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Practical Employment and Litigation Law Advice |
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Welcome to my website.
If you have furloughed your staff during the Covid 19 shutdown or are concerned as to ‘ what happens next ‘ , or have any questions about employment issues caused by the virus , please consider emailing me . Initial advice is free and is based on the ‘ what is possible’ , in giving clear commercial recommendations to help clients meet their objectives, rather than just facts and legal opinion . Under the newly extended scheme new employees can now also benefit as to be eligible for a CJRS claim from 1 May onwards they only need to have been on the payroll by 2 March 2021
I have been involved since March 2020 in advising business on home working agreements and furlough arrangements including the evolving Coronavirus Job Retention Scheme. By this Easter furlough claims under the CJRS will have benefited some 12 million workers but cost the taxpayer over £75 billion with costs rising of course now the scheme has been extended again in the Budget to the end of September . I am happy to advise individuals as to their rights and options as well as how businesses can save costs , whilst retaining key employees, in these difficult times. Please click on the link to my guide for free advice.
CJRS to September 2021 Guide for Employers .
I was Head of Employment Law at two firms ( Hammonds Squire Sanders and then Norton Rose Fulbright) for around 15 years. During this time I was the recipient of the Lawyer's UK Employment Team of the year Award and annually recognised by the Legal 500 as one of the UK's foremost employment law practitioners until I left to run my own practice which is only just outside the Top 500 ( there is now only me ). I am also an experienced litigator having undertaken commercial and banking litigation for banks like Lloyds and Nat West since the mid-1980s as well as for other large companies like Ernst Young and Monsoon . I have also regularly acted for individuals and have continued to do so over the past decade since I became a sole practitioner.
I have been an Employment Judge for over 20 years and am a qualified CEDR Mediator undertaking judicial mediations in the Tribunal as well as judging employment disputes. Also , as a consulting solicitor , I assist clients ( both Claimants and Respondents ) in the Employment Tribunal other than ( for obvious reasons of possible conflict ) in my own (London Central ) Region .
My charges are around a third of those sought by partners in the major London law firms. Link to Fees page I am content to have an initial discussion without any charge by email or phone and regularly agree fixed fees . In addition I do not charge for disbursements unless they are significant or pre agreed. I do not send any bill to a client without agreeing it first and I strive to be accessible at all times.
I do of course have full professional indemnity insurance and having setting up my own employment and litigation law consultancy I have ( as you might guess ) really enjoyed the opportunity of working with individuals and SMEs who would not normally want to engage the services of a larger City firm. Work I undertake for employees include Employment Tribunal claims and situations where employees have unexpected disputes with their employer ( including disciplinary hearings ) which may lead to them getting advice on a Settlement Agreements and or restrictive covenants. Litigation work includes County ( including the small claims court ) and High Court civil claims some of which centre on employment disputes eg relating to restrictive covenants. I work regularly with US and European clients and have a good knowledge of employment law in jurisdictions outside the UK as well as experience in dealing with tax and bonus schemes.
If you have time please look at some of the testimonials that I have received whilst paddling my own canoe along with my biography which may give you the confidence to seek my further advice. Please feel free to contact me anytime. An email to me at advice@tim-russell.co.uk is the best way to reach me. I will always respond rapidly to queries . I hope that my clients feel I give commercial and practical advice with clear recommendations. That is my aim.
Authorised and Regulated by the Solicitor’s Regulation Authority
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6/2021
Decisions
An ET does not have to decide if it would have made the same decision as an employer in an unfair dismissal complaint. It assesses whether the actions of the employer were within a range of reasonable responses open to it. The Court of Appeal in DPP Law Ltd v Greenberg has now held that, in a case of an alleged gross misconduct dismissal, the Employment Tribunal does not have to identify all the evidence relied on in reaching its conclusions of fact. This will make it more difficult to appeal an ET decision and reminds employers of the importance of defending an unfair dismissal claim fully at the ET when it has the chance. |
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