Human errors occur, even in the medical field. But what if a healthcare provider has injured you?
As patients, we all have the right to place our trust in healthcare professionals and entities to give us proper treatment and quality care.
However, human errors are inevitable and can happen even in-
patients suffer more harm or injury due to negligence.
If you believe this has happened to you, your family, or a friend, a legal claim might be your best way to receive compensation for your injury.
Apparently, serious medical negligence commonly happens worldwide, including in the UK, with over 10,000 medical negligence cases reported to the NHS from 2018 to 2019.
When you have a medical procedure performed on an outpatient basis or had treatment in the hospital, you take it for granted that doctors, nurses, and other health workers treating you will correctly perform a proper and safe procedure.
It can be miserable for patients to be left clueless about dealing with the traumatic consequences of medical negligence.
If you suffered an injury due to your doctor's incorrect treatment or failure to treat a condition appropriately, you might opt to seek legal help.
Furthermore, you may have a valid claim when your doctor or healthcare provider did not act in a manner consistent with the medical standards.
With over 20 years of combined experience as Medical Negligence and Personal Injury solicitors serving Britain, we have the knowledge it takes to take on the most challenging medical negligence claim or personal injury case.
If you feel that you, a loved one, or a close family member has been the victim of negligent care by a medical provider, we will help you gather evidence to prove negligence on the part of your treating provider. However, it would help if you did so before the statute of limitations for medical negligence claims in the UK.
We know how stressful it can be to seek the justice and compensation you deserve.
At Deo Volente, we will work to lessen your burden and advocate for your needs. Medical negligence cases often involve demanding and substantial amounts of time, effort, and money. For this reason, we manage as many of these aspects as possible, ensuring you don’t have to worry about added stressors during your difficult time.
We work on a contingency fee basis, offering a No Win No Fee Arrangement, which means we do not charge you any fees unless you receive compensation for your claim.
Get in touch with us today for a free consultation. One of our personal injury solicitors will answer your questions and help you decide what steps to take next.
There are no fees unless and until we recover compensation for you and your family. When you’re ready, our Medical Negligence Solicitors are here to help.
Have you been working too hard? Would you like to take a break to recharge your batteries? Perhaps it’s time you took a sabbatical.
What does sabbatical leave mean? A sabbatical leave is an extended time away from work that can last from two to 12 months. In some, it is as long as five years.
But a leave of more than three months is usually treated as a career break in service. This means your long period of service in the company will reset the moment you return.
Many people love a sabbatical or lifestyle break. About 62% of people in the United Kingdom said they would take one if possible.
People who go on a sabbatical often do so for a variety of reasons. They may take time off from work for personal development, do voluntary work, travel, study, or escape from work pressures. Others do it to care for kids or pursue a hobby.
A sabbatical leave is a great time to discover new things, re-energize, make new friends, and experience new cultures.
However, unlike in other countries, a sabbatical in the UK is often unpaid. The country has no sabbatical law or sabbatical leave policy UK.
Some companies offer sabbatical programs for career growth or loyal employees who have been with the company for a long time. During a three- to six-month sabbatical, they may pay an employee 40% of their salary. Others may offer unpaid sabbaticals to cut costs.
In most cases, your unpaid sabbatical will depend on company policy. Whether or not you can go on a sabbatical could be based on the length of your service, your performance, and whether someone can take your place when you are gone.
Since a sabbatical leaves in the UK is not required by law, it can be rejected by the company. This can happen due to an employee’s poor performance, not finding anyone to do their work, or the very nature of your job (policemen and soldiers are unlikely to be permitted to go on a sabbatical).
To be on the safe side, discuss the terms of your sabbatical leave in the UK with your employer. Learn how long you can take a break and return to your old job afterwards. You may be allowed to go back to the same job or return to a similar role with the same terms and conditions.
Ask for a sabbatical agreement to be signed by you and your employer before you leave. This should clearly state how long your unpaid sabbatical is, whether it can be extended, your employment contract during the break, and how long your employer is willing to wait for your return.
If you need help reviewing your sabbatical contract, get in touch with our friendly solicitors to know your rights. For more information, visit dvsolicitors.com, call 01234 350 244, or email info@dvsolicitors.com.
Is It Illegal to Quit a Job Without Notice? Do you hate your job? If so, you’re not alone. A lot of people in the United Kingdom (UK) feel the same way. A survey made by employment firm Investors in People found that 60% of all workers are unhappy with their current jobs.
They gave various reasons for leaving a job. One is that they feel trapped in certain roles and can’t escape or make any changes. Others said that they are not rewarded or recognized for their good works, especially in big companies.
This is true in one out of four people who resign because they think they are not valued anymore. Some are pressured into doing extra work, which puts a lot of strain on employees.
Some people leave their employment because their employers have seriously breached the terms of their contract.
To prove a successful claim of constructive dismissal, you will need to have at least two years of continuous employment with your employer. You will also need to prove that your employer has seriously breached your contract. This can include conduct such as:
When claiming constructive dismissal, the employee should resign immediately, stating clearly why they have been forced to leave their job in their letter of resignation. If the employee delays the resignation, then the employee may be deemed to have affirmed and accepted the employer’s conduct.
Whatever the reasons for leaving a job, some employees can’t take it any longer and would leave the company in a flash. Is this possible in the UK? Can you leave everything behind and start a new career without telling your employer about your plan?
That depends on the kind of job you have, the company you’re working for, and the kind of contract you have with your current employer.
In the UK, an employee who wants to resign is expected to warn or notify the employer. This warning is called a notice period which should be clearly stated in your resignation letter UK.
The notice period allows the employer to search for a suitable replacement and allows the employee to finish whatever needs to be done before leaving the company.
The notice of resignation is usually stated in the employment contract. Thus, it pays to read your contract carefully.
The notice period in your contract should be followed. Tell your employer if you agree to this or if you prefer a shorter notice period. If your request to reduce your notice period is not granted, no one can prevent you from leaving the company at once if you want.
However, depending on your job, not following the stated notice period can cause problems for the company.
If this results in financial difficulties for the company, you can be sued for breach of contract. This can happen if you occupy a senior position, are in charge of company assets, or have access to sensitive documents.
If the notice period is not stated in your contract, inform the company of your desire to leave at least a week before doing so. Tell your employer about this in your resignation letter UK.
Do this in your email or writing. To avoid misunderstanding, write how long your notice period is and when you plan to resign. The notice period starts on the day after you formally resign.
So think before acting. Before doing something, you might regret later, be sure to consult the professional lawyers of Deo Volente (DV Solicitors in Bedford), UK, for the right legal advice regarding your notice period and other important details of your employment contract.
Our friendly team of lawyers will carefully review your contract and explain your rights as an employee. Our employment solicitors can also help if you are facing legal action from your previous employer.
For more information, visit DV Solicitors – Solicitors in Bedford, call 01234 350 244, or email info@dvsolicitors.com.
Human errors occur, even in the medical field. But what if a healthcare provider has injured you?
As patients, we all have the right to place our trust in healthcare professionals and entities to give us proper treatment and quality care.
However, human errors are inevitable and can happen even in the medical field.
Despite our reliance upon medical professionals’ oath, there are unfortunate circumstances when patients suffer more harm or injury due to negligence.
If you believe this has happened to you, your family, or a friend, a legal claim might be your best way to receive compensation for your injury.
Apparently, serious medical negligence commonly happens worldwide, including in the UK, with over 10,000 medical negligence cases reported to the NHS from 2018 to 2019.
When you have a medical procedure performed on an outpatient basis or had treatment in the hospital, you take it for granted that doctors, nurses, and other health workers treating you will correctly perform a proper and safe procedure.
It can be miserable for patients to be left clueless about dealing with the traumatic consequences of medical negligence.
If you suffered an injury due to your doctor's incorrect treatment or failure to treat a condition appropriately, you might opt to seek legal help.
Furthermore, you may have a valid claim when your doctor or healthcare provider did not act in a manner consistent with the medical standards.
How We Can Help
With over 20 years of combined experience as Medical Negligence and Personal Injury solicitors serving Britain, we have the knowledge it takes to take on the most challenging medical negligence claim or personal injury case.
If you feel that you, a loved one, or a close family member has been the victim of negligent care by a medical provider, we will help you gather evidence to prove negligence on the part of your treating provider. However, it would be helpful if you do so before the statute of limitations for medical negligence claims in the UK.
We know how stressful it can be to seek the justice and compensation you deserve.
At Deo Volente, we will work to lessen your burden and advocate for your needs. Medical negligence cases often involve demanding and substantial amounts of time, effort, and money. For this reason, we manage as many of these aspects as possible, ensuring you don’t have to worry about added stressors during your difficult time.
No Win No Fee Compensation Claims
We work on a contingency fee basis, offering a No Win No Fee Arrangement, which means we do not charge you any fees unless you receive compensation for your claim.
Get in touch with us today for a free consultation. One of our personal injury solicitors will answer your questions and help you decide what steps to take next.
There are no fees unless and until we recover compensation for you and your family.
When you’re ready, our Medical Negligence Solicitors are here to help.
Are you being bullied or harassed at work? If so, you’re not alone. According to Safe line, a registered charity that helps and supports sexual abuse survivors, workplace harassment is common and affects over half of women in the United Kingdom (UK).
A survey made by the Everyday Sexism Project and the Trades Union Congress revealed that 52% of over 1,500 women experienced unwanted sexual behaviours at work. In women aged 16 to 24, the percentage was higher (64%).
Equally disturbing is that managers or persons of authority perpetrated many incidents of workplace harassment in the same age group. Safe line said these incidents include unwanted touching, groping, kissing, or inappropriate jokes that were often excused as “harmless banter.”
Harassment at the workplace is any behaviour that is unwanted or offensive. This behaviour makes the person feel uncomfortable, scared or humiliated. This includes verbal harassment in sexual comments, jokes, photos; and physical harassment like touching a person’s back or breasts and kissing.
Safe line said workplace harassment could affect the mental and physical health of women. This is a form of unlawful discrimination.
While there are laws to protect women and make them feel safe at work, the sad truth is that only 1% of victims of harassment report these incidents. Safe line said the women surveyed didn’t complain because they were scared that doing so would affect their careers and working relationships. Others were ashamed or embarrassed to complain, while the rest believed that no one would listen or believe them.
However, workplace harassment isn’t the only problem faced by employees. Bullying is another.
In 2020, THIIS magazine reported that more than 70% of UK employees were bullied at work or witnessed it in the last three years. The study involved employees of 131 companies.
Of that number, 35% said they were victims of bullying in the workplace, which often took the form of too much work. Another 20% had witnessed workplace bullying or were victims of unfair treatment at work.
Spreading malicious rumours was named 16% as a common form of bullying in the workplace, while another 16% identified this as being ignored and excluding one’s contribution at work.
Bullying and harassment are similar because both hurt or harm another person emotionally or physically. The main distinction is that bullying victims often struggle to defend themselves, and the bully has more power in terms of social status, physical appearance and is more intimidating.
As in harassment, 46% of employees said they didn’t report bullying at work, while 33% said they would rather talk to the bully directly than raise the problem with management.
When dealing with bullying or harassment at work, it’s best to consult workplace harassment solicitors. The professional lawyers of Deo Volente (DV) in Bedford, UK, are trained to help victims deal with these problems. In addition, we offer personalized legal services that are tailored to your needs.
If talking to your manager or human resource department doesn’t work, you can take legal action against your employer since the company is liable if employees suffer from harassment.
For more information, visit Best Solicitors in the UK - DV Solicitors - Yours Legally, call 01234 350 244, or email info@dvsolicitors.com.
