Jenny is a Senior Associate in the Employment team.

Experienced in providing advice to employers on all aspects of employment law, including terms and conditions of employment, arrangements for staff with a disability or mental health issue, the handling of grievances and disciplinary matters, compromise agreements and exit arrangements with departing employees, the defence of employment tribunal claims and the enforcement of restrictive covenants.

With particular experience in the management of large scale redundancy programmes, corporate restructures impacting staff, business mergers and acquisitions caught by TUPE and outsourcing arrangements. Jenny also provides advice to senior executives, typically on service agreements, severance packages following an agreed or forced departure and the scope and enforceability of non-compete and other restrictive contractual provisions.

Designing and delivering in-house training packages to employers who want to keep managers and staff up to date with employment law changes or who need guidance on best practice. Jenny’s clients are based throughout the UK, with many also having overseas operations which impact and influence the employer-employee relationship.  Her clients include well-known companies such as the national retailer Dunelm and the UK’s largest tools supplier, Cromwell.

Recent examples of how Jenny has supported clients include:

  • successfully defending a company and their CEO against sex discrimination claims and securing a contribution of £100,000 towards their costs from the employee accuser;
  • supporting a company in exit negotiations with their CEO which resulted in the office holder agreeing to resign, with immediate effect and no compensation, despite the company having no grounds to terminate their service agreement;
  • securing the dismissal of an employment tribunal claim on behalf of an employer accused of race discrimination and automatic unfair dismissal; and
  • managing a redundancy and restructuring programme affecting over 150 employees without exposing the employer to claims of unfair dismissal or discrimination.