- Employment law
- 020 7484 7548
What Lucy can do for you
Lucy qualified as a Solicitor in 2012 and joined Hempsons in 2017.
Lucy advises clients on all aspects of employment law which arise during the course of an employment relationship and thereafter including recruitment, drafting contracts and handbooks / policies, holiday and holiday pay issues, maternity and other family related leave, sickness absence management, redundancy and restructuring, grievances and disciplinary matters, protected conversations, managing exits and settlement packages.
Lucy has experience of successfully bringing and defending a range of Employment Tribunal proceedings including claims for discrimination, whistleblowing and unfair dismissal. She also frequently resolves disputes successfully without recourse to the Employment Tribunal.
Lucy acts for NHS trusts, CCGs and national organisations in the public, private and third sectors and also for individuals. She also has experience of working in-house with a large professional regulatory body within the healthcare sector.
Main areas of expertise
- Employment Tribunal claims
- Unfair dismissal
- Restructuring and redundancies
The clients Lucy works with
- NHS trusts
- Private sector organisations
- Legal Practice Course – Distinction – 2009
- LLB (First Class Honours) – 2008
In this free webinar we will be reviewing recent case law covering interesting topics such as what can happen when protected characteristics conflict, liability for harassment by service users and how to utilise the reasonable steps defence. We will also cover the recent high profile decisions in Uber and Mencap and provide top tips for HR best practice.View Event
In this free session Hempsons Associate Lucy Miles will cover managing employee capability issues including short and long term sickness absence as well as a case law update covering some recent decisions for Practices to be aware of.View Event
There have been notable changes to employment law in response to the Covid-19 pandemic and some other developments which doctor employers in private practice should be aware of. Lucy Miles and Kalani Bogahalande report.
Welcome to the latest edition of Hempsons' Dental Newsbrief, a round-up of some of the hot legal topics in the dental sector.
The most notable changes to employment law in 2020 were, unsurprisingly, in response to the Covid-19 pandemic. However, there were also a small number of other developments that may have fallen below the radar but which employers should be aware of.
The long-awaited cap on exit payments in the public sector came into force on 4 November 2020. Its effect is to prohibit almost all public sector employers from making payments of more than £95,000 to employees in connection with the termination of their employment.
Welcome to our Summer 2019 edition of Hempsons’ Employment Newsbrief.
The recent case of Muller v London Ambulance Service NHS Trust has emphasised the need for NHS Trusts, as large, sophisticated employers with significant administrative resources, to take a more cautious approach and exhaust every other option before dismissing an employee by reason of capability. Mr Muller’s dismissal was found to be unfair and discriminatory, despite the fact that he had been absent from work for a year and had no predicted return-to-work date at the time he was dismissed.
Back in the 2016 Budget, the government announced that from April 2018, it would “reform and simplify” the taxation of termination payments. Following a technical consultation, the reforms expanded and now aim to "clarify and tighten" (i.e. increase) the taxation of such payments.
Welcome to the latest edition of Hempsons' Dental Newsbrief.
Welcome to this autumn edition of Hempsons’ Healthcare Newsbrief. It has been a busy few months for the NHS in the legal system with some ground-breaking decisions on key areas such as withdrawing clinically-assisted nutrition and hydration, fitness to practice and procurement.
A recent Employment Tribunal decision serves as a timely reminder that where conduct issues are said to arise from an underlying mental health condition, employers should be cautious of departing from medical opinion.