Claiming common law damages (lump sum compensation in cases where there is negligence) for a workplace injury can be more difficult where the injury is a psychological one. The main difficulty with these claims is establishing a legal concept called “foreseeability”.

If you were receiving WorkCover benefits before coronavirus, those benefits should continue. If you’re having difficulties with your ongoing benefits, you should seek advice from an experience workers compensation lawyer.

In most personal injury cases, if your case is not successful (is withdrawn or investigation of a potential claim is stopped), there should be no costs for you to pay under a No Win No Fee agreement.

If you’ve suffered an injury at work and lodged a WorkCover claim, you may also be entitled to a lump sum compensation payment even if no one was at fault for your injury. This is referred to as a permanent impairment claim.

Today’s working arrangements see people working different hours to the traditional 9 to 5 together with a significant rise in ‘remote work’ opportunities. We need to look at the impact of these modern-day practices, on rights and entitlement to workers compensation.

If you’re injured outside the traditional employee/employer work arrangement, how do you know if you have an entitlement to claim WorkCover? There are 2 main questions to ask.