This website will offer limited functionality in this browser. We only support the recent versions of major browsers like Chrome, Firefox, Safari, and Edge.

Victoria Thatcher

Solicitor


Why choose 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.

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.

Related services and specialisms from HCR Law

Questions my clients ask me

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.

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.

Legal updates and thought leadership

View All

Send me a message

"*" indicates required fields