Ed is a member of the employment team and acts for a wide range of employers in different sectors. Primarily he assists clients with employment issues with a view to reducing their exposure to claims such as unfair dismissal, discrimination and breach of contract. He frequently appears as an advocate in employment tribunals and has successfully defended claims on behalf of employers involving allegations of unfair dismissal, discrimination and breach of contract.

Ed has a wide range of experience outside the employment tribunal and regularly assists clients in connection with the impact and interpretation of TUPE arising out of acquisitions, mergers, joint ventures, outsourcing and other business restructuring. He also has extensive experience of assisting clients with other collective employment issues including redundancies, changes to terms and conditions of employment and industrial disputes. Ed has also assisted clients with the successful defence of legal claims arising from issues affecting the workforce on a collective level.

Ed regularly delivers seminars, workshops and training courses to clients on all aspects of Employment Law. He has a particular interest in the professional development of human resource practitioners and was a member of a branch committee of the Chartered Institute of Personnel and Development for a number of years.

Experience
Examples of experience include:
  • Representing a substantial private sector employers in connection with a project which entailed transfers in and out of staff pursuant to TUPE followed by substantial restructuring. We assisted the client in planning and formulating strategy for the project and guiding them through the process. Following implementation, Ed then represented the client defending multiple claims of unfair dismissal and various discrimination claims which arose. The claims, which were scheduled for multiple day hearings in different locations and at different times, were supported by a trade union. Certain claims had been presented outside the statutory time limit and were subsequently struck out. Other claims were also struck out following a failure by the Claimants to comply with the directions of the Tribunal after we had secured an unless order. The remaining claims were then withdrawn, albeit in close proximity to the hearing date. Owing to the unreasonable conduct of the Claimants and their representatives, we applied for and obtained costs orders against the Claimants
  • Defending a further education college against a claim of unfair dismissal and sex discrimination which arose following a redundancy. Three other claims had also been brought by other employees who had been made redundant arising out of the same exercise and were scheduled for hearing at a later date. Ed represented the client at a two day Tribunal hearing and successfully defended the claim. As a result of this, the other claims that were scheduled for hearing were withdrawn
  • Defending a claim of unfair dismissal brought by a senior head of department following a redundancy dismissal. The claimant challenged our clients’ redundancy process and in particular their approach to identifying suitable alternative employment which had been applied across the organisation. If the claim had been successful, it would have significantly weakened our clients’ position in handling the restructuring exercise which was ongoing at the time of the hearing. Ed represented the clients over the course of a three day Tribunal hearing and was successful in defending the claim
  • Advising on the introduction of new terms and conditions of employment to replace five different sets of terms. This included advising on the introduction of a new local collective bargaining arrangement with a number of different recognised trade unions and elected staff representatives. The project involved providing guidance in respect of a complex range of issues and challenges raised by the trade unions concerning the new recognition agreement and the variation of terms and conditions of employment. The client also required the preparation and review of the new draft recognition and collective bargaining agreements and new draft terms and conditions of employment.
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