Liz is a senior solicitor in the employment practice, advising both organisations and individuals on issues including redundancy and unfair dismissal, discrimination, contractual arrangements, and settlement agreements.
Her work includes advocacy and mediation of tribunal claims, and she specialises in complex advisory work.
Liz has been instrumental in analysing and advising on workplace issues arising from the pandemic. She also provides extensive advice on data protection compliance in an employment context – including the handling of special category data and international data transfers.
Prior to joining Clarkslegal, Liz gained invaluable commercial experience from working in non-legal roles – including in financial services, the construction industry and higher education. She trained in the City and qualified into corporate law before specialising in employment law.
Liz’s wide experience enables her to identify and assist with clients’ diverse needs and provide legally-robust solutions that make sense in the real world.
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- 19 May 2016
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.
- 13 May 2016
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?
- 12 May 2016
EAT further loosens causal test for discrimination arising from disability claims
The recent case of Risby v London Borough of Waltham Forest has arguably further extended the scope of discrimination arising from disability claims by loosening the causal link required between the employee’s disability and the employer’s treatment complained of.
- 12 May 2016
Negotiating a settlement
In the case of Gibbs v Leeds United Football Club, the High Court found that the Claimant, Mr Gibbs, had been constructively dismissed when he resigned in response to a demotion, even though he had been in negotiations over his exit.
- 06 May 2016
Restrictive covenants…are they restricting more than just former employees?
As part of its new Innovation Plan, the Government has asked businesses across the UK for their views on whether ‘non compete clauses’ in employment contracts are obstructing the UK’s innovativeness and employment opportunities.
- 01 April 2016
Brexit: Employment Law Exit Stage Left?
Firstly, what do we mean by Brexit? Although the question that the electorate will answer on 23 June 2016 is simply framed – “should the UK remain a member of the EU or leave the EU?” – the ramifications of an “out vote” will be anything but simple.