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About me

I chose to specialise in employment law as I love the human-interest element and the chance to help clients navigate and resolve an issue or situation that they are facing. Given the constantly evolving nature of employment law, I strive to be mindful of issues of relevance to clients, to enable me to proactively manage their needs.

Clients trust me to work efficiently alongside them to achieve the optimal outcome to their matter and I work with a range of clients, including individuals, owner managed businesses, limited companies, partnerships, and charities. I advise on contracts of employment and service agreements, policies, changing contractual terms, family friendly, long-term sickness, performance, disciplinary and grievance issues and termination of employment, including settlement agreements. My dispute work includes litigation involving unfair and wrongful dismissal, discrimination, breach of contract, equal pay, unlawful deduction from wages and whistleblowing. I also have extensive experience of advising on business reorganisation and restructuring, redundancy, business protection and TUPE.

Outside of work I enjoy gardening, antiques, gym classes, visiting historical places and spending time with my family (which includes my two beloved miniature schnauzers).

Legal 500 - Elizabeth Swinburn

Elizabeth Swinburn is knowledgeable, objective and personal and her advice is impeccable.
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My Awards

Top Tips & FAQs

Discover my top tips

Have a clear aim, having considered all options.

Plan carefully.

Be wary of making assumptions.

Read questions I'm frequently asked

Do I have to give/am I entitled to receive a reference?

There is no statutory entitlement to receive a reference, but if provided it must be accurate, fair and not misleading. Further, discrimination should be avoided in any failure to provide a reference.

Will I get my costs back if I win at the Employment Tribunal?

The general rule is that each party bears their own costs, but the Employment Tribunal is empowered to award costs where a party has acted ‘vexatiously, abusively, deceptively or otherwise unreasonably’ or the proceedings issued are deemed to be misconceived.

Can this matter be resolved without going through a disciplinary or grievance process?

The parties may consent to entering into a settlement agreement, which is a binding contract used to mutually agree detailed terms to end an employee’s employment. This achieves protection for the employer against claims from the employee and, usually, the employee receives payment of an agreed financial sum.

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