Advisor on all aspects of HR and employment law.
I am a partner in the employment and pensions team. I support a range of not-for-profit, charitable and commercial organisations providing complex and strategic advice to HR directors and senior executive teams. I have particular interest supporting health and social care sector. I am approachable and quickly build strong relationships with clients, who say I am ‘pragmatic’ and provide them with ‘business-focused solutions’.
I regularly provide strategic support with changing terms and conditions, TUPE, the National Minimum Wage, and complex employee relations issues including whistle blowing and discrimination allegations as well as senior executive departures. I have recently supported the United Kingdom Homecare Association, National Care Forum and Voluntary Organisations Disability Group with addressing the social care sector specific National Minimum Wage issues, in relation to sleep-ins and travel time. I also represent clients in employment tribunal proceedings.
Just when we thought that all news is Brexit news, the Government publishes its proposals for the modern workplace, its ‘vision for the future of the UK labour market’.
The Department for Business, Energy & Industrial Strategy (BEIS) has updated its guidance to Calculating the Minimum Wage in relation to sleep-ins.
This year’s Budget contained the news that the National Living Wage (NLW) will increase from April 2019.
The High Court has decided that South Yorkshire firefighters working 4 days, and being on call for 4 nights, were working in breach of the Working Time Regulations resulting in a review.
The EAT held in Roddis v Sheffield Hallam Uni that a zero-hours employee can compare themselves to a permanent full-time employee when seeking to enforce the right not to be treated less favourably.
The European Court of Justice (ECJ) has given a Judgement in Ville de Nivelles v Matzak on whether stand-by time constitutes working time under the Working Time Directives.
Employers are having to walk a fine line between protecting their interests whilst also ensuring that they are not breaching their employees’ rights.
People have been pledging New Year resolutions for thousands of years, with Britons top three resolutions apparently repeatedly being: lose weight, exercise more, and save more money. As we enter 2018 however, what should the HR professional be planning for in the year ahead?
Under the UK legislation, a dismissal for misconduct will be unfair unless at the time of dismissal: The employer believed the employee to be guilty of misconduct.
The Regulations apply to “workers” which includes employees, temporary workers and freelancers, but not the self-employed genuinely pursuing a business activity on their own account.
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