- 020 7484 7522
What Fiona can do for you
Fiona is a dual qualified solicitor (Scotland and England) with over 10 years experience in employment law including representing clients in the Employment Tribunal.
Day-to-day she advises a broad spectrum of clients on all aspects of employment law whether contentious or non-contentious including: dismissals, equality and diversity, contract drafting and disputes, employment status issues, atypical working arrangements and collective matters including those involving trade unions.
Fiona has considerable experience of advising on complex discrimination issues, particularly in connection with gender, equal pay and disability. She recently assisted the Equality and Human Rights Commission in redrafting the Equal Pay Code of Practice which provides guidance on the equality of terms provisions in the Equality Act 2010. Fiona also has an interest in and significant experience of advising on change management situations such as large-scale redundancies, reorganisations (including outsourcings) and TUPE transfers.
Fiona frequently provides bespoke training to clients on employment law issues and regularly contributes to working parties set up by the Employment Lawyers Association to respond to government consultations. Most recently she sat on the ELA working parties for the Consultations on Resolving Workplace disputes and the equal pay section of the Modern Workplaces consultation.
Main areas of expertise
- Employment Tribunal litigation
- Discrimination law, in particular sex discrimination, equal pay and disability discrimination issues
- Redundancy and organisational change
- Contract issues/disputes
- Atypical working arrangements
The clients she works with
- Public sector organisations
- Private sector organisations
- Trade organisations
Employment Lawyers Association
Does the recent ET Uber decision necessitate a U-turn on staffing arrangements for gig economy businesses?
The recent Employment Tribunal case Aslam and others v Uber BV and others determined that Uber drivers were not self-employed contractors, as Uber claimed, but rather fell within the statutory definition of “worker” meaning that the drivers were entitled to:- paid holiday; the national minimum wage (£7.20 per hour) and protection against whistle-blowing detriment/dismissal (amongst other things).
Welcome to the Summer edition of the Hempsons’ Employment Newsbrief, a round-up of some of the hot legal topics in the Employment sector.
The recent Court of Appeal decision in Griffiths-v-Secretary of State for Work and Pensions provides important guidance for employers in all sectors and whatever their size on whether reasonable adjustments need to be made to sickness absence management procedures.
An Employment Tribunal (ET) has held in the case of Brettle and others –v- Dudley MBC that an employer should include voluntary overtime worked by an employee when calculating holiday pay provided that it has become part of the worker’s normal pay.
Welcome to the Spring/Summer issue of Hempsons’ Practitioners Newsbrief. Our latest publication features articles ranging from the Five Year Forward View - next steps for primary care, GP Practice Mergers, to Lease overheads in GP Practices and reducing service charge liabilities.
Private medical or dental practices are often small businesses that involve close working relationships between staff and close contact with patients. Consequently they are at a higher risk of receiving difficult allegations of sexual harassment.
In a case that is of particular relevance to healthcare providers, who have to balance the difficult issue of complying with their duties towards patients and their obligations to staff, an Employment Tribunal (ET) has found that an NHS trust unfairly dismissed an employee for smelling of alcohol on duty. The case provides a helpful reminder for employers on the steps to take when handling concerning staff behaviour to avoid costly litigation.
The Supreme Court handed down a judgment last week in the case of Newcastle upon Tyne Hospitals NHS Foundation Trust v Haywood confirming that where a contract is silent on when notice is deemed to be given, notice takes effect when it is actually received by the employee and they have read it, or had a reasonable opportunity to do so.