Liz has over 10 years experience of practising employment law. She helps businesses manage their workforce and comply with their legal obligations by giving clear, practical and commercial advice on a whole range of employment law issues ranging from queries on disciplinary matters and sickness absence to handling discrimination issues and redundancies. Liz also assists and supports employees and she has represented clients in both the Employment Tribunal and the Employment Appeal Tribunal.
Liz also advises on the employment aspects of commercial and corporate transactions including business acquisitions, share acquisitions and outsourcing.
Liz delivers seminars and in-house training on various employment law topics including disciplinary and grievances, managing poor performance, social media, mock tribunals and shared parental leave.
Matters Liz advises upon includes the following:
Liz also prepares, advises upon and negotiates employment documentation including:
Employment law is an interesting area of law; it is much more than preparing contracts of employment. It is always in the news, it has a political slant, it has interesting case law and it is constantly changing. The variety of employment law issues is also enjoyable; no two clients or two cases are the same.
My normal working day is extremely varied. It includes providing day to day advice to HR or managers on a range of employment law issues, bringing or defending employment tribunal claims for clients and assisting other departments in the firm such as corporate and commercial with the employment aspects of business acquisitions. I also prepare for and provide bespoke training and seminars to clients.
The Employment Unit at Raworths holds employment seminars twice a year on various employment topics together with a general employment update. We also provide bespoke training that is tailored to businesses needs. In addition we send out regular newsletters to clients to keep them up to date with the constant changes to this area of law.
It was a case in which I had to give evidence to deal with a specific allegation that arose during an employment tribunal case. I now know how difficult it is for clients to give evidence and be cross-examined at employment tribunals! This case also ended up at the Employment Appeal Tribunal in London.
When the economy was not doing very well I often advised clients on how to make redundancies. Since things have improved slightly I have been advising clients on how to manage underperforming employees. Dismissing employees fairly for poor performance can be time consuming but following a fair and potentially lengthy procedure is crucial to avoiding successful unfair dismissal claims.
The introduction of fees does help to deter some employees from bringing claims that have no merit so that is beneficial to employers and the tribunal system on a whole. However, I believe that the level of the fees is too high and that it deters employees from bringing genuine claims. Whilst this is good news for employers, denying access to justice is not good practice.
I now have a young family so most of my time is spent running around after my toddler; it’s the best workout I’ve ever had!