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A bit about me

Employment problems can be a prime cause of stress and I strive to neutralise that stress by careful, comprehensive and methodical resolution of those issues – working life is not always plain sailing, so good advice is key. I strive to be proactive, identifying possible problems before they arise, and understanding the bigger picture.

From settlement agreements and unfair dismissal claims, from junior staff to senior managers, I have worked on a wide range of cases for an equally diverse range of clients. I particularly enjoy working with clients in the defence and security industry, drafting employment contracts, service agreements and confidentiality agreements, for example, and play an active role in the Three Counties Defence & Security Expo (3CDSE).

Packing as much as I can into each day, both at work and outside it, I can often be found at the side of a football pitch, cheering my son and his team on.

Member of Employment Lawyers Association Junior Committee.

Want to know more?

Be as open and honest as you can when giving instructions and providing me with the background information. The more information I have and the more accurate that information, the better I can assist you and ensure the best possible outcome.

Take time to consider what your primary aim is and then relay it to me in full. The greater my understanding of your ultimate goal and what’s at the heart of your matter, the smoother the journey will be.

The value of a paper trail cannot be underestimated. If one particular incident concerning your job is troubling you, make sure you accurately document it while it’s fresh in your mind. If your problem is an ongoing one, ensure you keep an authentic paper trail of the issues at stake over a period of time.

My employer’s told me that I need legal advice on this settlement agreement – is that right?
Yes. If your employer has placed a settlement agreement before you, you will need to take independent legal advice on the terms and effect of the agreement and your ability to pursue any claims that you may have, in order for it to be a legally binding agreement. The good news is that, whilst they are under no obligation to do so, employers often think commercially and fund a large percentage of legal fees, if not the full cost, of you obtaining this legal advice. It’s vital that you understand what you’re signing – and why.

Surely I have a claim?
Possibly, but this is entirely dependent on the specific facts of your individual case. It is of paramount importance that you take specialist legal advice as soon as an issue begins to arise, as this is likely to save you time, stress and money.

I understand that you’re a solicitor – can you guide me through my divorce/draft my will/help me with my house sale/purchase?
This is often asked by various family members, friends and LinkedIn contacts. I enjoy helping anyone, but you will need to speak with a lawyer specialising in that particular area. That being said, I can certainly put you in touch with the right lawyer who can help you!

Where I work

Hear what our clients say about our Solicitor Ellis Jessica Walby

Help and advice for director in need of new start

When a senior director found herself struggling with severe mental health issues, caused by a damaging workplace...

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Peace of mind and an enhanced settlement after pandemic led to redundancy

When a mother was made redundant from a job that she had held for well over a...

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Improved redundancy package follows expert employment advice

When a mother was made redundant from a job role she truly enjoyed, which regrettably followed an...

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Read my
latest articles

Combining home working and home schooling

With schools shut and most people working from home where they can, combining children’s remote…

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Business protection - safeguarding your confidential information and rights

Covid-19 has triggered a rise in redundancies, restructures and senior exits; whilst many departing employees…

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Webinar: SOS! Business protection webinar- Data theft and employee restrictive covenants

In the ever increasing world of homeworking and ‘bring your own device’ usage, it's never…

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Latest update on extension of the Coronavirus Job Retention Scheme

The Coronavirus Job Retention Scheme has been extended until 31 March 2021, giving employers more…

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WhatsApp, disciplinary proceedings and the right to privacy

Generally there are few limitations on the scope of evidence that an employer can use…

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Downgrading a dismissal during an internal appeal process

The thought-provoking Employment Appeal Tribunal (EAT) decision in Phoenix Academy Trust v Kilroy (Kilroy) confirms…

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Stop press! New ACAS workplace mental health (Covid-19) guidance published

Employers owe a duty of care towards their staff, and championing support for employee mental…

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More updated guidance on the Coronavirus Job Retention Scheme

The Government updated its employers’ guidance regarding its Coronavirus Job Retention Scheme (the Scheme) once…

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Covid-19: top tips for happy homeworking

Whether your staff are used to working from home or not, the current Covid-19 crisis…

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Employment Update: Parental Bereavement Leave Regulations

Changes in employment law 6 April 2020 welcomes an assortment of changes in the realm…

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Parental Bereavement Leave Regulations

An assortment of changes April 6 2020 introduces an assortment of changes in the realm…

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When is a courier a ‘worker’?

Takeaway The last few years have seen the rise of the ‘gig economy’, where individuals…

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Employers beware: manipulating employee investigations pre-dismissal

Bias and prejudice Employers often work hard to ensure that a disciplinary chairperson is neutral.…

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Helping employees manage the menopause – a guide for employers

Tricky subject Menopause might appear a tricky subject in the workplace, and it can be…

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Legal privilege: you can’t have it all your own way!

Legal privilege and the disclosure of documents can be tricky to navigate in tribunal proceedings.…

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