Raworths LLP
Victoria Notman Victoria Notman

Victoria NotmanAssociate

Victoria Notman

Contact Details

DDI: 01423 724605
E: victoria.notman@raworths.co.uk


Education: University of Birmingham (LLB (Hons)), Chester College of Law
Previous Roles: Wragge & Co, Pinsent Curtis (now Pinsent Masons) and Mills & Reeve
Joined Raworths: 2011

I can’t thank you enough for your guidance throughout this process. As a young CEO I have acquired a significant amount of useful and practical legal knowledge from working with you.

Dean Jacobs, CEO, Wibbu Limited

Victoria is an employment law specialist with over ten years’ experience in this complex area. She balances a keen eye for detail with a pragmatic approach to solving your legal problems. Her client portfolio includes, major blue-chip corporations, NHS Trusts, SMEs, charitable organizations and individuals. Victoria has a proven track record in the Employment Tribunal, maintaining a sensible approach to commercial settlement. Her non-contentious practice aims to meet your business needs by providing advice on appropriate people management, clear policies and procedures and a ‘no nonsense’ approach to keeping your business within the current legal framework.

Matters Victoria regularly advises on include:

  • Drafting and advising on directors’ service agreements and employment contracts; including bonus schemes and the “Three Golden Hs”: hellos; handcuffs and handshakes.
  • Drafting and advising on confidentiality clauses and restrictive covenants.
  • Terminating employment fairly, including negotiating and drafting settlement agreements for maximum tax efficiency.
  • Managing redundancies to avoid claims.
  • Managing TUPE transfers to avoid claims.
  • Avoiding discrimination in the workplace; including reasonable adjustments for disabled employees.
  • Handling Employment Tribunal claims.
  • Training and updating on employment law and best practice.
Why did you choose to specialise in employment law?

For me it’s the human element that makes any employment issue vital and interesting. There is never a dull moment because, like people and businesses, employment law is diverse, complex and constantly changing.

What do you most enjoy about your job?

Solving other people’s problems. Better still, “heading them off at the pass”. It’s a good feeling when a client turns to you for help, is confident in your ability to take the problem out of their hands, and is ultimately satisfied that it’s handled quickly, cost-effectively and achieves their desired result.

Why should businesses invest time and money in training?

The simple answer is, it is always well spent – forewarned is forearmed. Training managers and staff in good employment practice can be an effective barrier to liability and prevent costly problems from escalating. Our bi-annual employment seminars aim to keep our clients up-to-date with potential problem areas and how to manage them effectively. Our Employment Bulletin keeps our clients ‘in the know’ about any changes to their rights and responsibilities arising from current cases or legislation. Prevention is always “cheaper” than cure when it comes to employment disputes.

What makes a good lawyer?

The magic ingredient for me is getting to know my clients and their businesses. A combination of in-depth legal knowledge and commercial savvy are essential. In law, one size is supposed to fit all; in reality the answer is always bespoke. A good lawyer should be easy to reach, know your business and tailor the solution for you, quickly and cost-effectively.

What do clients value most about the service you provide?

That’s easy! The answer to their problems when they need it and at the right price. I aim to build relationships with my clients, understand their commercial aspirations and get to know how their business ‘ticks’. What they get from me is “a safe pair of hands”.

What is the most interesting case you have been involved in?

Without doubt my recent case of David v Goliath! The issue was apparently simple: My client had fought the MOD since 1998, claiming that he was an employee not a contractor. With employment status comes a raft of rights, not least the right to be paid 5.6 weeks holiday every year. The MOD maintained he was a contractor and denied him a contract of employment, holiday pay, sick pay, grievance hearings and a civil service pension. Fourteen years on, after failed attempts by ACAS and HMRC to persuade the MOD that he was an employee, “David” came to Raworths for advice………..A complex battle through the Employment Tribunal followed and finally “Goliath” was made to compensate for sixteen years of unpaid holiday pay and recognize that “David” had been an employee all along! To top it all my client won 95% of his legal costs back because the Tribunal held that the MOD had behaved unreasonably and their defence to the claim was misconceived – A good day for justice, a good day for my client and ultimately a good day for me.

What interests do you have outside work?

I have two beautiful children, a crazy cat and a rabbit (that thinks he’s a dog)….they keep me busy! In the sunshine I like to hike, bike, ski, run and ride around Nidderdale and beyond. On rainy days I’m into theatre, drama, film and books and have been known to ‘tread the boards’ when no one is watching!