At Crimmins Howard Solicitors, we’ve supported people across Clare and beyond who’ve found themselves in this position. We know it can be hard to speak up especially if you’re worried about your job, or if it all happened so fast you’re still trying to make sense of it.

You don’t need to have all the answers before you talk to us. We’ll listen, explain your rights in plain English, and help you figure out what steps feel right for you. Whether it’s a quiet chat for now or moving forward with a claim, we’re here to help.

If you’ve been assaulted at work, get in touch today. We’ll support you with calm, clear advice and take the pressure off.

What Counts as a Workplace Assault?

Assault in the workplace takes many forms. It doesn’t just mean a punch or a physical attack though those are sadly common. Assault can also include being spat at, grabbed, shoved, verbally threatened, sexually harassed or intimidated in a way that causes you genuine fear or distress. If it happens during the course of your employment, whether in your workplace or while carrying out your duties elsewhere, it may qualify as a workplace assault.

Some assaults are deliberate. Others occur because an employer has allowed an unsafe environment to develop perhaps by ignoring prior warnings, failing to discipline someone known to be aggressive, or by cutting back on essential safety protocols. Either way, if you’ve suffered harm, you may have a right to claim.

Workplace assaults are not limited to one type of job. They can happen in hospitals, shops, schools, on building sites, in delivery vans, care homes, Garda stations, and council offices. The common thread is this: you were at work, and something happened that should not have. You were hurt, physically or emotionally and now you’re dealing with the fallout.

Many people aren’t sure if what happened “counts”. They may blame themselves or feel like they’re making a fuss. That’s understandable, especially in smaller workplaces or close-knit teams. But your safety matters. Irish law supports your right to work in an environment free from violence, intimidation, or serious risk.

It’s also important to understand the difference between a criminal and a civil assault case. If you report the incident to the Gardaí, they may pursue a criminal case against the person responsible. That process focuses on punishment. But a civil claim for compensation is what Crimmins Howard can help with. It’s about making sure you are fairly compensated for what happened to you.

You do not need a Garda conviction to bring a civil claim. What matters is the harm you’ve suffered and whether your employer failed in their legal duty to protect you. If you’re unsure where you stand, we can explain it clearly and help you decide what feels right.

Who Can Claim for an Assault at Work?

If you’ve been assaulted while doing your job, you may have the right to bring a personal injury claim regardless of your job title, contract type or where the assault took place. Irish law does not restrict workplace assault claims to certain roles or full-time staff. The key question is whether you were carrying out your duties when the assault happened.

You may be entitled to claim if you were:

• A full-time, part-time or agency worker: Whether you’re employed under a permanent contract, through an agency, or on a casual basis, you’re still entitled to a safe working environment.
• A temporary or seasonal employee: Staff hired for short-term cover, such as holiday retail workers or festival stewards are just as protected under the law as permanent staff.
• A contractor or freelance worker: If you were working on-site under the direction of an employer , even if self-employed you may still be able to bring a claim if assaulted.
• Under 18 or lacking capacity: A parent or guardian can bring a claim on behalf of a minor. Where someone lacks mental capacity to claim themselves, a family member or carer may act for them.
• Related to someone who died as a result of the assault: In tragic cases involving fatal assaults at work, close family members may be able to bring a claim under the Civil Liability Act 1961.

Workplace assaults are particularly common in certain sectors, including:

• Healthcare (nurses, carers, paramedics)
• Education (teachers, SNAs, school support staff)
• Retail and hospitality (shop assistants, bar staff, delivery drivers)
• Security and frontline public services (transport staff, receptionists, local authority workers)

That said, assault can happen in any workplace—from a construction site to a solicitor’s office. If you’re unsure whether your role qualifies, we can assess it for you in plain terms.

At Crimmins Howard, we’ll always begin with one question: What happened to you, and how can we help?

Employer Responsibility and Legal Duties

Irish employers are legally required to protect their staff from harm while they are at work—including harm caused by violence, aggression or assault. This duty is set out in the Safety, Health and Welfare at Work Act 2005, which requires every employer to do what is “reasonably practicable” to ensure the safety and wellbeing of employees.

That doesn’t mean every workplace must be free of all risk. But it does mean that where risks are known, foreseeable or reported, your employer must act. If they fail to do so, and you’re assaulted as a result, they may be held legally responsible.

Duties of Employers

Employers are expected to take active steps to protect workers from assault, such as:

• Carrying out risk assessments to identify potential threats (e.g. dealing with aggressive members of the public or volatile patients)
• Training staff on how to handle conflict, de-escalate tension, and report threats or aggression
• Responding appropriately to complaints or concerns raised by employees about threatening behaviour
• Ensuring sufficient staffing and supervision in high-risk roles or during busy times
• Providing physical protections like secure reception areas, personal alarms, or proper lighting where appropriate
• Keeping accurate records of incidents, complaints, and steps taken to address them

If these duties are neglected, and an assault occurs, the employer may be deemed negligent. The law considers what a “reasonable employer” would have done in similar circumstances.

Vicarious Liability

Employers can also be held liable for the actions of their own staff, even if they didn’t directly authorise those actions. This is known as vicarious liability.

For example:

• A care worker physically assaults a colleague during a shift
• A supervisor threatens or intimidates a junior employee
• A member of staff with a history of aggressive outbursts is left unsupervised and assaults someone

In these cases, the employer may be found liable if:

• The person who committed the assault was acting in the course of their employment
• The employer failed to intervene, discipline, or act on prior complaints
• There was no clear policy or training to prevent such behaviour

It is not a defence for an employer to say, “we didn’t see it happen” or “we didn’t expect that from them.” If they had reason to know there was a risk and failed to act, they may be responsible.

Third-party Assaults

Employers also have a duty to protect workers from assaults by third parties, such as:

• Customers
• Clients or patients
• Members of the public visiting the premises

Where a risk is foreseeable, such as aggressive clients in a GP surgery or intoxicated customers in a pub, appropriate safety measures must be in place.

If you were assaulted and feel your employer failed to protect you, we can assess whether they breached their legal obligations. You deserve to feel safe at work and the law agrees.

What to Do After an Assault at Work

In the moments after an assault, your head may be spinning. It’s a deeply personal experience, and there’s no right or wrong emotional reaction. But when you’re ready, there are steps you can take to protect your wellbeing and strengthen any future claim. Even if you’re unsure about making a legal claim, these actions can help give you options later.

Here’s what to do:

• Get medical attention straight away: Your health comes first. Visit a GP, A&E or a walk-in clinic, even if the injury seems minor. Some issues like concussion or psychological trauma may take time to show.
• Report the incident to your employer: Tell your line manager, HR department, or a trusted supervisor. If your workplace has an incident report system, ask for the assault to be logged. Get a copy if possible.
• Report the assault to the Gardaí: For serious or criminal incidents, make a report at your local Garda station or phone 999 in an emergency. Garda reports can support your legal case later, even if you don’t want to press charges.
• Write down everything: While it’s still fresh, record the following in your own words:
  • Date and time
  • Where it happened
  • What led up to the incident
  • What exactly happened
  • Who was involved
  • Names of any witnesses
• Keep physical evidence: Take photos of visible injuries, torn clothing or the area where the assault occurred. Save text messages, emails or anything else relevant.
• Don’t delay in seeking advice: Even if you’re not sure about making a claim, early legal guidance can make a big difference. We can help you decide what’s best, confidentially and without pressure.

Crimmins Howard Solicitors is here to listen, not judge. We’ll explain your rights and help you take the next steps at your pace.

Proving an Assault at Work Claim

You don’t need to have a perfect case or crystal-clear footage to bring a successful claim—but you do need evidence. In assault at work cases, the strength of your claim often depends on how well the facts are documented. At Crimmins Howard Solicitors, we help clients gather and organise this evidence so it paints a full picture of what happened and how it affected them.

Here’s the kind of evidence that can make a real difference:

• Medical Records: This is one of the most important pieces of evidence. Even if your injuries seemed minor at the time, a record from your GP, hospital or mental health professional provides an objective account of what you suffered. Medical notes can show:
  • The nature and extent of physical injuries
  • Any psychological trauma, such as anxiety, panic attacks or PTSD
  • The need for medication, time off work or therapy
• Witness Statements: If anyone saw the incident—or its aftermath—they may be able to give a statement supporting your version of events. Witnesses might include:
  • Colleagues
  • Customers or clients
  • Supervisors or security staff
    Even a brief note from someone confirming they heard or saw part of what happened can be valuable.
• CCTV Footage: Many workplaces have cameras in place. If the assault was captured on video, it can be powerful evidence especially if the employer denies what happened. Time is crucial, though. Footage may be automatically deleted after a few days, so it’s important to act quickly.
• Internal Reports or Complaints: If you or others raised concerns about the assailant or workplace safety beforehand, those records matter. They can show the employer knew there was a risk and failed to act.
• Garda Report (Where Applicable): If you reported the assault to Gardaí, the report becomes part of the case file. It adds weight, especially in more serious cases or where criminal charges were pursued.
• Photos and Personal Notes: Photographs of injuries, torn clothing or the scene itself can help. So can a written personal account from you detailing what happened especially if done soon after the incident while the memory is still fresh.

Our team at Crimmins Howard will help gather and present all relevant evidence clearly and strategically so your story is heard and your case is strong.

What You Can Claim For

If you’ve been assaulted at work, the law allows you to seek compensation for the harm you’ve suffered. A workplace assault can take a toll physically, emotionally, and financially and a successful claim is designed to help you recover, rebuild, and move forward.

At Crimmins Howard Solicitors, we ensure that every aspect of your loss is accounted for. Compensation is typically divided into general damages, special damages, and where appropriate future losses.

General Damages

These cover the personal impact of the assault. This includes:

• Pain and suffering: Physical injuries such as bruising, fractures, or long-term pain
• Psychological distress: Anxiety, fear, sleep disruption, or depression caused by the assault
• Loss of enjoyment of life: Difficulty returning to work, social withdrawal, or reduced confidence in public
• Impact on dignity: Especially relevant in cases involving humiliation, bullying, or sexual assault

We’ll assess these using the Judicial Council’s Personal Injuries Guidelines, alongside your medical reports and personal statement.

Special Damages

These cover the out-of-pocket costs and financial losses linked to the assault. Common examples include:

• Medical expenses: GP visits, A&E treatment, counselling, medication, physiotherapy
• Loss of earnings: Time off work, reduced hours, or temporary withdrawal from employment
• Travel costs: Transport to medical appointments or legal meetings
• Support and care costs: Paid care or help from family if your injuries limited your independence
• Damaged personal items: If clothing, glasses, equipment or belongings were damaged during the incident

We help clients keep clear records and receipts to support every figure claimed.

Future Losses

In some cases, the effects of the assault don’t end once the wounds have healed. If your ability to work, socialise, or live independently has been affected long-term, your solicitor may also claim for:

• Loss of future earnings: If you’ve had to change careers, reduce hours, or retire early
• Ongoing therapy or treatment: Long-term counselling or mental health support
• Adaptations to daily life: Where a physical or psychological injury requires home or lifestyle adjustments

Each claim is unique. We don’t rely on templates—we listen to your story and calculate what’s right for your recovery. That includes preparing for negotiations with insurers or court, if needed, to make sure you’re treated fairly.

Time Limits for Making a Claim

If you’ve been assaulted at work and are considering a personal injury claim, it’s important to know that strict time limits apply under Irish law.

In most cases, you have two years less one day from the date of the assault to begin legal proceedings. This period is known as the statute of limitations. If you miss this window, your right to claim may be lost, regardless of how strong your case is.

There are some exceptions:

• For minors (under 18), the two-year clock starts on their 18th birthday. A parent or guardian can still bring a claim on their behalf before then.
• For individuals who lack mental capacity, time limits may be extended until capacity is restored.
• Delayed awareness, such as psychological injury that emerges later, may in rare cases affect how the clock is calculated but these situations are complex and should be reviewed with legal advice.

Even if you’re not yet ready to claim, speaking to a solicitor early helps protect your options. At Crimmins Howard Solicitors, we’ll assess your case timeline and make sure no deadline is missed.