Our People

Rachel Newman, Associate Solicitor

Employment and Immigration

Direct Dial: +44 1242 246 410
Mobile: +44 7725 242 823

A bit about me

When you have an employment issue that requires litigation, you often need assistance quickly. I can help you to put a plan of attack together swiftly and with confidence.

My clients range from large corporates with complex structures to small start-ups needing support to get established. I also work with corporate departments to help provide a range of services when they need it, such as reviewing contracts and company documents.

I give practical and solution-focused advice, looking beyond the issues I’m presented with to identify matters you might not have considered. I’m very approachable and I’m always available, whether you’d like a catch-up on your case or a quick chat about any other issues.

I’m very thorough in my approach and always tackle your issues as if they were my own. I work hard to grasp your problems and use my knowledge and experience to try and fix or resolve them in the most cost- and time-efficient way.

My desire to fix things for people extends to furniture, too, as in my spare time I enjoy up-cycling items, as well as cooking, reading and spending time with my family.

Want to know more?

Confirm anything you agree verbally with employees in writing or via email to remove any scope for misunderstanding.

Seek advice early on in any contentious matter to ensure any risks are minimised.

Use full disclosure – help us to help you. By telling us everything at the beginning, I’m in the best possible position to give you the right advice.

Do we have to hear a grievance from an employee who is working their notice?

Yes – while an individual is still an employee, it’s advisable to give them the same access to the grievance procedure as you would other employees. If they go on to issue a claim against the company, it will strengthen your position if you’ve heard their grievance.

Should I pay an employee while they are suspended?

The first step is to check the employee’s contract of employment to see what it states in relation to pay and suspension. Usually, an employee will continue to be paid while suspended. If the contract allows for unpaid suspension, this will only be when it is ‘reasonable’. If you are considering not paying them, take specific advice on the circumstances that have led to suspension.

Teams I work with

Where I work

Read my
latest articles

‘Without prejudice’ communications and ‘protected’ conversations

Most employers are aware of the availability of ‘without prejudice’ discussions and ‘protected conversations’ as…

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