Employment law is, in my opinion, the most complex and diverse area of law. Not only does it require you to keep up to date with politics and legislation, but it can also make a change on everyday society. That’s why I’m committed to helping my clients move past their employment issues to make life easier for both them and their employees.
Whenever you need me, I’ll be happy to hear from you. This is especially important given how time sensitive and highly emotive employment issues can be. I’ll work closely with you to help support you, no matter the challenges you face, and get you to where you want to be. I get to know your business inside out and take a real interest in how it operates, whether that’s manufacturing processes or insurance policies, so I won’t waste your time discussing options that simply won’t work.
I work tirelessly, thinking up commercial and innovative ideas that help my clients in reaching their goals. There is nothing more satisfying than this; whether it’s a contentious issue we’re dealing with or an operational change.
Outside of work, I enjoy the theatre and keeping fit and healthy – I firmly believe a healthy body creates a healthy mind.
Good communication can help employers in later tribunals – employees can get angry if they feel they’re being kept in the dark, and this can ruin entire disciplinary or grievance processes.
Whatever the problem, whether it’s a wider performance issue or sickness absence problem, deal with it proactively.
Follow clear procedures – using clearly thought out and well-communicated policies can help with an employer’s case during any later contentious process.
We are disciplining an employee but they have raised a grievance. Do I need to pause the disciplinary process pending the outcome of the grievance?
Many employers hold the view that as soon as a grievance is raised, the disciplinary process must be suspended pending the outcome of the grievance. This can sometimes be the case, but where the grievance and disciplinary cases are related, it might be appropriate to deal with them at the same time.
Can I gag an ex-employee?
Yes – there are a number of ways in which you can attempt to protect yourself as an employer. For example, by way of confidentiality clauses, non-derogatory clauses and agreed announcements in the event of a termination. However, it’s worth keeping in mind that you can’t prevent an employee from making a protected disclosure.