What is Sexual Abuse?
Sexual abuse is any sexual act which a person is forced to perform against their will. Sexual abuse can be rape, groping, forced kissing or any form of sexual violence.
Reporting the abuse to the police
If you have been subjected to sexual abuse, be it a one off sexual assault or sustained sexual abuse, you should consider reporting your abuse to the police immediately.
You should request to speak to a police officer specifically trained in investigating claims of sexual abuse. They should then offer to visit you at your home or an alternative safe place of your choice to take further information from you.
How can Bolt Burdon Kemp help?
If you have been sexually abused our specialist solicitors will help you make a claim for compensation.
We understand it can be upsetting discussing the abuse that you have suffered. We will work with you to ensure that any distress is kept to a minimum. We have a large team of male and female solicitors and you have the choice of which solicitor to work with throughout your claim.
We know that no amount of money will ever be enough to compensate you for the abuse you have suffered. We will work with determination to ensure you obtain the justice and damages you deserve. This will include;
- Obtaining admissions of responsibility;
- Obtaining payments throughout the case for treatment; and
- Working with the best experts to help us obtain the maximum compensation for you.
You can contact us through our website or on 020 3504 7638 to confidentially discuss how we can help you.
We can provide advice on;
- Obtaining sexual abuse compensation on a no win, no fee basis; and
- Obtaining compensation via the Criminal Injuries Compensation Authority.
Making a Sexual Abuse Compensation Claim
Against an individual abuser
You can claim compensation from the individual who abused you directly. We will investigate whether they have enough assets to pay you the compensation that you deserve.
Against an organisation
If you were abused by someone in a position of authority in an organisation, for example, a doctor or a priest, you may have a claim for compensation against that organisation.
We will argue that the organisation responsible for the abuser is responsible for the actions carried out by that member of staff. This is known legally as the principle of vicarious liability. We do this by obtaining evidence to prove that the abuser took advantage of their position of authority to carry out the abuse.
An organisation’s carelessness may also have resulted in sexual abuse. For example, if an institution ignores your complaints about a person who may have made inappropriate sexual advances to you culminating in a sexual abuse or assault.
An organisation may also place you in a situation that resulted in sexual abuse or a sexual assault, such as sending you to an unsafe place to work.
The organisation will be negligent if it is proved the sexual abuse or assault you suffered could, and should, have been prevented.
You should bring your claim for compensation within 3 years of the sexual assault or commencement of the sexual abuse. In certain circumstances the court can waive this deadline and we are experienced at obtaining permission for claims to proceed outside the time limit.
Clerk harassed at work secures £65,000 compensation
Bolt Burdon Kemp represented SOL and obtained £65,000 compensation for him. SOL was a support clerk at a firm of solicitors. Whilst working at the firm he was subjected to harassment at the hands of his boss, who was also in a relationship with a Partner of the firm.
We successfully argued:
- That the firm were responsible for the abuse SOL suffered as they were responsible for the behaviour of his boss; and
- That the firm were negligent as they were aware that SOL’s boss behaved inappropriately towards him.
£92,500 compensation for woman who was sexually assaulted
We obtained £92,500 for LAH from her employer. LAH was a support worker employed by an organisation which helps homeless people find housing. LAH was assigned an individual to support. LAH raised concerns with her supervisor about his inappropriate behaviour towards her. It became known during this case that LAH’s employer had received complaints about the individual previously.
Despite this LAH was sent to his home where he sexually assaulted her.
Bolt Burdon Kemp successfully argued that the organisation was:
- Negligent in ignoring LAH’s concerns;
- Negligent in ignoring previous concerns raised by other employees;
- Negligent in failing to follow its own policies in respect of support workers visiting individuals alone; and
- Negligent in failing to provide proper training.