Biography

Kevin has advised on a number of claims involving discrimination at work including disability discrimination, frequently involving depression and mental health issues and maternity and sex discrimination, in particular the difficulties in returning to work under a flexible working arrangement.

As well as those areas, Kevin has advised on unfair dismissal, TUPE, 'whistle-blowing,' redundancy and business reorganisation, and executive contracts and remuneration.

Approach

Kevin aims to provide clients with a direct, personal service and give them with the support they need to resolve their employment dispute.

He asks his clients to provide some initial key paperwork to review so he can get an overview of the case and provide them with some initial advice on the telephone. He won't charge for the initial review unless there is a substantial amount of documentation or a meeting is necessary. After the initial telephone consultation he aims to agree a plan with the client about the advice they will need at each stage and provide a costs estimate.

His aim is to provide clients with a personal service and so he tries to be available for them at weekends and in the evenings. He prefers to meet with clients as early as possible and will travel to them if necessary.

Notable cases he has worked on include:

• London Underground Ltd v O'Sullivan UKEAT/0152/15/DA (2016)
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• Successfully represented the employee at the liability hearing, remedy hearing and two appeals by the employer. The employee suffered from long term depression. The employer appealed on the basis that it was not open to the employment tribunal to find that the Claimant was unfairly dismissed, suffered disability discrimination and the size of the tribunal award. The employment tribunal awarded in excess of £220,000, one of the highest tribunal awards in 2015.
   
• P v B Ltd & Others (2015)
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• Advised managing director in case of unfair dismissal and discrimination following a TUPE transfer. The client was on maternity leave at time of transfer and was not taken on by the transferee and was then made redundant by the transferor. The case involved issues of maternity discrimination, sex discrimination, unfair dismissal and breach of TUPE regulations Claim settled for £70,000
   
• C v L (2014)
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• The claimant had been working as a contractor in a large multinational organization and was concerned that he may have uncovered financial malpractice. After he reported it his contract was terminated and he brought a claim for 'whistle-blowing.' Kevin advised him on the merits of his case and litigation tactics. The case settled for over £50,000.
   
• S v D (2013)
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• Successful claim for unfair dismissal of employee suffering from depression following allegations for misconduct at work. Compensation of over £80,000 received by Claimant.
   
• L v C (2011)
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• Successfully acted for Claimants in claim for bullying and harassment at work on the grounds of sexual orientation; The Claimants were senior managers who were subjected to comments about their sexual orientation for a number of years. Claimants also asserted they were constructively dismissed and claimed unfair dismissal;  ET awarded compensation of over £50,000.