Because I worked in industry before I became a lawyer, I can see employment law from a client’s perspective, so I can combine legal and practical responses. My focus on employment law has extended into business immigration law, and the two interests come together, so that I work with a wide range of companies, from SMEs to global businesses, dealing with everything from complex Employment Tribunal claims or change management exercises, to modern slavery and global mobility issues.
I always offer clients solutions and I am honest with them, whether the news is good or bad – you won’t find me sitting on any fences.
Outside work, I love travel, especially if a trip can include wildlife – from whale watching in South Africa to dog sledding in Finland, I enjoy it all.
Paperwork is key!
Don’t be afraid to have that difficult conversation.
Always focus on what you want to achieve and work backwards.
What’s the difference between a ‘without prejudice’ and a ‘protected’ conversation?
A ‘without prejudice’ conversation is appropriate where there is an existing dispute between the parties. A ‘protected’ conversation is appropriate where there is no dispute, but this will only protect the conversation from being admissible in subsequent ‘vanilla’ unfair dismissal claims in the Employment Tribunal. It will not protect the conversation in respect of any discrimination or whistleblowing claims etc.
We want to recruit someone from outside the UK – how do we go about it?
This will depend on whether the candidate is an EEA or non-EEA national (with or without their own permission to work in the UK) and on the role you are looking to fill. In some cases, the organisation will need to be licensed in order to sponsor the candidate if they are from outside the EEA.
Why do you advise on both employment and immigration law?
I think the two areas complement each other very well, particularly when it comes to right to work issues whereby a balance must be struck between choosing whether to dismiss and risk an unfair dismissal claim versus the risk of a civil penalty where an employee may no longer have the right to work in the UK.