I am a Managing Associate in Lewis Silkin’s Employment, Immigration and Reward division.
Having joined the firm in 2008 and completed my training contract here, I qualified into the employment team in 2010. I advise across a wide range of employment issues, including contracts and their drafting, disciplinary and grievance matters, discrimination risks and strategic advice in respect of restructuring exercises. In addition to advisory work, I have a lot of experience running tribunal claims through to a settlement or a hearing. I have experience of international project work, and liaising with our global employment law partners. As part of my role, I get involved in responding to Government consultations regarding new employment legislation/regulation, provide training to clients and write comment pieces for our journal as well as for external publications such as EELC (European Employment Law Cases). I am also part of the team’s Future of Work initiative, which generates commentary and collaborates with other bodies such as the CIPD to develop coherent proposals for government consideration.
I advise (and negotiate on behalf of) my clients on the full range of employment issues. I work with large multinationals as well as small companies and individuals. Although I have a wide practice, I have a particular interest in and knowledge of disability discrimination and reasonable adjustments, TUPE transfers, pensions automatic enrolment and holiday pay matters. I frequently advise on issues of contract – or policy – drafting (including settlement agreements), consultation with employees, grievances, performance and absence management and strategies for achieving smooth restructurings, always with a view to providing practical solutions focused on achieving my client’s goals and preferred outcome.
Retail, Hospitality & Leisure
I am a member of the firm’s retail, hospitality & leisure sector group, and frequently (but by no means exclusively) work with clients in this sector. In this sector, I find that certain issues arise frequently: flexible working, zero-hours and other atypical working arrangements, queries about aspects of pay such as tipping and deductions from wages, restructurings as well as grievances (including complaints of discrimination) by employees.