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
What are the perils involved for employers where employees use instant messenger applications to discuss work-related matters?
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.
Related Knowledge & Resources
New Corporate Governance rules from January this year affect not just quoted companies, but companies with more than 250 employees, with an increased requirement for directors to report on on a variety of matters.
Matthew Smith discusses a recent Supreme Court decision that confirmed a common-sense approach to the meaning of ‘unfavourable treatment’ under section 15 of the Equality Act 2010.
A recent Court of Appeal decision provides useful guidance for employers and held that there is no breach of the implied term of trust and confidence where there is reasonable and proper cause to suspend an employee from work pending investigations.
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.