A bit about me

Employment law is constantly evolving and the issues involved in it are always varied, with a real mix of contentious and non-contentious elements to cases. I work to help people get past their employment issues and ensure they act fairly and within the boundaries of the law.

My clients include both private and public-sector organisations as well as the occasional employee, and when I first meet you I make it my business to really get to know you. It’s important to me to become as knowledgeable as I can about how your business operates, including your approach to issues and your appetite for risk.

I’m very friendly, positive and approachable and I work closely with you in order to make the process as easy as possible, providing clear, considered, commercial and practical advice. I’ll keep in touch with you regularly and I’m also always available and responsive during and after office hours, making a positive difference to you and your company.

When I’m not in the office, I enjoy spending time with my family, dancing, going to the theatre and travelling.

Want to know more?

Don’t let things build up – get in touch for some advice as soon as an issue arises.

Document everything, even if it seems trivial or unnecessary.

Communication is key, so keep talking to me and let me know if anything changes.

How do I dismiss a particular employee fairly?

This depends on the circumstances of the case but typically involves providing a fair reason for the dismissal and following a fair procedure.

In what circumstances can an employment tribunal order one of the parties to pay the legal costs of the other party?

The costs regime is different to that of the civil courts (in which the losing party pays the winning party’s costs). Employment tribunals can make awards for costs where a party, or his or her representative, has acted “vexatiously, abusively, disruptively, or otherwise unreasonably” or if the claim is “misconceived”.

Are restrictive covenants enforceable?

As a matter of public policy, the general rule is that restrictive covenants are unenforceable as being in restraint of trade. However, such covenants may be enforceable if they are designed to protect a legitimate business interest, such as customer and client relationships or confidential information; are no wider than reasonably necessary to protect that interest; and are not contrary to the public interest.

Do I have to provide a former employee with a reference?

No, there’s no obligation for an employer to provide a reference providing the reasons for doing so are not discriminatory. If a reference is given, it must be true and accurate.

Where I work

Read my
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Employment and immigration law – when to keep calm and carry on (maybe)

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