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Amanda Glover

Associate

Amanda Glover

Associate

“Amanda Glover was a joy to work with. Always clear, concise and honest.”

Google Review

Amanda is an associate solicitor in the employment team who specialises in industrial relations law and has significant experience dealing with different stages of the industrial relations lifecycle from advising on resilience initiatives, setting up employee forums, managing union recognition requests and applications, through to advising on ballot processes and assisting organisations with contingency planning and strike action.

Amanda also manages and supports clients through large-scale changes to terms and conditions and often works on cross-border HR and employment law projects for global brands.

She is accustomed to representing clients on both contentious and non-contentious workplace matters, including disciplinaries and grievances, discrimination and equal pay issues.

Amanda is also an advisor at forburyTECH, a tech start-up and scale-up support service, run by Clarkslegal.

She is a bilingual dual national and has lived in England, Sweden and Germany.

What our clients say

“I used Clarkslegal for support during a work-related issue – Amanda was kind, supportive & very attentive; and when it counted, she represented my case confidently & firmly, and helped avoid an otherwise lengthly & drawn out employment tribunal. Amanda is extremely knowledgeable & very responsive – compared to multiple other quotes, the firm is also very competitive. I would recommend working with Amanda to anyone looking for an experienced & assertive legal professional to represent them.”

Google Review

“Amanda Glover was a joy to work with. Always clear, concise and honest. I would recommend Clarkslegal to anyone.”

Google Review

“I found Clarkslegal a really strong partner and hold Amanda Glover in the highest regard. She was responsive, proactive and helped unpack some of the less penetrable legalese. I would be more than willing to leverage the counsel she provides in the future.”

Google Review

“Great advice and swift action. Amanda was fantastic. Worth every penny.”

Google Review

Read, listen and watch our latest insights

Pub
  • 02 October 2025
  • Employment

Reading Seminar: Royal Assent Imminent – the Employment Rights Bill! Legal changes and what they mean for HR and their organisations

We are pleased to invite you to an in-person seminar at our Reading office on Tuesday 18th November. Join Monica Atwal, Katie Glendinning, and Amanda Glover as they discuss the legal implications of the new Employment Rights Bill and its impact on your organisation.

Pub
  • 02 October 2025
  • Employment

London Seminar: Royal Assent Imminent – the Employment Rights Bill! Legal changes and what they mean for HR and their organisations

We are pleased to invite you to an in-person seminar at our London office on Tuesday 25th November. Join Monica Atwal, Katie Glendinning, and Amanda Glover as they discuss the legal implications of the new Employment Rights Bill and its impact on your organisation.

Pub
  • 30 September 2025
  • Employment

TUPE Podcast Series – TUPE and Commercial Contracts

In this tenth and final episode of Clarkslegal’s TUPE Podcast series, Katie Glendinning will delve into the intricacies of commercial contracts within the context of service provision changes.

Pub
  • 30 September 2025
  • Employment

Employment law changes in 2025: What you need to know

Join Monica Atwal and Katie Glendinning for a round-up of 2025 HR changes and essential updates in employment law.

art
  • 19 September 2025
  • Employment

Sexual harassment risk assessment vital for reasonable steps defence

In October 2024, a new duty was placed on employers to take reasonable steps to prevent sexual harassment in the workplace.

art
  • 08 September 2025
  • Employment

Can employers still make changes to contracts after the Employment Rights Bill?

The short answer is yes but it will be much more difficult for employers following the introduction of the Employment Rights Bill because their ability to fairly dismiss employees who do not agree contractual changes is being restricted.