Sarah Peacock Partner
“She is very responsive, well informed and looks for solutions that work best for organisations.”
Sarah has practised exclusively in the field of employment law since 2000 and specialises in all aspects, including health and safety, offering comprehensive and pragmatic commercial advice.
Main areas of practice
Sarah advises on all areas of employment law, contentious and non-contentious. She regularly advises on business restructuring, changes to terms and conditions of employment, redundancy and reorganisations.
Sarah also plays an active role in the firm's Retail and leisure sector and Charity sector.
She represents a wide range of employers in private, public and charity sectors.
Vigil: Sarah is the partner with responsibility for the firm's employment law risk management service, Vigil, that provides HR support to a broad range of clients for a fixed price.
Employment tribunals: Particular expertise in employment tribunal claims and is an experienced advocate. Her first career in healthcare has given her valuable insight into and understanding of disability discrimination and psychiatric injury claims. Sarah has been praised, not only for her attention to detail and outstanding cross examination, but also for the support she provides to her clients and their witnesses throughout.
Seminars/training: provides in-house training to clients and is a regular presenter at seminars.
Articles by Sarah
The European Court of Justice (ECJ) has ruled in the case of King v Sash Windows & another that a "self-employed" salesman who established worker status is able to claim holiday pay...
The Grand Chamber of the European Court of Human Rights has reversed its decision that an employer was permitted to read an employee's private communications on a work messenger account.
We look at some changes to ET compensation, including a recent ruling that "a week's pay" incorporates an employer's pension contributions, potentially affecting redundancy payments, amongst others.
Related Knowledge & Resources
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.
Following on from our Employment law "Top Ten" of 2017 we now take a look ahead to 2018 and what are likely to be the key employment law developments for employers and HR professionals.
How will employers and HR professionals remember 2017? We thought we’d seen enough Brexit turmoil in 2016 but it paled into insignificance compared with the legal and political wranglings this year.
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.
Blake Morgan provides a helpful guide for Marinas and Boat Yards on recovering outstanding berthing fees.