Personal Injuries – The MIBI

The MIBI – Questions & Answers

  • What is the MIBI?
  • This is an acronym for the Motor Insurers Bureau of Ireland.
  • What does it do?
  • The State is obliged by the European Union Motor Insurance Directive 2009/103 to have a system for compensating the victims of uninsured motorists who have sustained personal injuries. This directive is implemented in Ireland by legislation and by an agreement between the Minister for Transport and the MIBI (“the MIBI Agreement”).
  • How is the MIBI structured?
  • It is a not-for-profit private company limited by guarantee.  All insurance companies authorised to issue motor insurance policies in Ireland must be members of the MIBI. All these companies are bound to contribute to a fund required to discharge MIBI claims each year.
  • What is the precise obligation of the MIBI?
  • The obligation of the MIBI in the case of an identified driver is to pay a judgement obtained against that driver when uninsured which judgement remains unsatisfied within 28 days. In other words, the case proceeds against the identified but uninsured driver and a judgement against the driver must be paid by the MIBI. Where the driver is untraced, the MIBI will be the defendant in your case.
  • How do I make a claim if I sustain personal injuries due to the negligence of an uninsured driver?
  • The MIBI Agreement deals with this by allowing the injured party to apply to the MIBI for compensation.  First of all, the personally injured party must apply to the Personal Injuries Assessment Board (“PIAB”).  Where the MIBI offers compensation that is unacceptable to the plaintiff then PIAB will issue an “authorisation” allowing you to proceed with the claim through the Courts.
  • What happens if I sustain personal injuries through the negligence of a driver who had insurance but whose insurer is insolvent?
  • The Irish Court of Appeal has held that the MIBI Agreement was intended to cover such a situation and in such circumstances therefore the MIBI would be obliged to pay the compensation awarded to you against the driver.
  • What happens where the driver of the vehicle who caused my personal injuries is untraced?
  • This is also covered by the MIBI Agreement but strict time limits do apply to the obligation to issue proceedings. Thus it is very important to obtain skilled legal advice as early as possible subsequent to your accident.
  • What happens if my personal injuries were caused by an uninsured driver – not by the negligent driving of the car – but as a result of the vehicle being used as a weapon?
  • In a very recent case of Mongan -v- Mongan and the MIBI which was decided earlier this year, i.e. 2020, the High Court decided that the MIBI was liable for injuries caused in such circumstances as a result of an assault and battery where the vehicle was used as a weapon against the plaintiff who sustained serious personal injuries. The High Court made it clear that people should be and will be protected should they find themselves personally injured and victim of assault and battery where a motor vehicle is used as a weapon.
  • What happens if there is uncertainty as to liability between two uninsured defendants?
  • This is a very good question and can often give rise to difficult legal problems. The short answer to your question is to seek legal advice at a very early stage from an experienced personal injuries solicitor who will guide you through the numerous pitfalls and legal complexities associated with such a set of circumstances.
Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.
For further information and advice in relation to “Personal Injuries – The MIBI”, please contact Daragh Burke, partner, Amorys Solicitors daragh@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.

Periodic Payment Orders in Catastrophic Injury Cases

The first Periodic Payment Order (PPO) was approved by an Irish Court in February 2019. The 13-year-old plaintiff suffered brain damage at birth and will receive an annual payment of €610,000 for the remainder of her life. The plaintiff’s case against the Rotunda Hospital was settled in 2012 without an admission of liability on behalf of the hospital. Interim settlement payments of €2.94 million had already been made to the plaintiff. The commencement of the Civil Liability (Amendment) Act 2017 by the Minister for Justice and Equality in October 2018, allowed the court to approve the PPO which Mr Justice Peter Kelly described as being in the best interests of the plaintiff.

Lump-Sum Payments:

Prior to the commencement of the 2017 Act, the courts were only able to award lump-sum payments in catastrophic injury cases with interim payments schemes also being utilised in recent years in cases where the parties were waiting for the legislation to be enacted. However, lump-sum payments were not always fit for purpose and could leave a plaintiff in a precarious position should they outlive the life expectancy used to calculate the amount of future care that they may require. From a defendant’s perspective, it was also possible that a lump sum payment could “overcompensate” a plaintiff.

The 2017 Act:

The 2017 Act defines catastrophic injury as a personal injury of such severity that it results in a permanent disability requiring the person to receive life-long care and assistance in daily living or a substantial part thereof. Where a court awards damages for personal injuries to a plaintiff who has suffered a catastrophic injury, the court may order that the whole or part of the damages be paid by the defendant in the form of a PPO in such amounts as the court may determine.

An award of damages by PPO can be made under the Act where the damages relate to;

  • the future medical treatment of the plaintiff
  • the future care of the plaintiff
  • the provision of assistive technology or other aids and appliances associated with the medical treatment and care of the plaintiff
  • future loss of earnings where both parties consent in writing

The court has the discretion to decide whether to award a PPO whether both parties consent or not and will consider whether it is in the best interest of the plaintiff and the particular circumstances of the case. Under subsection (2) of section 51I of the Act, the court shall take into consideration inter alia the form of award preferred by the plaintiff and the defendant and the reasons for same and any financial advice received by the plaintiff. Under subsection (3) of section 51I, where both parties agree to the payment of all or part of the damages by PPO, the court has discretion to either make a PPO in accordance with the agreed terms, refuse the application or refuse the application and make a PPO under subsection (1) of section 51I of the Act.

A Periodic Payment Order will specify the annual amount awarded to the plaintiff, the frequency and method of the payments and the amount of damages awarded in respect of the future medical treatment, future care and provision of assistive technology/aids & appliances associated with the medical treatment and care of the plaintiff and the amount awarded for loss of earnings if applicable.

Any award made by way of PPO is exempt from tax under section 189B of the Taxes Consolidation (TCA) 1997.

Stepped Payments:

The 2017 Act also provides for “stepped payments” where it is anticipated that there will be changes in the plaintiff’s circumstances during their lifetime that are likely to have an effect on their needs. In such circumstances, the court can make provision in the Periodic Payment Order that from a specified date a payment can be either increased or decreased by a specified amount.   The changes in circumstances could include the plaintiff starting primary or secondary school, reaching the age of 18, entering third-level education or predictable changes in care needs such as moving into residential care.

Security of Payments:

A court must be satisfied that the continuity of payment is “reasonably secure”.

The court shall have regard to whether;

  • the defendant is a state authority and the payments are protected under a scheme of indemnity administered by the State
  • the Periodic Payment Order is eligible for payment from the Insurance Compensation Fund (established under s2 of the Insurance Act 1964) or the MIBI (Motor Insurers’ Bureau of Ireland) or
  • the continuity of payment can be guaranteed by some other means.

Indexation:

The annual amount awarded to a plaintiff under a PPO in Ireland will be adjusted annually in line with the Harmonised Index of Consumer Prices (HICP) which is subject to ministerial review every five years. The Minister has the power under the Act to change the index used if following review a different index would be deemed to be more appropriate for indexation purposes.

Indexation is, however, one of the main concerns of plaintiffs, their families and advisors regarding the PPO legislation as the HICP does not measure increases in the cost of medical appliances or the salaries of care workers which will make up a significant proportion of a PPO. PPOs in the UK use the ASHE 6115 Index which is an annual earnings survey applicable to home carers and care assistants however there is no equivalent index in Ireland.  Another difference between the Irish and UK PPO system is that there is no power given to the Irish courts to make a variation order meaning that a plaintiff is unable, under the current legislation, to return to the court following a deterioration in their condition.

Justice Deirdre Murphy addressed at length the difficulties indexation using the HICP presented for plaintiffs in a recent High Court judgment (JH v HSE) where a minor had suffered a catastrophic injury at birth in Cork University Maternity Hospital. She concluded that there was overwhelming evidence that a PPO linked to the HCIP would lead to under-compensation for plaintiffs.  One expert witness estimated that as a matter of probability that after 10 years the PPO would only meet 86% of the plaintiff’s care needs leading to a shortfall of 14%, after 20 years the shortfall would be 26% and at age 50 only 48% of the plaintiff’s care costs would be covered by the PPO.  Justice Murphy found that “in circumstances where the expert evidence is unanimous that the indexation chosen (HICP) will not meet the future care needs of catastrophically injured plaintiffs, then no judge, charged with protecting the best interests of a plaintiff […] could approve a periodic payment order adjusted by reference to the HICP”. Furthermore, she held that “It is clear […] that no competent financial expert would recommend a periodic payment order linked to the harmonised index of consumer prices to provide for the future care needs of a plaintiff. In its current form, therefore, the legislation is regrettably a dead letter. It is not in the best interests of a catastrophically injured plaintiff to apply for a Periodic Payment Order under the current legislative scheme.

The purpose of the Periodic Payment Order legislation was to ensure that the future care needs of catastrophically injured plaintiffs are funded for the rest of their lives and to remove the uncertainty regarding future care costs associated with lump-sum payments. The courts in the UK have discretion, under the Damages Act 1996, to devise an indexation measure by which the PPO would increase in a manner capable of ensuring that the plaintiff’s future care needs are met. However the Irish courts can only use the HICP index which does not account for increases in the cost of medical appliances or care workers costs. As a result plaintiffs risk being seriously under-compensated for their future care needs.

Justice Murphy’s decision has shed light on the practical difficulties of using the HICP index instead of a wage-based index such as in the UK when the courts are seeking to ensure that a plaintiff will be fully compensated for their future care needs. Unless the Minister uses the power under the Act to change the index to one which makes the legislation fit for purpose to adequately compensate catastrophically injured plaintiffs for their future care costs, the 2017 Act unfortunately risks being redundant.

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.
For further information and advice in relation to “Periodic Payment Orders in Catastrophic Injury Cases”, please contact Daragh Burke, partner, Amorys Solicitors daragh@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.

Calculating Loss of Earnings in Personal Injury Claims – Part 1

Suffering a serious injury can often lead to a substantial period of time away from work and a significant loss of income. Should this be the case any loss could be recovered as part of a successful personal injury compensation claim.

A claim for loss of earnings forms part of a claim for special damages which is a term for the ‘out of pocket’ expenses incurred or arising as a direct result of an accident.  In addition to special damages, a personal injury claim will consist of a demand for ‘general damages’ which is the label given to the monetary value of pain, suffering and loss of quality of life arising from the injuries.

A claim for loss of earnings is broken down into two parts: past loss of earnings; and future loss of earnings.

Below is a brief outline of how past loss of earnings are calculated in personal injury cases in Ireland.  Our next article will describe how future loss of earnings are assessed.

Basis of Compensation – Net After Tax Income

Firstly, it is important to note that compensation for injuries suffered in litigation, including that part relating to loss of earnings, is treated as capital (ie not income) and is exempt from capital gains tax in the hands of the claimant pursuant to section 613 of the Taxes Consolidation Act 1997.  In keeping with the rule that a plaintiff is only entitled to be compensated for actual loss suffered, Courts in Ireland award loss of earnings on a net after tax and social charge (or Universal Social Charge) basis.  This can result in confusion for some plaintiffs, particularly those who are self-employed, because detailed taxation advice may be required to assess tax on past ‘lost’ income even though no tax is payable on the award at all.

If the plaintiff is resident in another jurisdiction whereby tax on that part of an award relating to loss of income is taxable there, s/he may be compensated based on gross income before tax however this would be extremely unusual and expert evidence from that jurisdiction to show that tax would arise on the award would be required.

Past Loss of Earnings – Where a claimant is Employed

When a claimant is employed, a claim for loss of earnings covers not only basic wages but also any loss of overtime, bonus or shift allowance. Usually, a court will first assess a claimant’s net average yearly income for at least 6 months prior to the accident in order to calculate the average salary.  In a straight forward claim the average monthly wage is multiplied by the period of absence (measured in months) and the resulting figure is deemed to be the value of a past loss of earnings claim.

In circumstances where using the above formula represents under-compensation – due to the availability of large amounts of overtime during a period of absence or an unusually high volume of sales, for example – comparative earnings of suitable work colleagues during the period of absence could be used in place of a claimant’s average earnings for a period prior to the accident. However persuasive evidence would need to be presented to the defendant and the Court, should it be necessary, that it is necessary to depart from the usual rule in a particular case.

Past Loss of Earnings – Where a claimant is Self-Employed

Calculating loss of earnings is slightly more complicated for someone who is self-employed.  Unlike most employees, self-employed individuals have no guaranteed income and the amount earned generally fluctuates from year to year.  Courts in Ireland are extremely reluctant to depart from what is represented in historic accounts and records and this can present difficulties, particularly for self-employed individuals involved in a specialised business with little to no available comparator information, who would have experienced a surge in growth had they been able to work during the period of absence.

As a general rule, a self-employed claimant’s past loss of income for any particular year will be calculated by deducting income received in one year (or part thereof) of absence from an average of the annual income that person or business made over a period of between three and five years prior to the accident.

If the assessment of loss of income on the foregoing basis would result in an artificially low (or high from the defendant’s point of view) value for past loss of earnings, persuasive evidence would need to be produced to the Court to use an alternative method.

If the assessment of loss of earnings on any basis is impossible for any case (beit an expert or indeed a judge) a line of case law exists which would permit a Court to award a ‘top-up’ of ‘general damages’ having regard to the fairness of the particular case.  However, in such a situation expert evidence as to what should/ could be the modified formula for assessing loss of earnings would still be required.

How to claim for Loss of Earnings

If you wish to claim loss of earnings in a personal injury action, make sure your Injuries Board application makes this clear by ticking the relevant box on Form A. Ensure also that you also furnish enough documentation to support your claim, including your past payslips (if employed) and prior year tax returns (where self-employed).

If an Authorisation has issued from the Injuries Board in respect of your claim which must now be processed through the Courts, again make sure to include a claim for loss of earnings in your Personal Injury Civil Bill or Summons.

Failing to include such a claim for loss of earnings in a Personal Injury Civil Bill or Summons could mean that aspect of your claim is denied. A solicitor could assist you with preparing your application to the Injuries Board and drafting court documents, if necessary, to ensure your claim for loss of earnings is adequately identified at the very outset.

Amorys Solicitors has a wealth of experience in recovering loss of income in serious injury compensation claims and liaising with forensic accountants and tax professionals where appropriate.

To begin a personal injury compensation claim or obtain further advice with no obligation please contact Deirdre Farrell, partner, Amorys Solicitors deirdre@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Specific detailed advice is required in every situation. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.

Award to Employee for Personal Injuries Suffered as a result of Bullying and Harassment overturned by the Court of Appeal

A Special Needs Assistant was awarded a record sum of €255,276 for personal injuries due to bullying and harassment by the Principal of St. Anne’s National School by the High Court. This decision was overturned by the Court of Appeal [2015 IECA287].

The Special Needs Assistant, Ms. Ruffley had worked in the school for a number of years. She claimed she was being bullied by the Principal due to the way in which a disciplinary process was carried out, and resulting in a severe disciplinary sanction. An incident had occurred when Ms. Ruffley was looking after a special needs child and was accused of locking the sensory room they were in. This was against the rules of the school and is a breach of the child protection policy. However, Ms. Ruffley provided evidence this was a common practice by some of the Special Needs Assistants in the school as some of the pupils had a tendency to run out of the room. There was then an incident where Ms. Ruffley reported a pupil could perform a certain task which was found to be incorrect. The school accused the Special Needs Assistant of “falsifying” this information. No proper investigation was conducted by the Board of Management of the school into the complaints and ultimately the Board of Management imposed a severe disciplinary sanction of a final written warning for 18 months on Ms Ruffley.

The Court of Appeal accepted that the investigation and disciplinary process was botched by the school.

The Court of Appeal applied the definition of workplace bullying in the Industrial Relations Act 1990 (Code of Practice) order 2002 SI 17/2002 to the claim:

“Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/ or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but, as a once off incident, it is not considered to be bullying”.

Using the definition of workplace bullying, the Court of Appeal found the personal injury of the Special Needs Assistant was caused by her workplace treatment but the incidents involved of a botched investigation and disciplinary process by the school did not amount to an affront to the dignity of Ms. Ruffley. This ruling gives reassurance to employers that they are entitled to pursue investigations and disciplinary processes against employees as long as this does not amount to an affront to the employees Dignity at Work and follows other Court rulings. There are other options for employees in this situation. Advice should be taken at an early stage regarding any investigation and disciplinary process involving an employee in particular if there is serious misconduct. This is to ensure that a proper investigation, disciplinary process and fair procedures are carried out. The sanction given must be reasonable and not excessive.

Whilst every effort has been made to ensure the accuracy of the information contained in this article, it has been provided for information purposes only and is not intended to constitute legal advice. Amorys Solicitors is a boutique commercial and private client law firm in Sandyford, Dublin 18, Ireland.
For further information and advice in relation to “Award to Employee for Personal Injuries Suffered as a result of Bullying and Harassment overturned by the Court of Appeal”, please contact Deirdre Farrell, partner, Amorys Solicitors deirdre@amoryssolicitors.com, telephone 01 213 5940 or your usual contact at Amorys.

Pin It on Pinterest