EMPLOYMENT LAW & DATA PROTECTION SPECIALIST
I qualified as a lawyer in 2002 after graduating from Sheffield University. I specialise in employment law and data protection and act for a wide range of businesses, organisations and individuals from across Yorkshire and beyond. I am a member of the Employment Lawyer's Association and I'm also a ILM accredited trainer (more on this later).
I am often asked to advise in relation to employment related disputes and grievances and act for both employers and individuals. My advice covers handling diciplinary and grievance related matters, negotiating settlement agreements and dealing with Employment Tribunal cases involving allegations of discrimination, whistleblowing, breach of contract and unfair dismissal. My approach is pragamatic and outcome driven and I work closely with my clients in order to obtain the best possible outcome for them.
I also assist employers to handle their day-to day HR related issues and can offer a fixed fee annual retainer service which provides 24/7 HR and employment related support, advice and guidance. Other key areas of work include drafting contracts of employment, executive service agreements and company handbooks and I am also regularly asked to advise businesses and organisations on TUPE related issues including various employment related issues that will often arise on the acquisition or sale of a business and/or in outsourcing scenarios where employees are transferring between one employer and another.
The data protection work that I do is varied and wide-ranging. I have a particular interest in privacy notices, subject access requests and data breaches and I have also assisted numerous businesses and organisations to develop their own internal data protection policies and procedures in order to ensure that they are fully compliant with data protection law and minimise the risk of potentially costly fines.
Alongside the legal advice that I provide, I am also regularly asked by employers and organisations to deliver in-house employment, HR and/or data protection related training to their staff. I'm a strong believer that when it comes to dealing with compliance and legal issues that prevention is always better than the cure and that effective training can significantly reudce the risk of claims. The training that I provide is designed to be fun and inter-active, with lots of practical real-life examples and case studies, all of which are aimedat ensuring that delegates are able to put the knowledge and insights that they gain to immediate practical use.
Prior to joining Legal Studio I worked for several of Yorkshire's leading law firms as a Senior Associate and Partner/Head of Employment Law. I enjoy the flexibility that working for Legal Studio provides and it is refreshing to be working in an environment where the client genuinely comes first.
Mobile: 07747 624 444
Many employers have become increasingly adept over the years at understanding the difficulties that can be encountered by disabled employees and the additional measures that may need to be put in place to compensate for those difficulties and enable the disabled employee to participate effectively in the workplace.
Thanks in part to increasing public awareness generally and the gradual erosion of prejudice and misunderstanding, conditions which were previously glossed over and ignored are now being discussed more openly. Old stigmas and outdated views are gradually being dismantled and employers are beginning to understand that a pro-active and informed approach to neurodiversity can result in lasting and positive outcomes.
What is neurodiversity?
In its simplest terms, neurodiversity refers to a difference in brain processing which impacts upon an individual’s learning, sensory processing and social interaction.
Current research suggests that as much as 15% of the general population are neurodivergent.
Some of the more commonly encountered neurodiverse conditions include dyslexia, dyscalculia, autism and ADHD.
Are all neurodivergent employees disabled?
The short answer is no. Neurodivergence exists on a spectrum. Accordingly, there are many individuals with a neurodivergent condition who would not class themselves as being disabled.
The key legislation for employment law purposes is the Equality Act 2010 ("EqA"). The EqA confirms that the key test for establishing whether an individual will be considered as being disabled (for the purposes of the Act) is as follows:
Are there any particular risks that we should be aware of?