Employment

“They are attentive, personable and knowledgeable.”

Chambers and Partners 2019

“Clients rate the willingness to work with them to find solutions that achieve the best outcome.”

Legal 500 2017
The Blake Morgan employment team, comprising over 40 specialist lawyers, provides a top ranked employment law service throughout the country supporting national and international clients in all aspects of employment law.

It is recognised for its long standing client relationships and pragmatic, strategic and effective advice in such areas as restructuring and reorganisations, redundancies, trade union issues, employment tribunal claims, employment contracts and service agreements, discrimination issues and claims, corporate acquisitions, outsourcing, transfer of undertakings (TUPE), whistleblowing, grievances and immigration. 

Our team is also complemented by its highly ranked Pensions team, HR Consultancy, bespoke training and Vigil, its highly regarded fixed fee day to day employment advice scheme.

Download our Employment Tribunal Fees Guides: For Individuals; For Businesses

Main areas of practice 

Our large team of employment lawyers, many of whom are recognised as leading practitioners within their field, have a wealth of experience in all areas of employment law, including:

  • Advocacy and representation in the Employment Tribunals 
  • Representation before the EAT, High Court and other courts up to the Supreme Court;
  • Employment contracts and service agreements - including policies and documentation, restrictive covenants, protection of confidential information, partnership, employment status issues and consultancy agreements
  • All day-to-day employment law and HR issues - such as discrimination, equal pay, disciplinary hearings, grievances, absence, performance management, working time, whistleblowing and family friendly rights
  • Dismissals and retirement - redundancy, retirement, voluntary early severance, senior executive terminations, boardroom disputes, settlement negotiations
  • Dispute resolution and workplace mediation
  • Collective bargaining and trade union issues - information and consultation and works councils
  • Restructuring and re-organisation - relocation,  mergers, acquisitions, procurement, outsourcing and TUPE

Such work is carried out across a number of industry sectors encompassing a wide range of clients in the public and private sectors - see Related Expertise for a full list.

The team benefits from working closely with its Pensions and benefitsImmigration, Real estate and corporate teams to provide the comprehensive and seamless service our clients require.

Clients

Our specialist employment lawyers act for a wide range of clients, from individuals to household names including some of the leading organisations in their respective fields.  Examples include:

PHS (Personnel Hygiene Services Limited) DAS  RNLI Universe Group PLC

Welsh Government

Principality Building Society Thames Valley Police  Wales Audit Office
NHS Wales Shared Services Partnership Colt Group Limited MacIntyre Care  
Swansea University Apollo Fire Detectors  Imtech Traffic and Infra  
Russell & Bromley Limited Oxford University Colleges  Square One Resource Ltd  
Dolce & Gabbana  Bedfordshire Pilgrims Housing Association  St John Cymru  
Wightlink  National Procurement Service for Wales  Nursing and Midwifery Council  

Significant experience 

Our Employment team has provided specialist advice in many complex and highly sensitive cases. Examples include acting for or providing advice to:

  • The senior management and HR team of a major international consultancy company on implementing substantial restructuring exercises resulting in several hundred redundancies.
  • A university on its high profile merger with another university to form a new university.  A complicated merger involving a large number of staff and negotiating with their unions, completed within a short timescale.
  • A range of high profile public and private sector clients in a number of cases involving alleged race, sex, disability and age discrimination, victimisation, public interest disclosure and unfair dismissal; including successfully defending the employer in the widely publicised EAT case of Edie/Braithwaite and others v HCL  which clarified that changing terms and conditions that were more generous to older employees was discriminatory on grounds of age, but could be justified (as they were here)
  • Social housing  organisations in relation to  TUPE transfers,  industrial relations and threat of industrial action, exit strategies and pensions.
  • A multi-national company in respect of over 100 acquisitions of  businesses and companies which included, amongst other matters, completing extensive due diligence investigations resolving  substantial integration issues.
  • A charity in a transaction involving a complex transfer of activities to another charity, working closely with other teams.  Work included TUPE transfers, pension liabilities, granting and assignment of leases of several properties, novation of contracts, transfer of moveable assets, negotiation of IP and IT equipment, rebranding,  and amending governing documents.
  • A leading UK security company in defending 36 claims for unlawful deduction of wages, breach of contract, unfair dismissal, working time regulations, whistleblowing and race, religion or belief, disability, sex and sexual orientation discrimination.  We successfully defended all claims that went to full hearing; the remainder were withdrawn, settled or struck out.
  • Acting for Swansea University and the Trustees of its Pensions and Assurance Scheme in a case which is the leading authority on the meaning of "unfavourable treatment" under section 15 of the Equality Act 2010. The case arises from the circumstances of an ill-health early retirement pension and the calculation of that pension by reference to part-time, rather than full time, salary
  • Advising a national company in dealing with an employee who submitted over 100 grievances in a working week and subsequent disciplinary procedures in respect of his conduct, then defeating the employment tribunal claim which followed (alleging unfair dismissal for whistleblowing and disability discrimination)

“The quality of the advice is excellent and the delivery is timely.”

Chambers and Partners 2019

“The team will give advice and work with us to find a solution rather than say it can't be done.”

Chambers and Partners 2018

Related expertise

Main contacts

Related Knowledge & Resources

Changes ahead for flexible working?

News

As the government launches a drive to increase the uptake of flexible working, Paula Kathrens outlines workers’ rights to work flexibly and the benefits to employers of such arrangements.

Blake Morgan's Employment Law Newsletter - Winter 2019

News

A warm welcome to Blake Morgan's Winter newsletter, keeping you informed of the latest developments in Employment Law.

The unavailability of the companion – to postpone or not to postpone?

News

Carrying out a fair disciplinary procedure is essential for avoiding unfair dismissal claims and the right to be accompanied is a key element of establishing fairness.

The 2019 Loan Charge - Don't be caught out!

With just on a month to go until the one-off tax charge on disguised remuneration loans comes into effect, there is no sign that HMRC is backing off introducing the measure, or that the concern is going to be effective in stopping this implementation.

Negotiating a settlement agreement at the end of employment

We take a look at negotiating a settlement agreement between an employer and an employee, where an employee waives their right to make certain claims, usually in return for monetary compensation.

Continuing benefit required to obtain springboard injunction

If you are seeking springboard injunction relief in commercial litigation a recent case shows that it is best to justify the period of estimated head start using examples and factual material and where possible, independent evidence.

Suspending an employee from work

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.

Duty of full and frank disclosure: Wild Brain Family International Ltd v (1) Robson & (2) Chubb [2018] EWHC 3163 (Ch)

In court proceedings injunctive relief may be granted to the claimant after successfully asserting a without notice application in circumstances where, for example, there is a case of extreme urgency or if there is a need for secrecy.

Merits of the underlying claim relevant in granting an interim injunction to enforce a restrictive covenant: Berry Recruitment Limited v Brooke Donovan

In this particular employment court case, the court had to rule on an interim injunction against a former employee for a possible breach of restrictive covenant. We explore in more detail.

Helen and Bob – workplace mediation case study

“Helen’s been bullying me for the past 2 years and and I want to raise a grievance”.

Charity for people with learning disabilities

We have provided in-depth assistance to a national provider of learning, support and care for children and adults with learning disabilities.

Welsh Government - Employment Law

We are the lead employment advisers to the Welsh Government and Welsh Ministers