• 34+ years’ experience working in UK, specialising in employment law since 1989. 
  • Defending clients' contentious work (employment tribunal claims, discrimination, unfair dismissal and disputes in the High Court) and non-contentious employment law (including drafting contracts, policies and staff handbooks). 
  • Specialising in day-to-day issues in the workplace and working closely with HR professionals and in-house lawyers in dealing with disciplinary issues, absence management, grievances and the implementation of redundancy programmes.
  • Protecting the reputation and acting in the best interests for famous retailers and high-profile iconic fashion brands, recruitment companies and those in the financial services sectors.
  • Experience dealing with the enforcement of restrictive covenants in the High Court and high value discrimination claims. 
  • Typical employment law cases range from: new acquisitions (or the merger of two companies) ensuring that they take action to protect their existing and new employees; advising corporate departments on the transactional side of the business (working with real estate and commercial departments). 
  • Clients include: ASOS, LVMH and Coach.
  • Regularly featured in range of legal directories from Chambers and Legal 500, PLC’s Which Lawyer? and Legal Business Legal Experts.

Representative Experience

  • Luxury Fashion Retailer - Advising on and negotiating the employment aspects of outsourcing agreements involving a change of service provider. Although TUPE applied to transfer the staff of the outgoing to the incoming contractor, there was also a relocation of the site of the work which gave rise to redundancy issues. We led difficult negotiations with the relevant union which ultimately led to an agreement whereby our client avoided any liability for unfair dismissal or other claims.
  • Private Finance Unit - We acted for the Private Finance Unit of the NHS in drafting the standard agreement for implementing a “Retention of Employment” model on public to private sector transactions. A Retention of Employment agreement allows stakeholders to ensure that no employee is forced to transfer their employment away from the public sector without their consent. The draft model has become the standard documentation in implementing these arrangements.
  • Wellhouse NHS Trust/HM Treasury - Advised Wellhouse NHS Trust on all employment aspects of the Barnet Hospital (Phase 1B) PFI project, including TUPE issues. Also advised the HM Treasury on all staffing issues arising on the Great George Street PFI project (Phase 1 and Phase 2). These were some of the earliest PFI projects and we were therefore breaking new ground in terms of advising on the impact of TUPE on relevant staff and in drafting warranties and indemnities that reflected a fair balance between the interests of our clients and that of their private sector partners.
  • Olympic Delivery Authority (ODA) - Instructed to advise the ODA on all TUPE aspects of the 2012 Olympic Games. A key aspect of the work we carried out involved advising on the potential application of TUPE to transfer staff engaged in ensuring the success of the Games to any private sector businesses who were bidding to operate the various sites following their conclusion. This involved a detailed analysis of the work carried out by staff to determine whether any proposed new operation of the sites would be sufficiently unchanged, so as to fall within the ambit of TUPE.