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Occupational Skin Disorders

Occupational skin disorders are relatively common but if your employer could have prevented you from developing a condition you could be able to claim compensation.

Particular Employees Are At An Increased Risk

Occupational skin disorders or dermatitis can be caused by being exposed to hazardous material. Particular employees are at an increased risk of developing a skin disorder, such as people who work in the catering, hairdressing, health, dentistry, printing, metal machinery or construction industries.

Employers Must Provide Protection

An employer is required by law to provide appropriate safety protection at work when handling materials such as gloves, overalls and protective clothing. Hazardous materials can include oil, petrol, diesel, plants, dyes, chemicals and even dust.

The most familiar skin disorder is eczema which if it develops in later life, rather than when you are a child, could mean that it is work related. A skin disorder can cause rough, raw, itchy, cracked and sore skin in varying degrees of intensity.

Types of Occupational Skin Disorders

The two main types of occupational skin disorders are:

Your Employer Should Have Insurance To Cover Your Claim

Many employees worry that they could lose their job if they make a claim against their employer. However it is standard practice for an employer to have insurance that should cover any insurance awarded.

Hattons Can Advise You On Your Options

We can advise you of your best options and answer any concerns or questions that you have before processing any industrial disease claim.

We work closely with our clients to keep them informed about their claim and our clients can also access our online file view system to find out where their case is up to at their own convenience.

If you would like legal advice about occupational skin disorders and how to make a claim for compensation call our legal team on 0800 298 9690 or alternatively fill in the Claim Now Form to the right of this screen and we will call you back.


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