Rhiannon Jenkins Associate
“Rhiannon Jenkins is a rising star.”
Rhiannon has extensive experience in advising clients across a wide range of sectors in employment.
Main areas of practice
In particular, Rhiannon assists clients in relation to ad hoc employment law queries including TUPE and collective consultation, drafting contracts and employment related policy documentation for employers in both the public and private sectors.
Rhiannon has considerable experience of advising and representing respondent clients at the Employment Tribunal, Employment Appeal Tribunal and Court of Appeal. She has recently provided guidance in complex unfair dismissal and discrimination cases including age, race and disability related cases.
- Successfully striking out an unfair dismissal and race discrimination claim against a Housing Association at minimal cost to our client (March 2013)
- Securing withdrawal of age discrimination and unfair dismissal claims against a Housing Association following a case management discussion at which I represented the client (June 2013)
- Providing in-depth guidance to a Charity/Housing client in relation to collective consultation requirements in light of the EAT decision in USDAW v Ethel Austin Ltd  case (July 2013)
- Step-by-step advice provided to a school client in relation to long term sickness absence of a teacher and related early ill health pension entitlement (May 2013)
- Assisting in relation to sex discrimination complaints submitted by an individual client against a Higher Education establishment including appeals to the EAT and the Court of Appeal (up to June 2013)
- Advising an Independent School in relation to an extensive Data Subject Access Request submitted by a former employee (November 2012)
Two week secondment with department store client preparing and lodging multiple Tribunal responses (December 2011)
Rhiannon ’s Blog
Carrying out redundancies fairly is crucial to avoid the risk of costly litigation. A recent EAT decision about "bumping" is a useful reminder to employers that, depending on the circumstances...
Articles by Rhiannon
When either providing or asking for a reference it's important to consider the key points made by the new Acas guidance.
Time spent commuting is not usually ‘working time’. Employers do not generally have any control over an employee’s activities until they reach the workplace, and have no say in where the employee lives or how long they spend commuting.
The introduction of Employment Tribunal fees in summer 2013 was controversial from the outset and the lawfulness of the fees regime was challenged almost immediately by UNISON.
Related Knowledge & Resources
What should you consider when paying out life assurance benefits – and what are the implications if you get it wrong? Adrian Lamb, Legal Director in our Pensions and Benefits team considers the issues involved for employers and trustees.
How can employers avoid treating employees unfavourably because of something arising in consequence of their disability?
The Court of Appeal has held that a whistleblower's colleagues can be personally liable for dismissal-related detriments and the losses flowing from the dismissal.
Do you have conflict in the workplace that takes up your valuable time and has a damaging effect on team performance?
Blake Morgan is one of the few larger law firms that offer an immigration compliance audit service. We are well placed to do so, drawing on our immigration and commercial expertise.