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About me

Employment law is ever-changing and dynamic; it requires problem-solving and identifying solutions so that both employers and employees can move forward.

I take the time to understand clients and their needs, from employment tribunal proceedings and unfair dismissal to claims of discrimination and settlement agreements. Having acted for individuals with termination disputes and businesses of all sizes, clients can rely on my pragmatic yet compassionate approach to help them achieve their goals.

Outside work, I enjoy keeping active – whether it’s walking or running – and exploring new places.

Top Tips & FAQs

Discover my top tips

Always ensure that you keep accurate records of meetings and communications.

Periodically review your employment policies and procedures to ensure that they are up to date.

Early intervention is key. Make sure that you seek legal advice as soon as possible before an issue arises.

Read questions I'm frequently asked

Do I need a contract of employment?
Yes - contracts of employment are important in ensuring that both employers and employees have a clear understanding of what is expected during the term of employment. This means that both parties understand their obligations and entitlements, leaving less room for disputes around expectations.

How long do employment tribunal proceedings take?
This answer varies from case to case as it often depends on the circumstances. Typically, if the proceedings run smoothly all the way to a final hearing, the process takes around a year depending on how busy the tribunal is when timetabling the hearing. However, in some cases the proceedings can take longer particularly where the issues are complex, where there are adjournments or if there is an appeal. On the other hand, some proceedings may be much shorter especially if the parties enter settlement discussions.

What is a restrictive covenant?
This is a condition in a contract or agreement that restricts or prevents the actions of one or both of the parties. Typically these are used in employment contracts to prohibit employees from competing with their ex-employer once they have left the business. They are something that both employees and employers should be mindful of when agreeing the contract of employment as they can become very important on termination of employment. If they are drafted correctly, they can be a very effective tool for employers to ensure that their business assets are protected.

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