Ian Jones Senior associate

Photograph of Ian Jones

Contact Details

“Ian Jones handles a wide variety of employment law cases and has experience working on matters brought before the Employment Tribunal, County Court and High Court.”

Chambers UK A Client's Guide to the Legal Profession 2015
Ian advises on all aspects of employment law with a particular emphasis on the termination of employment and the defence of employment tribunal claims. 

Main areas of practice

Ian has extensive experience of advising employers in both the private and public sectors on a wide range of contentious and non-contentious issues.

Significant experience

Employment Tribunals

  • Extensive experience of defending multi-claimant actions relating to, amongst other things, unfair dismissal and equal pay
  • Unfair Dismissal and Wrongful Dismissal
  • Providing advice to employers to minimise the risk of successful claims for unfair dismissal
  • Advising employers on wrongful dismissal and other breach of contract claims

 Industrial relations issues

  • Providing advice to employers in relation to a wide range of industrial relations issues including trade union recognition
  • Recently provided advice to Welsh NHS organisations regarding the legality of large scale strike and other industrial action, the management of staff absences and picketing arrangements

Equal pay

  • Over the last 7 years Ian has led our team in managing the equal pay litigation which is ongoing within the NHS in Wales arising from the introduction of a new pay structure and has gained extensive knowledge of this specialist area


  • Advising employers in relation to individual and collective redundancies including consultation obligations and selection criteria
  • Advising on large scale reorganisations including "some other substantial reason" dismissals
  • Advising on staff transfers, changing terms and conditions and voluntary exit schemes


  • Advising employers on their obligations under the Equality Act 2010 including the implementation of reasonable adjustments in disability cases
  • Formulating and updating policies on behalf of employers to ensure ongoing compliance

 Transfer of Undertakings (TUPE) and related issues

  • Advising employers in relation to all aspects of  TUPE including consultation, the assignment of staff and the harmonisation of terms and conditions post transfer
  • Advising in relation to corporate and commercial transactions including the application of TUPE
  • Preparation of employment due diligence reports as part of the tendering/acquisition process
  • Drafting and negotiating employment warranties and indemnities

“A prompt and highly knowledgeable approach, providing commercially astute advice. ”

Chambers UK A Client's Guide to the Legal Profession 2013

“Building a strong reputation for his advice to NHS bodies on equal pay issues.”

Chambers UK A Client's Guide to the Legal Profession, 2014


Articles by Ian

Four ways to beat the back to work blues


Ian Jones looks at how to support employees who have "back to work blues" in September following the holiday season or are dealing with changes at home such as children starting or moving schools.

Gender Pay Reporting – draft guidance published


ACAS and the Government Equalities Office have together published draft guidance on the Gender Pay reporting regulations applying to employers with 250 or more employees.

Gender pay update


We consider the latest position on the forthcoming gender pay reporting obligations, both in the private/voluntary and public sectors.

Related Knowledge & Resources

Suspicious sales, secret surveillance and the Spanish supermarket

Video surveillance at work is a considerable intrusion into private life and it is important to weigh up the right to privacy as provided for by article 8 of the European Convention on Human Rights against the need for the surveillance.

Enforcing gender pay gap reporting?

With less than 3 months to go until larger employers must publish their gender pay gap, Kevin Lau, a senior solicitor in the employment team at Blake Morgan LLP looks at the latest developments and what employers and HR professionals need to know.

Non-compete clause unenforceable as it included a restriction on holding a minor shareholding in a competing business

Restrictive covenants are a useful tool for employers to protect their competitive edge and to reduce the risk of 'star employees' leaving to join competitors.However, failure to draft them carefully can leave both employer and employee in limbo.

Guide: Our workplace mediation service

Do you have conflict in the workplace that takes up your valuable time and has a damaging effect on team performance?

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