QUEEN'S BENCH DIVISION
Strand, London, WC2A 2LL |
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B e f o r e :
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A (suing by her litigation friend Mrs. H) |
Claimant |
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- and - |
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Powys Local Health Board |
Defendant |
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Adrian Whitfield QC and Ranald Davidson (instructed by Welsh Health Legal Services) for the Defendant
Hearing dates: 3rd, 4th, 5th, 8th, 9th, 10th, 15th and 16th October 2007
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Crown Copyright ©
MR. JUSTICE LLOYD JONES:
GENERAL DAMAGES: PAIN, SUFFERING AND LOSS OF AMENITY.
PAST LOSSES AND EXPENSES
Past care | £165,000 |
Past treatment and therapies | £ 7,500 |
Past travel and transport | £ 32,000 |
Past aids and equipment | £ 11,190 |
Past miscellaneous expenses | £ 10,000 |
Total | £225,690 |
Interest at 40% | £ 90,276 |
Interest on past accommodation has been dealt with separately.
Future losses: Form of the award.
(1) The National Employment Survey (NES) provides earning levels for nine broadly defined occupational groups across the working population of Ireland. Carers are included in this survey. However it is a new survey and data are available only from 2003. The intention is that this survey should be an annual survey from 2006. The data from 2006 are not currently available.
(2) Earnings Hours and Employment Costs Survey (EHECS) makes available statistics as broadly consistent historical series from 1985. A number of separate series of disaggregated earnings are published. However, none of the sectors covered relates to or includes the occupational group of carers.
(3) The Index of Average Weekly Earnings (IAWE) is the most general aggregate series. It relates to the earnings of industrial workers in the manufacturing sector. In the public sector there is a set of series which measure average weekly earnings. However, the health sector is excluded from these series at both the aggregate and the disaggregate levels.
Life expectancy.
FIXED TERM MULTIPLIERS | |||
A | Whole Life multiplier (Table 28) | 31.00 | |
Losses from age 16 to 17 (Year 1) | |||
Period to 17th birthday | 1 | ||
B | Multiplier to 17th birthday (Table 28) | 0.99 | |
Losses from age 16 to 18 | |||
Period to 18th birthday | 2 | ||
C | Multiplier to 18th birthday (Table 28) | 1.95 | |
Losses from age 16 to age 19 | |||
Period to 19th birthday | 3 | ||
D | Multiplier to 19th birthday (Table 28) | 2.89 | |
Losses from age 16 to 21 | |||
Period to 21st birthday | 6 | ||
E | Multiplier to 21st birthday (Table 28) | 5.58 | |
Losses from age 16 to 25 | |||
Period to 25th birthday | 9 | ||
F | Multiplier to 25th birthday (Table 28) | 8.07 | |
Losses from age 16 to 40 | |||
Period to 40th birthday | 24 | ||
G | Multiplier to 40th birthday (Table 28) | 18.11 | |
Losses from 16 to 70 | |||
Period to 70th birthday | 54 | ||
H | Multiplier to 70th birthday (Table 28) | 29.82 | |
Losses from age 17 to 18 (Year 2) | |||
I | Appropriate multiplier for this period is C - B = | 0.96 | |
Losses from age 18 for life | |||
J | Appropriate multiplier for this period is A - C = | 29.05 | |
Losses from age 19 to 25 | |||
K | Appropriate multiplier for this period is F - D = | 5.18 | |
Losses from age 19 to 40 | |||
L | Appropriate multiplier for this period is G - D = | 15.22 | |
Losses from 19 for life | |||
M | Appropriate multiplier for this period is A - D = | 28.11 | |
Losses from age 19 to 21 | |||
N | Appropriate multiplier for this period is F - E = | 2.69 | |
Losses from 21 for life | |||
O | Appropriate multiplier for this period is A - E = | 25.42 | |
Losses from age 21 to 25 | |||
P | Appropriate multiplier for this period is F - E = | 2.49 | |
Losses from age 25 to 40 | |||
Q | The appropriate multiplier is G - F = | 10.04 | |
Losses from age 25 to 70 | |||
R | The appropriate multiplier is H - F = | 21.75 | |
Losses from age 25 for life | |||
S | The appropriate multiplier is A - F = | 22.93 | |
Losses from age 40 for life | |||
T | Appropriate multiplier is A - G = | 12.89 |
Replacement Interval | Appropriate Multiplier |
Replacement every 2 years: | 15.04 |
Replacement every 3 years: | 9.82 |
Replacement every 4 years: | 7.22 |
Replacement every 5 years: | 5.65 |
Replacement every 6 years: | 4.61 |
Replacement every 7 years: | 3.97 |
Replacement every 8 years: | 3.43 |
Replacement every 10 years: | 2.53 |
Replacement every 12 years: | 2.01 |
Replacement every 15 years: | 1.50 |
Replacement every 20 years: | 0.98 |
Where an immediate purchase of the item is required, one needs to be added to the appropriate periodic multiplier.
FUTURE LOSS OF EARNINGS.
Preliminary Issue.
Form of Award.
The Initial Period.
The Correct Approach.
The Level of Multiplicand.
(1) Her exceptional examination results reveal considerable ability and a real determination to succeed.
(2) Her background is that of a hard working supportive family who have clearly instilled in her a work ethic.
(3) It is likely that she would have pursued a career in business, accountancy or law where earnings can be substantial and significantly higher than the public sector.
(4) The agreed evidence is that she would probably have earned more than her mother who, as a qualified neo-natal nurse, has an earnings potential of £33,000 gross per annum.
(5) Mr. Halliday's figures are, quite correctly, based on the earnings of females. I consider that some allowance should be made for the likelihood that remuneration of females in these categories is likely to move closer to that of males.
(6) Separate provision has been made for pensions so I exclude this consideration from account here. However, it is likely that in these categories of employment A would also have received employment benefits. Loss of these benefits would justify an upwards adjustment of the multiplicand.
Retirement Age.
Discount for Contingencies other than Mortality.
"… statistics, or at any rate guidance upon research, are now available in the notes to the Ogden Tables which demonstrate that so far as the level of any "arbitrary" or generally applied level of discount is concerned, a figure of 25% is a gross departure from that appropriate simply in respect of future illness and unemployment. In order to justify a substantially higher discount by reason of any additional future contingencies, there should in my view be tangible reasons relating to the personality or likely future circumstances of the claimant going beyond the purely speculative".
In that case the Court of Appeal endorsed an approach based on the fifth edition of the Ogden Tables. The sixth edition, which has recently been published, includes notes on discount for contingencies other than mortality which are substantially revised from the previous edition and which are based on extensive new research. In general, it appears that these new actuarial tools would lead to a higher level of discount than would those in the previous edition. I consider that it is necessary to apply the guidance in the Explanatory Notes to the Ogden Tables and that there are no features of the present case which would justify a departure from this actuarial guidance.
(1) I consider that the appropriate category of educational attainment in this case is Category D i.e. degree or equivalent or higher.
(2) At the stage of closing submissions there was a dispute between the parties as to whether the Claimant should be treated for this purpose as employed or not employed at the time of assessment. However, paragraph 41 of the Explanatory Notes makes clear that the relevant factor for age 16 is to be selected using the assessed employment status and educational status likely to be ultimately attained. Accordingly, she is to be treated as employed for this purpose.
(3) I note that Table C addresses the appropriate discount in the case of loss of earnings to a pension age of 60. However, paragraph 43 of the Explanatory Notes states that where the retirement age is different this should be ignored and the reduction factor and the adjustments thereto are to be taken from the table for the age of the claimant as at the date of trial with no adjustment. Different considerations may apply if the retirement age is close to the age at the date of trial but that is not the case here.
(4) I note that Table C, which applies to females, makes allowance for the interruption of employment for bringing up children and caring for other dependants. Accordingly, it is not appropriate to make a further discount in respect of time off work for bearing and rearing children or caring for other relatives.
(5) On this basis the appropriate discount factor for contingencies other than mortality is 0.87 i.e. a discount of 13%.
Residual Earning Capacity.
Conclusion on Future Loss of Earnings.
(1) Loss of earnings from age 16 to 21 is assessed at £9,162.50.
(2) Loss of earnings from age 21 to 68.
The annual net earnings are assessed at £29,066.
The discount factor for contingencies other than mortality is 0.87.
The appropriate multiplier from age 21 to a retirement age of 68 is 27.366.
The award will also be discounted for accelerated receipt for 5 years to age 21 by a factor of 0.8839 (Table 27).
(3) The calculation for total loss of earnings is therefore £9,162.50 + (£29,066 x 0.87 x 27.366 x 0.8839) = £620,835.03.
FUTURE LOSS OF PENSION.
FUTURE CARE AND CASE MANAGEMENT.
Rates of Pay per Hour.
(1) The Defendant attaches considerable weight to the evidence of Mrs. H that she currently pays her sister, Severine, at a rate of €15 per hour. A's Aunt Severine currently spends between 15 and 18 hours per week caring for A. However, Mrs. H explained in her evidence that Severine has no experience of caring and this is her first job as a carer. Mrs. H is planning to review her rate of pay once she has settled down and has completed a probationary period. Mrs. H explains that the rate of €15 per hour is less than Aunt Severine might otherwise be paid if she had experience. In this regard she states that Elaine, the Enable Ireland carer, if she were to work for A would charge between €18 and €20 per hour and only work during daytime and evenings up to 8pm. Mrs. H also gave evidence that she and her husband employed Sarah Tuohy from March 2007 for a few hours each week to do homework and occasionally to socialise with A. She has been paid at a rate of €15 per hour. The rates paid to Severine and Sarah would suggest that the first carer, who will need to be experienced and who will accept considerable responsibility, must be paid at a higher rate than €15 per hour. It is also relevant that while it was Mrs. H's evidence that Ms. Roche had advised her that €15 per hour is the standard rate for personal assistants, this seems to conflict with the evidence of Ms. Roche who contends for a higher rate.
(2) In the course of her oral evidence Mrs. Sargent produced a table of rates paid by Enable Ireland to child care assistants in Dublin and Kilkenny. There are 12 grades of remuneration. The annual remuneration at December 2006 was €30,755 at grade 6 (at Kilkenny rates, €15.77 per hour) and at grade 12 €34,533 (at Kilkenny rates €17.70 per hour). The evidence was that Kilkenny rates are broadly comparable with those in Galway. The rates would need to be increased by approximately 3% to indicate current rates of pay. On this basis Mrs. Sargent's basic rate of €18 per hour is close to the top of the scale. However, as Mrs. Sargent pointed out in her evidence, employees of Enable Ireland would receive the benefits of public employment including a pension and travel expenses. When these considerations are taken into account a basic rate of €18 per hour is still comparatively high in the scale but is easier to justify in the case of an experienced carer assuming the role of first carer.
(3) In the course of her evidence Mrs. Lawrence produced details of research carried out on the internet very shortly before she gave evidence. The most relevant of these was an advertisement for carers in Roscommon County. Some experience was required – a minimum of 1 year's experience. The minimum salary was €13 per hour and the maximum salary was €20 per hour. The Defendant relies on these figures as supporting its case on rates. However, it seems to me that these figures lend some support to Mrs. Sargent's case. The mid point is €16.50 per hour. The person performing the role of first carer might be expected to be paid at a rate above the mid point of the scale. On this basis, the Roscommon rates are not significantly out of line with Mrs. Sargent's proposal.
(4) In the course of her evidence Ms. Roche produced a newspaper cutting which gave details of the remuneration of special needs assistants employed in primary and secondary schools throughout Ireland. They have a structured pay scale and also receive entitlements attached to the post. It appears that since January 2006 a 13 point salary scale has been implemented starting from €20,128 per annum reaching a maximum of €34,447 per annum (approximately €12.05 to €19.54 per hour). However, I consider that this comparable needs to be treated with some caution. A classroom assistant is supervised by a teacher. Moreover, a classroom assistant works 6 hours a day for 38 weeks a year and is paid for holidays. Furthermore, it was the evidence of Ms. Roche that schoolroom assistants are currently on strike because they consider their earnings too low.
(5) There was a dispute between Mrs. Lawrence and Ms. Roche as to the Irish Nurses Organisation current rates of pay for a staff nurse. Taking Ms. Roche's figures which were higher, (€30,339 to €44,294 inclusive of service increment) the lowest of these rates equates to €15.56 per hour. This is roughly equivalent to the mid-point of the rates for carers shown in the Enable Ireland document considered at (2) above.
(6) The Defendant also relied on a document disclosed by the Claimant relating to a National Lottery Respite Grant received by A in 2006. Under this grant Sarah Tuohy was to work as a personal assistant with A for 2 hours a week for 6 weeks commencing January 2007. She was to be paid at a basic rate of €14.14 with an additional payment of €14.14 for working on a Saturday. The document also reveals that on that scale the Sunday was €28.28 per hour, the unsocial rate was €16.50 per hour and the early morning rate was €17.68 per hour. I consider that this comparable needs to be treated with some caution. It reveals the rates applicable on a very limited respite grant funded by the National Lottery. I doubt that it is safe to draw any conclusions from this for the purposes of a private package of care.
(7) In his closing submissions, Mr. Whitfield very fairly acknowledged, without abandoning Mrs. Lawrence's evidence on care rates, that the evidence on comparables was inconsistent with it. This is why he falls back on €16 per hour.
(1) The first carer will bear considerable responsibility and will need to have substantial experience of care work. She will need to be above average to meet A's needs. Mr. Whitfield very fairly accepted that A needs as first carer someone of spirit and ability above what is to be expected of a care home assistant.
(2) Because of A's communication problems the first carer will need to be fluent in English. Many immigrant care workers will not have the necessary fluency.
(3) In recruiting carers A will be competing with institutions which are able to offer more attractive conditions of work and will be able to offer financial benefits which are not reflected in the scheme proposed by Mrs. Sargent.
(4) While the scheme proposed by Mrs. Sargent includes higher rates for Saturdays and Sunday, there is no additional remuneration for working in the evenings or unsocial hours on weekdays.
Weeks per annum.
Pay Related Social Insurance (PSI).
Expenses.
Food €2,600 per annum
Recruitment €1,500 per annum
Insurance €1,000 per annum
Training €1,000 per annum
Payroll €1,815 per annum
Total €7,915 per annum
Family care.
Assistance from Enable Ireland.
Night Sleeper at Home.
Care in University Years.
Care Model in Adult Years.
(1) A resident full time carer.
(1) The legislation imposes restrictions on the length of periods for which a person may be engaged. A person may not be required to work more than 48 hours per week. A person must have a daily rest period of at least 11 consecutive hours and, in the case of night workers, must not be required to work for more than 8 hours per day.
(2) A residential carer for a significantly disabled person will be considered to be working at all times when at the disposal of the employer and performing her duties or activity. Being on call at the place of residence will be considered to be working. A residential carer would be regarded as working within the meaning of the Directive and the Act for a total of 20 hours each day under the defendant's proposed arrangement. This would be prohibited by the Act.
(3) Apart from the case of family members, there is no applicable derogation in Ireland from the 48 hour maximum working week or from the prohibition of night workers working more than 8 hours in a day.
(4) An Irish court would be bound to find that the Defendant's proposed scheme would not be lawful in that it would require, in particular, the carer to work for daily and weekly periods prohibited under the Act.
(2) Second Carer.
(1) Moving A from her bed to the bathroom. The carer bears A's weight. There is a risk to A of slipping or tripping, although it is observed that this rarely happens. The manual handling risk is assessed as moderate to high while supporting A.
(2) She is assisted onto the toilet by the carer. This is assessed as a medium risk to the carer.
(3) Washing A's hair while she kneels over the shower tray. This is assessed as medium risk to the carer due to poor ergonomic design.
(4) Transfer from wheelchair. Low to medium risk depending on spasticity.
(5) Assisting A to a standing position and into a car. The risk is assessed as medium to high depending on the level of spasticity and body position.
(6) Undressing A and manually showering her while A kneels in the shower. The risk is assessed as medium to high.
Child Care.
Case Management.
AIDS AND EQUIPMENT.
Wheelchairs
Portable Hoist.
Shower Chair.
Washing Machine / Tumble Dryer.
Activity Chair.
Adjustable Chair.
Beds.
Kitchen / Home.
Leisure.
Parents' Accommodation.
Bath.
Toilet.
Shower.
Body Drier.
Air Conditioning.
Hoist.
Maintenance for Specified Items.
Claimant's Accommodation from age 25.
Bath
Toilet.
Shower.
Body Drier.
Air Conditioning.
Hoist.
Maintenance.
Physiotherapy Costs.
(1) Kaye Walker and class 1 replacement £ 819.66
(2) Neurology treatment plinth £ 860.00
(3) Maintenance of plinth at £50 per annum £ 1,550.00
(4) Insoles at £50 per annum £ 1,550.00
(5) Lycra vests at £400 per annum £12,400.00
Shipping.
FUTURE EDUCATION.
FUTURE MEDICAL TREATMENT.
FUTURE THERAPIES.
FUTURE TRAVEL AND TRANSPORT.
Holidays.
Cost of Livery.
FUTURE INFORMATION TECHNOLOGY.
FUTURE MANAGEMENT OF THE AWARD.
FUTURE MISCELLANEOUS COSTS.
PAST AND FUTURE COSTS OF ACCOMMODATION.
CONCLUSION.