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Employment law is all about people. So, just like people, the law around the area evolves constantly – it’s never boring!
I’m a down-to-earth, pragmatic lawyer who gets to know my clients and their businesses really well. I build a rapport with them, so they see me as one of their team.
I get results for a wide range of organisations. From global tech businesses to family-owned food and drinks businesses to SMEs and further education colleges, my experience brings benefits to a variety of employers and employees facing HR challenges.
My specialisms include employment tribunal cases, disciplinary, grievance and dismissals, ill health and performance management along with senior executive exits and restructuring and redundancy to name a few.
Outside work, my passions include my daughters, my dogs, travelling, swimming and pilates!
Focus on what you want to achieve for your business – I’ll help you find the right outcome and make sure we succeed.
If you have an HR problem, call me at an early stage to discuss it – as we might be able to devise a better solution together.
If you weren’t able to speak to me before the problem became an issue don’t worry – we’ll find a solution together.
Can I just make my poorly-performing staff member redundant?
Yes, and let’s discuss the risks. There may be other options which achieve the right result at lower costs with less risk.
Can we stop this dispute becoming an employment tribunal claim?
By following your business’s policies, acting reasonably and taking advice at an early stage, we have a good chance of avoiding litigation. If the situation deteriorates and a claim is made, having evidence that you followed a reasonable process will put you in the best position for a reasonable defence.
Can an employee who is off sick refuse to attend an occupational health appointment?
Many employment contracts require an employee to attend an occupational health appointment, but they cannot be compelled to do so. If they refuse to attend without good reason, the employer is usually entitled to continue with a process such as disciplinary proceedings. It’s usually in the best interest of everyone to get specialist advice about the employee’s fitness, and more likely to lead to a resolution of any existing dispute.
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