Raworths LLP
Liz Pollock Liz Pollock

Liz PollockAssociate

Liz Pollock

Contact Details

DDI: 01423 724608
E: liz.pollock@raworths.co.uk


Born: Leeds
Educated: The University of Hull and College of Law, Chester
Joined Raworths: 2012
Previous roles: Gordons LLP and Brooke North LLP

Member of Employment Lawyers Association
Conversational French

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:

  • Employment status;
  • Changing terms of employment;
  • Confidentiality, restraints and restrictive covenants;
  • Deductions from wages;
  • Holiday pay;
  • Sickness absence;
  • Working time;
  • Family friendly rights including maternity rights, adoption rights, paternity rights, parental leave, shared parental leave, flexible working and time off to care for dependants;
  • Bullying and harassment;
  • Discrimination;
  • Disciplinary and grievance issues;
  • Transfer of businesses;
  • Unfair dismissal;
  • Constructive dismissal;
  • Redundancies; and
  • ACAS early conciliation and employment tribunal claims.

Liz also prepares, advises upon and negotiates employment documentation including:

  • Contracts of employment, service agreements and staff handbooks;
  • Policies and procedures including disciplinary and grievance procedures, family friendly policies and equal opportunities policies; and
  • Settlement agreements.
Why did you choose to specialise in employment law?

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.

What is your normal working day like?

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.

How do you keep clients up to date with the changes in the law?

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.

What has been an interesting case you have dealt with?

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.

What advice do you find yourself giving most often to businesses?

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.

What do you think of the introduction of tribunal fees?

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.

What interests do you have outside of work?

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!