Case law - VWF and HAVS
LEGAL CASE LAW
Docherty v Rugby Machinery (UK) Limited 2004
The Court of Appeal had to decide on the duties owed
by an employer who had a wood working factory.
The owners of the factory argued that the wood
working industry was different from say, the steel
industry or the construction industry, and that during
the 1990s it was not well known that there were health
risks from using powered tools. This became a
contentious area in compensation
claims for vibration white finger
The Court of Appeal upheld the judge’s decision that
by 1991 at the latest the owners of the wood working
factory should have known of the health
risks of a
vibration injury suffered by workers using powered hand
tools, such as sanders.
Therefore the employer was under a positive duty to
operate a system of health surveillance to check whether
workers were suffering any type of
vibration injury known as HAVs. Workers who had
developed a vibration injury would then have been
medically advised about the personal injury and
transferred to different work duties to avoid the
vibration injury becoming more severe.
The factory owner had therefore been in breach of its
legal duties and was liable to pay compensation to the
workers. More on
this vibration injury case here
Brookes v South Yorkshire Passenger Transport
Executive 2005
In this case the Court of Appeal considered the legal
duties of the operators of a large works that serviced
buses and coaches.
Workers at the garages regularly used powered hand
tools such as impact wrenches, drills, chisels and
grinders. Workers suffered vibration injuries caused by
the vibration transmitted to their hands by the powered
tools.
The Court of Appeal gave judgment for the claimant,
and held that from 1987 the owners of the garages should
have known about the risk of workers suffering vibration
injuries caused by the powered hand tools.
The garage owner had failed to take steps to protect
its employees from suffering HAVs and was liable to pay
compensation for the vibration personal injuries.
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If your employer has failed to take steps to
reduce excessive noise in your working environment or
provide protective equipment such as ear defenders etc - you may be entitled
to make a claim.
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