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About me

An approachable and pragmatic approach to employment law is the most helpful way to achieve the best outcome for a client. I enjoy practicing in an area that is constantly developing and encompasses a range of people, from individuals to SMEs.

My work is centred around helping both employers and employees facing a variety of issues. These include matters such as recruitment, employment contracts and policies, termination, and employment tribunals.

Outside work, I enjoy spending time with family and being outdoors – whether it’s paddle boarding, hiking or travelling.

Top Tips & FAQs

Discover my top tips

Seek advice from a solicitor as soon as possible to ensure you are well informed of your options and can make the best decision.

Be proactive; dealing with the situation early can avoid unnecessary litigation further down the line.

Maintain communication with each other to understand your respective aims and keep a record of any correspondence.

Read questions I’m frequently asked

What is a settlement agreement?

In brief, it is an agreement commonly used to record an employee’s departure. Often, an employer may provide a monetary sum in return for an employee waiving any actual or potential employment claims against an employer. I help employers draft appropriate agreements to use with their employees, and also advise employees who are being asked to enter into settlement agreements. This gives me a real commercial insight into both sides of the process.

Are restrictive covenants enforceable?

A restrictive covenant may be enforceable, provided it is designed to protect an employer’s legitimate business interest (for example, a client database or confidential information). Restrictive covenants which are a restraint on trade or unreasonable (for example, covers a wide geographical location) are unlikely to be enforceable. I support and work with employers to understand exactly what they want to protect and why, before drafting the clauses for maximum enforceability. I also advise on protecting your business through other routes – such as use of garden leave, tracking of confidential information and incentive packages to reduce employee turnover. Enforcing a restrictive covenant should always be the last resort and many of the earlier interventions are often more cost effective and offer better protection.

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