Rajiv Joshi Partner
“Rajiv Joshi has extensive experience defending discrimination claims and also advises frequently on TUPE and all manner of corporate personnel issues. A client says: "He understands our questions very easily and is very clear in his responses."”
Rajiv has experience in a variety of contentious and non-contentious employment law issues.
Main areas of practice
Rajiv's work includes unfair dismissal, discrimination, jurisdictional matters and the employment aspects of corporate transactions. He also drafts and advises on directors’ service agreements, employment contracts, staff handbooks and settlement agreements.
General Employment clients:
- Involved in a landmark case at the House of Lords in relation to the territorial scope of unfair dismissal law
- Investigating and completing a report in relation to a complicated internal grievance on behalf of a large metropolitan police force involving multiple allegations at a senior level
Health & Social Care:
- Acting for a Primary Care Trust and successfully disposing of a complex tribunal claim relating to disability and race discrimination
- Acting for a registered charity in the social care sector on all general employment law matters, and successfully defending multiple Tribunal claims in relation to disability, race and sex discrimination as well as unfair dismissal
Seminars: Rajiv regularly presents training on employment law topics - either as part of Blake Morgan's Breakfast Clubs, or for in-house training for clients
“Extremely proactive, responsive, professional and prompt, and his advice is always focused around the client.”
Articles by Rajiv
Discrimination in relation to age has been, and still is, a prevalent issue within the UK workforce, writes Rajiv Joshi. However, attitudes need to change so how can employers avoid unconscious bias and age discrimination?
Can an employer dismiss for misconduct when there have been several previous incidents but all warnings have expired? We consider a recent case on the relevance of expired warnings.
According to the CIPD Absence Management Survey 2015, the average level of employee absence increased slightly compared to the previous year from 6.6 days to 6.9 days per employee per year. Public sector absence however, increased by almost a day.
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