Why choose me
Employment issues are rarely just technical queries – every issue significantly affects people, businesses and working relationships. My role is to help my clients make confident, informed decisions when things are uncertain or the workplace feels difficult.
I support SMEs and family businesses that need clear, tailored employment advice, as well as employees, managers and HR teams who want guidance on disputes or workplace challenges. I also work with organisations that need training on employment law updates or internal procedures. Employment law moves quickly and keeping up with it can be a challenge. I’m aware of the importance of considering the latest updates in the context of real business issues, to ensure I only provide practical, real-world solutions.
At the heart of my work is taking the time to understand how each client’s business operates – their people, their priorities, and the culture they’ve built. Advice and training should feel relevant and usable, and come from someone who understands how it will work in day-to-day life. My aim is to provide guidance or training that empowers decision-making, while acting as an extension of their team.
My work includes tribunal litigation, drafting handbooks, policies and contracts, advising on disciplinary and capability processes and supporting with employment law training.
Clients describe me as reliable, meticulous and highly organised. I focus on building strong working relationships and take care to explain complex legal issues in a clear and accessible way.
Outside work, I enjoy visiting galleries and museums, travelling to beautiful places and spending time with friends and family – including borrowing their dogs whenever I can.
Employment issues are rarely just technical queries – every issue significantly affects people, businesses and working relationships. My role is to help my clients make confident, informed decisions when things are uncertain or the workplace feels difficult.
I support SMEs and family businesses that need clear, tailored employment advice, as well as employees, managers and HR teams who want guidance on disputes or workplace challenges. I also work with organisations that need training on employment law updates or internal procedures. Employment law moves quickly and keeping up with it can be a challenge. I’m aware of the importance of considering the latest updates in the context of real business issues, to ensure I only provide practical, real-world solutions.
At the heart of my work is taking the time to understand how each client’s business operates – their people, their priorities, and the culture they’ve built. Advice and training should feel relevant and usable, and come from someone who understands how it will work in day-to-day life. My aim is to provide guidance or training that empowers decision-making, while acting as an extension of their team.
My work includes tribunal litigation, drafting handbooks, policies and contracts, advising on disciplinary and capability processes and supporting with employment law training.
Clients describe me as reliable, meticulous and highly organised. I focus on building strong working relationships and take care to explain complex legal issues in a clear and accessible way.
Outside work, I enjoy visiting galleries and museums, travelling to beautiful places and spending time with friends and family – including borrowing their dogs whenever I can.
Questions my clients ask me
Employment law changes frequently and it can be overwhelming to keep up. With every update, we explain what it means, outline the potential impact on your business and recommend any changes that may be needed – it’s often something as simple as an update to your policies or processes. We also have a specialist Employment Rights Act Hub that provides insight on the latest updates.
• Document everything, prepare a timeline of events and find any related evidence or documents (your employment contract, staff handbook, etc.) • It may be tempting to use AI for support, but in our experience (acting for both employees and employers) it often makes mistakes or overcomplicates things. You’ll get the best response from your employer (and a tribunal judge if needed) if your account is in your own words: honest, accurate and as simple as possible • Speak to us early. We can help you understand all your options, including going through any internal processes, guiding you in early conciliation and, if needed, tribunal claims.
As the respondent, you normally have 28 days from receiving the claim form (ET1) to file a response. Missing this deadline can mean the claim succeeds automatically, so it’s important to act quickly. 1. Contact us as soon as you receive the claim, so we can review the allegations, the legal basis for the claim and note key deadlines 2. Identify the key people involved from your business, including decision makers, managers and witnesses 3. Start locating and preserving any relevant documents, whether they support the claim or your defence (emails, messages, meeting minutes, policies, CCTV, etc). In short – get us involved early, give us all the facts and we’ll take the next steps together.