Henry Doswell has extensive experience in all areas of employment. His recent work for employers includes the following:
Henry was asked to defend an international transport company against an unfair dismissal claim made by its ex-Managing Director following his dismissal for gross misconduct. The case was particularly sensitive as it involved a series of false allegations against the Chairman of the Board, which risked damaging client relationships. After extensive correspondence with the employee’s solicitors, he was dissuaded from bringing a tribunal claim. The employee instead accepted a settlement agreement under which the company obtained additional protection including preventing him from making derogatory comments about the company or any members of the Board.
Outcome: The costs of a full-blown tribunal case were avoided with the matter being resolved within a matter of weeks. The company protected its reputation and obtained peace of mind through a binding settlement agreement.
Henry was asked by a data storage company to advise it on the application of TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006) following its successful tender to supply data management services to a large multinational. The change in service provider resulted in a TUPE transfer of 25 employees from the old service provider to the company. Henry advised the company on its obligations under TUPE including the requirement to inform and consult its affected employees. Henry also advised on the subsequent restructuring and redundancy process.
Outcome: The company complied with the various TUPE obligations during which the morale of the current workforce was maintained. A straightforward restructuring and redundancy process was completed after the transfer and standard settlement agreements were offered and accepted by all employees put at risk of redundancy. No grievances or tribunal claims were made.
Henry was asked by a Legal 500 law firm to review and prepare updated employment contracts and a staff handbook. Timing was critical with the firm having already identified areas where it needed to protect its legitimate business interests (including its confidential information). It was also clear that the firm’s contracts were out of date and no longer legally compliant. Henry was subsequently asked to advise on the introduction of the new contracts, which involved advising on a consultation process with affected staff.
Outcome: A revised and fully updated set of employment contracts and a staff handbook were prepared within 3 weeks of the initial instructions being given. Appropriate restrictions were added to protect the firm’s business interests and new policies were added to ensure that the firm remained legally compliant. Henry charged an agreed fixed fee for this work.