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About me

For me, employment law provides the best of both worlds, allowing me to get involved with interesting businesses and transactions while maintaining focus on the more personal, human side of those businesses. I’m also intrigued by the living, breathing nature of the law. The nature of the workplace means legislation and regulations change frequently.

I work with clients to guide them through all aspects of employment law, from tribunal disputes to corporate acquisitions. I provide realistic, straightforward advice to my clients, some of whom have included SMEs, CEOs and senior executives and HR advisors.

My specialisms include settlement agreements, reviewing staff contracts and handbooks, corporate support work and tribunal work.

Outside of work I’m a music lover; listening to it, playing it and going to watch it live! I’m also a keen quizzer.

Top Tips & FAQs

Discover my top tips

Try to have a clear idea of what your desired outcome will look like from the outset of a dispute. While this may not always be achievable, it will provide a good frame of reference for us in progressing your matter.

Don’t let a bad working environment fester. Try to deal with issues as soon as they develop to prevent them from growing out of proportion.

Having clear policies and procedures in place along with well-drafted staff contracts can help prevent employment-related issues from cropping up later on down the line.

Read my frequently asked questions

Do you act for employees?
We act for a variety of clients, from SMEs with diverse workforces to directors wo are looking for a way out of their current companies and employees who may have claims against their employers. Therefore, we’re not limited to just advising one side of the employee-employer coin, and our experience acting for both provides us with greater insight when advising clients.

What are the benefits of offering an employee a settlement agreement?
A settlement agreement is an efficient way of ensuring that both parties draw a line under a period of employment. By entering into the agreement, the employee contractually promises not to bring any claims against their employer in return for a one-off, tax-free termination payment. This, therefore, provides reassurance to the employer going forward while also benefitting the employee.

How should annual leave be calculated for staff with no fixed hours?
Calculating holiday pay can be difficult for workers whose hours fluctuate from week to week. In such cases, holiday pay will be based on the average pay received in the previous 52-week period, discounting any weeks in which no work was undertaken. The ‘average pay’ for these 52 weeks should include regular payments such as overtime or commission, although these should be assessed on a case-by-case basis.

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