Negligence: Pure Psychiatric Harm, Employers Liability and Defences Flashcards
Pure psychiatric harm: limiting factors for duty of care
The injury
must be:
*caused by a sudden shock; and either
*a medically recognised psychiatric illness; or
*a shock- induced physical condition (such as a miscarriage or heart attack).
Claimant has to have been closely enough affected by the defendant’s negligence - how far the claimant was involved in the events caused by the defendant’s negligence.
Pure psychiatric harm - primary victims
Page v Smith test for primary victims:
* was in the actual area of danger; or
* reasonably believed that he was in danger.
The requirements for a duty of care to be owed to a primary victim are:
* primary victims are owed a duty of care in relation to their pure psychiatric harm, provided the risk of physical injury was foreseeable;
* for primary victims it is not necessary for the risk of psychiatric harm to be foreseeable.
Pure psychiatric harm - secondary victims
Page v Smith:
* witnesses injury to someone else; or
* fears for the safety of another person.
Alcock v Chief Constable of South Yorkshire Police requirements:
* Foreseeability of psychiatric harm.
It must be reasonably foreseeable that a person of normal fortitude in the claimant’s position would suffer a psychiatric illness.
* Proximity of relationship.
The claimant must have a close relationship of love and affection with the person who is endangered by the defendant’s negligence.
* Proximity in time and space.
The claimant must be present at the accident or its immediate aftermath.
* Proximity of perception.
The claimant must see or hear the accident, or its immediate aftermath, with their own senses.
Pure psychiatric harm - rescuers
- If a rescuer has been in the actual area of danger, they are a primary victim. A duty of care is owed to a primary victim, provided there is a foreseeable risk of physical injury (even though the injury he in fact suffers is pure psychiatric harm).
- If a rescuer has not been in the actual area of danger so that they have not been exposed to any risk of physical injury, they will be classed as a secondary victim. They will be owed a duty of care only if they meet all of the tests laid down in Alcock.
Unlikely that the professional rescuer will have any ties of love and affection with the immediate victims whom they are assisting. Thus, the requirement for proximity of relationship is unlikely to be met.
Pure psychiatric harm - breach of duty and causation of damage
Often, a defendant in a case of pure psychiatric harm does in fact admit that they fell below a reasonable standard of care and so was in breach of duty.
Sometimes causation of damage is assumed for the sake of argument so court can focus on whether duty of care was owed.
Pure psychiatric harm - remoteness
Damage is too remote if it is not a reasonably foreseeable consequence of the defendant’s negligence. However, a proviso to this requirement is the ‘egg- shell skull’ rule - only needs to show that some damage of the kind they suffered was reasonably foreseeable.
So, they can recover damages for all psychiatric injury they suffer.
Employers liability - common law duty
Duty to take reasonable care for its employees’ safety while at work.
Wilsons & Clyde Coal Co Ltd v English - The duties are to take reasonable steps to provide:
* competent staff;
* adequate material (ie plant, equipment and machinery); and
* a proper system of work and supervision.
Latimer v AEC added a fourth duty to the list:
* a safe place of work.
Employers liability - personal
Employer cannot escape liability for the negligent performance of its duty by saying that it delegated its performance to someone else.
Employee does not have to identify exactly who was to blame for an accident.
Employers liability - duties - competent staff
An employer owes an employee a duty to provide the employee with competent fellow workers.
Arises where an employer knows, or ought to know, about the risk a particular worker is posing to fellow workers.
Employers liability - duties - adequate plant and equipment
An employer owes an employee a duty to provide the employee with adequate plant and equipment.
For defective equipment - the injury shall be deemed to be also attributable to negligence on the part of the employer.
The injured employee needs to establish two things:
1. fault on the part of the third party (most commonly the manufacturer of the equipment, but a supplier would also come within the statutory provision);
2. causation (ie that the fault of the third party caused the employee’s injury).
Employers liability - duties - safe system of work
An employer owes an employee a duty to provide the employee with a safe system of work.
It is not enough for an employer simply to devise a safe system; this duty also requires an employer to take reasonable steps to ensure that it is complied with.
Employers liability - duties - safe workplace
An employer owes an employee a duty to provide the employee with a safe place of work.
Overlap between this common law duty in negligence and the statutory duty provided by the Occupiers’ Liability Act 1957. Under this Act, where there are dangers due to the state of the premises, an occupier owes a duty to visitors to take reasonable care for their safety. Employee counts as a visitor.
Common law duty more onerous as cannot delegate compliance with duty and not just premises where employer is occupier - employer has to assess premises to which his employees are sent for dangers.
Employers liability - duties - stress
Hatton guidelines threshold question to determine whether a duty would arise was whether injury to health through stress at work was reasonably foreseeable.
Consider:
* the nature and extent of the work done by the employee (eg was the workload obviously too demanding; high degree of sickness); and
* signs from the employee themselves. Entitled to take what an employee told it at face value.
Employers liability - breach of duty
Each of the duties owed by an employer requires the employer to take such steps as are reasonable.
Standard of care to be expected of a reasonable employer in its position.
Employers liability - breach of duty - Health and Safety at Work Act 1974
Breach of regulations made under the HSWA 1974 is a criminal offence not civil.
Provisions relevant where an injured employee brings a claim in the tort of negligence.