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Meet our team / Hannah Bollard

Hannah Bollard

Associate

Associate in the employment team

My role

Advisor on all aspects of HR and employment law.

My experience

I joined Anthony Collins Solicitors in March 2018 having practised in an international law firm since qualification where I represented clients in the healthcare, retail and hospitality sectors. I have experience of advising on all aspects of employment law including restructure and redundancies, TUPE, terms and conditions of employment, HR policies and procedures and termination of employment. I also assist clients in defending employment tribunal proceedings, in particular, unfair dismissal and discrimination claims.

My specialisms

  • Contracts of employment
  • Employee relations issues - including internal investigations, grievance, bullying, harassment and disciplinary hearings
  • Complex discrimination issues and whistleblowing claims
  • HR policies and procedures

Blog


My latest articles

Flexible working – Making non-discriminatory decisions
Flexible working – Making non-discriminatory decisions

We are seeing a steady trickle of decisions focused around the issue of flexible working requests or employer requirements for changes to working patterns (both pre and post the pandemic).

Dressing for your diary – dress codes and discrimination

Working from home has allowed much greater freedom for individuals to dress as they choose. However, with returning to the workplace, revisiting a dress code may be advisable.

Covid-19 tales: The mask and the lorry driver
Covid-19 tales: The mask and the lorry driver

It may be difficult to get a doctor’s appointment, harder still book a food delivery slot but seemingly easier to have an unfair dismissal claim heard!

Employer is vicariously liable for injury caused by managing director during a fight at a work Christmas after-party
Employer is vicariously liable for injury caused by managing director during a fight at a work Christmas after-party

An employer may be held vicariously liable for acts committed by an employee in breach of that individual’s own tortious duties, which is a form of indirect liability.

Can you dismiss an employee if there is no clear act of gross misconduct and a regulator takes no action against the employee?
Can you dismiss an employee if there is no clear act of gross misconduct and a regulator takes no action against the employee?

In the case of Mbubaegbu v Homerton University Hospital NHS Trust, the EAT has found that no single act of gross misconduct is required for a fair dismissal for misconduct.

Is it direct sex discrimination to not pay a male employee enhanced shared parental pay?
Is it direct sex discrimination to not pay a male employee enhanced shared parental pay?

The Employment Appeal Tribunal has, for the first time, ruled on the issue of enhanced shared parental pay for fathers. It confirmed that failure to pay a male employee enhanced […]