Simon is Womble Bond Dickinson (UK) LLP's chair and works in the firm's employment department. He is also a trained mediator and in 2000 was appointed a fee paid judge of the Employment Tribunal. In 2016 he was appointed an employment tribunal judicial mediator. During his time as a managing partner, Simon led the management group in that period of the firm's expansion and has experience of all issues arising out of mergers and re-organisations. Simon undertakes independent client service reviews.

Although he has a commercial litigation background, now he specialises on employment law, advising on a range of issues with the primary focus being on brand sensitive claims, including discrimination, whistleblowing and TUPE/outsourcing disputes. In particular, he advises both boards and senior executives on termination arrangements such as termination packages, the enforceability of gardening leave, confidentiality clauses and restrictive covenants of businesses looking to protect their interests.

In recent years he has been appointed by clients to undertake independent investigations in relation to disciplinary and grievance issues involving board members or other senior executives.

In-house he is the Board Champion for our Responsible Business activities. 

Examples of experience include advising:
  • The parent company on the potential fiduciary breaches of a founder director/shareholder including instructing Kroll to conduct an international investigation into the director's activities and ultimately his departure on terms protecting the business interests and entitlements under the shareholder agreement
  • Acting as a moderator for a national organisation taking disciplinary action against 20+ managers across the UK, for activities leading to action being taken by the industry regulator and subsequently briefing non-executive directors on the business policies and procedures and their "fitness for purpose" for senior management
  • Appointed by the parent of an international consultancy to conduct an investigation of grievances raised by the head of the territory against the CEO and CFO necessitating interviewing witnesses overseas. Making recommendations for the resolution of the dispute
  • An infrastructure business on the TUPE implications of the administration of a major construction business on contracts being re-allocated at a time when the national infrastructure works programme had to be delivered without delay or interruption
  • A business on a dispute with a union over recognition and a claim under TUPE for a protective award after it brought in house a call centre facility. Also leading the negotiations with ACAS at conciliation meetings
  • A major southern England retailer on a key point relating to the timing of the transfer of employment of the last active member of a defined benefit pension scheme. The date of transfer effected a potential trigger for the repayment of a multi-million pound debt by the client under Section 75 of the Pensions Act 1995. Identifying legal issues not raised which satisfied the independent actuary so the employer debt was not triggered.