvaccinated is high. There is currently no immunisation for HCV or HIV, making prevention crucial.
Irish and EU legislation has evolved significantly to safeguard healthcare professionals from sharps injuries. Chief among these is the European Union (Prevention of Sharps Injuries in the Healthcare Sector) Regulations 2014 (often called the Sharps Regulations). These regulations mandate that employers operating in healthcare:
In addition, the Safety, Health and Welfare at Work (Biological Agents) Regulations 2013 require that risk assessments be conducted to determine whether vaccinations (e.g., for HBV) should be offered to employees free of charge. While these rules are a significant step forward, poor staffing levels, inadequate resources, or lacklustre enforcement of policies still cause a distressing number of sharps-related injuries each year.
Where an employer fails to ensure safe disposal systems, enforce policy, provide safe devices, or maintain adequate staffing, accidents happen—and the consequences for dedicated healthcare workers are immense.
A sharps injury in a healthcare environment is harrowing on multiple fronts:
The immediate wound can be painful and may become infected. More seriously, there is a risk of contracting HBV, HCV, HIV, or other bloodborne diseases.
Waiting to know whether you have contracted a life-altering virus is terrifying and emotionally draining. Even if tests ultimately show no transmission, the mental health toll—including stress, anxiety, or depression—must never be overlooked.
Infections like Hepatitis C may remain asymptomatic for decades, only to manifest later in life with chronic liver conditions. Early exposure intervention such as Post-Exposure Prophylaxis (PEP) is crucial for HIV but must begin immediately after the injury.
If you have suffered a sharps injury, you do not have to bear these burdens alone. If you believe your injury was caused by negligence, our team can help you pursue justice and fair compensation.
While many healthcare facilities have exemplary sharps-handling protocols, lack of training and failure to enforce proper procedures can lead to unfortunate incidents. Under the Sharps Regulations, employers must:
Even a flawlessly written policy is meaningless without tangible resources and robust enforcement. If you suspect that inadequate staffing, lack of supplies, or subpar training played a role in your injury, you may be entitled to compensation.
If you suffer a sharps injury that could be contaminated, seek urgent medical advice to establish whether PEP or other treatments are required.
Complete an incident report as soon as you are medically able. Accurate detail helps identify how the accident occurred and prevents similar events in the future.
Under the 2013 Biological Agents Regulations and the Sharps Regulations of 2014, employers must assess if vaccinations are necessary and offer them at no cost to employees who may be at risk. Vaccines exist for hepatitis B (HBV) and hepatitis A (HAV).
However, there are no vaccines currently for HIV or HCV. Even when immunisations are in place, rigorous infection-control protocols remain mandatory. Offering free vaccines does not absolve an employer of their duty to ensure that sharps are handled with utmost caution.
The dread of living with a potential infection, waiting for follow-up test results, and managing the side effects of PEP (if administered) is overwhelming. Employers should not only provide medical treatment but also supply emotional support and counselling to minimise the devastating psychological impact.
If you believe your injury arose from unsafe workplace conditions, it is vital to seek legal advice without delay. Those injured deserve:
Experienced solicitors can clarify your rights, outline the claims process, and advocate on your behalf. Whether it is verifying that your employer was negligent or confirming that staffing practices contributed to your injury, experienced lawyers recognise how to build a persuasive case.
In Ireland, personal injury claims typically must be brought within two years from the date of the accident.
However, there can be exceptions:
It’s always advisable to seek legal advice as soon as possible after a sharps injury. Prompt action helps preserve evidence, witness recollections, and medical documentation, all of which are crucial to supporting your claim.
Our dedicated team of personal injury solicitors understands the challenges that follow a sharps injury. We have considerable experience dealing with workers and members of the public who have suffered sharps injuries across Ireland who have endured the ordeal of potential infection, invasive medical checks, and protracted legal battles.
We bring a long-established track record in complex personal injury claims, including those involving medical negligence and occupational hazards.
While we are resolute in our commitment to justice, we never lose sight of the human impact, offering genuine empathy and understanding throughout the claims process.
From the Sharps Regulations of 2014 to the Safety, Health and Welfare at Work Act, our lawyers are deeply versed in the laws that protect Irish healthcare workers.
Though our offices are physically located in Dublin, we represent clients from every corner of the country.
Yes. Employers must provide adequate, safe equipment. If corners are cut and you’re hurt as a result, that negligence could be grounds for compensation.
No. Regardless of your seniority, you’re entitled to a safe workplace. If you were pressured to follow a dangerous practice, that strengthens a claim of employer negligence.
Yes. Merely purchasing the equipment isn’t enough. If safety devices aren’t readily available for their intended use, you could have a valid claim.
Generally, yes. Both Irish and EU regulations protect all healthcare workers, including contractors and agency staff. If safety standards were not upheld, you may have a strong case.
Likely so. Employers must enforce and monitor correct disposal protocols. If staff aren’t trained or supervised properly, the employer may be liable.
Yes. Offering partial support but neglecting crucial medical steps could indicate poor duty of care, potentially increasing the employer’s liability.
Not necessarily. Vaccination might reduce your infection risk, but it doesn’t negate the fact that you were harmed through a workplace hazard. You could still claim for distress, psychological impact, or other injuries.
Multiple incidents often strengthen a claim. They illustrate a pattern of unsafe conditions, making it more difficult for an employer to argue it was a one-off accident.
Yes. A gap between policy and actual practice can demonstrate negligence, as written guidelines must be actively enforced.
Yes. Psychological distress, including fear of infection, can be compensable if tied to an employer’s lapses in providing a safe work environment.
Pre-existing conditions or lifestyle factors may be considered in damages. However, they generally don’t negate your right to claim if the injury was still caused by employer negligence.
Possibly. Irish and EU law require safe containment for sharps. Being instructed to carry exposed sharps is a glaring safety violation and likely supports a claim.
If you or a loved one has suffered a sharps injury, we are here to help. Reach out to the solicitors at Good & Murray Smith LLP to discuss your circumstances. We will listen to your concerns, assess potential grounds for a claim, and guide you through each phase of the compensation process.
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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.
