Valerie Lambert

About me

Employment law is interesting and challenging and I enjoy the contentious work involved. I mainly work on behalf of corporate clients and help take the stress out of any human resource issues they might be facing. I pride myself on a thorough, responsive approach and provide pragmatic commercial advice to resolve matters in the most cost-effective way.

Clients know that I’m always ‘on call’ when they need me and I advise on a wide range of areas, including Employment Tribunal claims, restrictive covenants disputes, redundancies, disciplinaries, employment contracts and data protection. I always respond to clients in a timely manner, and I’ll work round the clock where necessary.

Outside of work, I enjoy spending time riding my horse and gardening.

Legal 500 - Valerie Lambert

Valerie Lambert is the standout employment solicitor in the whole firm, nationwide. She is totally committed to her own clients for whom she leaves no stone unturned, she is a formidable opponent and a match for any Magic Circle city firm. She is hugely experienced, and has great expertise in difficult statutory employment law issues such as TUPE.

My Case studies

Employees in a meeting at a table by window

Case study

Employment tribunal resolved for PLC and preliminary hearing thanks to Partner’s knowhow

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Case study

Disciplinary process made clear following Employment Partner’s advice

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Case study

Successful restructure following Employment Partner’s guidance

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My Awards

The Legal 500

Legal 500 - Leading Individual 2024

Top Tips & FAQs

Discover my top tips

Seek advice early on so as to not to fall foul of any procedural requirements.

Ensure that procedures are fully complied with rather than endeavouring to help the employee without taking the correct procedural course.

Have a clear paper trail of what has/has not been agreed with an employee.

Questions I'm frequently asked

Can I just dismiss the employee?

A full investigation should first be carried out and then a decision as to whether or not to hold a disciplinary hearing should be taken by the investigatory officer. Then the matter can progress to a disciplinary hearing and potentially dismissal.

Can I prevent an ex-employee soliciting and dealing with our company clients in competition with our business?

That depends on (1) whether there are non-solicit and non-deal covenants in the ex-employee’s contract of employment and (2) whether those restrictive covenants are enforceable.

How can I protect my business?

By having well drafted post-termination restrictive covenants, confidential information clauses and intellectual property clauses in your employees’ contracts of employment.

My Latest Articles

4 June 2021

Working from home: call to ban out-of-hours emails from bosses

The right to disconnect effectively gives employees the ability to switch off from work and…

Moments that Matter

Business Journey

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