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Personal Employment

Discrimination & harassment lawyers in London & Thames Valley

Whether you believe you have been treated unfavourably because of your sex, age, race, disability, gender, harassed, bullied or other reason that may be prohibited under the Equality Act, we can help.

We will guide you through the complex legal framework around equal opportunities legislation and explain your rights in simple terms. We can also help you put questions to your employer and challenge conducts and behaviours on your behalf.

“An exceptional balance of expertise and personality.”

Legal 500

Our comprehensive expertise includes:

Contract and Pay

Disciplinaries

Maternity & family friendly

Redundancy & settlement agreements

Restricted covenants

Tribunals & mediation

Unfair dismissal

Whistleblowing

Key contacts
Monica Atwal

MANAGING PARTNER

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+44 118 960 4605
Helen Beech

PARTNER

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+44 118 960 4639

Read, listen and watch our latest insights

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  • 27 May 2016
  • Employment

Breach of Working Time Regulations does not, without more, lead to injury to feelings award

The case of Santos Gomes v Higher Level Care Ltd has made clear that compensation arising out of an employer’s failure to provide statutory rest breaks under the Working Time Regulations (WTR) does not extend to ‘injury to feelings’.
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  • 27 May 2016
  • Employment

Is ACAS Early Conciliation working?

Early conciliation is a free service offered by ACAS. It was previously available on a purely voluntary basis, however, from May 2014 it became mandatory to contact ACAS before lodging a claim. This was in an effort to encourage early engagement and settlement between the parties, thereby, removing the need to pursue claims in the Employment Tribunal. ACAS conciliation remains open to the parties thereafter, but on a voluntary basis.

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  • 24 May 2016
  • Employment

HR = Human Relationships

Focus in many successful companies is concentration on winning business, operational excellence and adding profit. All good, but do human relationships usually get sidelined?
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  • 19 May 2016
  • Employment

Employers could be vicariously liable for privacy breaches

The recent High Court decision of Axon v Ministry of Defence and News Group Newspapers Ltd suggests that employers can be held vicariously liable for their employees’ breaches of confidence and privacy.
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  • 19 May 2016
  • Employment

Teacher’s dismissal following husband’s criminal conviction held to be indirect religious discrimination

In the case of Pendleton v Derbyshire v County Council, a teacher who was dismissed for remaining with her husband following his conviction of voyeurism and making of indecent images of children successfully appealed a tribunal’s decision to reject her claim for indirect religious discrimination.

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  • 13 May 2016
  • Employment

Heels and Dress Codes: temp worker seeks to stamp down on sex discrimination

This week has seen the widely reported story of Nicola Thorp, a temporary receptionist, who was sent home without pay for refusing to wear heels at work. Ms Thorp started an e-petition seeking to give women the choice whether to wear flats or heels at work and, to date, has in excess of 100,000 signatories, triggering the possibility of a Parliamentary debate on the issue. The company concerned has now amended its policy to allow female workers to wear flats. So, in light of this, what is the law regarding high heels at work?
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“I would like to commend the team at Clarkslegal for their support given to me at my recent employment tribunal. Their attention to detail, foresight in their approach and ability to keep me focused were truly exceptional.”

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Contact Monica

+44 118 958 5321