Curzon Green were successful in securing their client substantial damages in compensation for an injury he sustained during a Judo grading session. The claimant suffered a fracture to his humerus and related nerve damage as a result of a collision with an unpadded brick wall close to the fighting area. The case involved consideration of whether the defendant, a judo club, had followed the relevant health and safety guidelines as recommended by the sport’s governing body. Acting on a no-win-no-fee basis, our solicitors were able to negotiate a five-figure settlement shortly after issuing proceedings, despite the defendant’s denial of liability. Costs will also be recoverable.
Jessica Bass and Victoria Simon recently secured a successful settlement for their client acting in a discrimination claim under the Equality Act 2010. The claim was against two responsible bodies that provide education for students under section 91 of the Equality Act 2010, in relation to the treatment our client received during their training placement.
Acting on a no-win-no-fee basis, Curzon Green assisted in bringing claims for breach of contract, bullying, harassment, victimisation and direct discrimination against the responsible bodies in the way that they provided education to our client, afforded access to education and by subjecting our client to detriments throughout the course. The Defendants denied liability in pre-action correspondence and proceedings were subsequently issued, which both Defendants defended. The case involved complex arguments relating to the legal status of the Defendants under the Equality Act 2010 and the relationship between them, particularising the acts of discrimination against each of the Defendants, limitation of those acts and assessing the causal link between the discriminatory acts of each of the Defendants and our client’s losses.
The claim settled prior to a case management conference taking place and the five-figure settlement sum included compensation for our client’s losses and injury to feelings, and also included a settlement for our client’s legal costs.
Lauren McLaughlin and Victoria Simon recently assisted an employee in appealing a gross misconduct dismissal, which was upheld and resulted in their employment being re-instated with immediate effect.
An allegation had been made about the employee’s conduct at work, which the employee denied and believed there had been a misunderstanding. The employee was suspended with pay whilst an investigation into the allegation took place. At the conclusion of the investigation and disciplinary process, the employer decided that the employee would be dismissed. At first glance, the employer appeared to follow a fair process when investigating the allegation. However, Curzon Green assisted the employee prepare robust grounds of appeal challenging the severity of the sanction and highlighting inconsistencies with how other employees had been treated.
After considering the appeal grounds, the employer agreed to overturn its gross misconduct decision. It decided to reinstate the employee’s employment and to pay full pay for the period since the (unfair) dismissal. Curzon Green were pleased to assist the employee during what was a very uncertain and stressful time in their life, and were thrilled that our client achieved their desired outcome swiftly. Re-instatement is not often offered, particularly in alleged gross misconduct situations. Timely legal advice in this case helped maintain the employee’s reputation and achieve a fair outcome.