Founder of Sherbornes Employment Lawyers
Associate Solicitor, Specialising in
Head of Corporate and Commercial Services
Widely acclaimed specialists in all aspects of employment law.
Sherbornes Solicitors act for employers and employees and offer all of our clients unrivalled expertise and experience, clear uncomplicated advice and a proven track record of success. We make the law work for our clients, we don’t leave the difficult decisions to them and we avoid sitting on the fence. That’s what sets us apart.
We measure ourselves by a single standard….client satisfaction.
ARCTURUS is our unique fixed price advisory service for employers giving them all the benefits of an in-house legal team, at a fraction of the cost.
Employment law is truly dynamic and ever evolving. Employment issues go to the very heart of every organisation and are often highly sensitive.
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All Contents ©Copyright 2014 Sherbornes Solicitors Ltd. Sherbornes is a trading name of Sherbornes Solicitors Ltd (07516262) registered in England and Wales, registered office 4 Royal Crescent, Cheltenham GL50 3DA. Gloucestershire, Sherbornes Solicitors Ltd is authorised and regulated by the Solicitors Regulation Authority (621149) . A list of directors of the limited company is available for inspection at the registered office.
A case at an Appeal Tribunal has looked at rest breaks, specifically the need for 20 minutes break if a worker works 6 hours or more. The case is Grange v Abellio London and concerned a bus controller. The employee used to work an 8.5 hour day, with a half hour for lunch. It was… Read more>>
The Appeal Tribunal has set out a judgment that can be said to give the London Employment Tribunal a lesson in judging the fairness of a redundancy consultation. In this respect, it is essential reading for employers wishing to avoid unfair dismissal when consulting during a redundancy. Read More Read more>>
In the case of Bandara v BBC (2016) the Appeal Tribunal has examined how to determine if a dismissal was fair when there was an inappropriate final warning on the employee’s record. It is important to put the facts of this judgment into context. The employee had an unblemished record for nearly 18 years. Then,… Read more>>