Richard works with employers and employees on a national basis. He has advised clients within various different industries, including the education, care, hospitality, healthcare and manufacturing sectors, often working alongside numerous stakeholders, such as local authorities and the police.
Having combined his employment law solicitor qualification with experience as an HR consultant, Richard is ideally placed to offer practical and commercial solutions for clients, whilst ensuring that those solutions follow the law. He therefore works very closely with HR professionals, fostering relationships that encourage mutual respect.
Richard has also advised in very process-driven scenarios, helping clients to achieve their desired outcome(s) without their aims being lost in following procedures. This has included advising in situations involving trade union interests.
Naturally, this has also given Richard particular experience in navigating contentious and non-contentious procedures, including settlement agreements (and negotiating the terms of the same); Employment Tribunal processes; TUPE and related issues; drafting and interpreting contracts and staff handbooks; advising on and “project managing” complex disciplinary, grievance, capability and sickness absence procedures; redundancies and restructures, as well as providing day-to-day advice, not least on the COVID-19-driven addition to employment law: furlough leave.
A good example of Richard’s recent work involves advising a care provider on a disciplinary appeal process after the employer client became dissatisfied with the approach taken by its HR provider. Advising in a legal capacity, yet taking a commercial HR approach, Richard succeeded not only in using the appeal process to address and rectify the shortcomings of the original disciplinary procedure, but also to secure a no compensation settlement in favour of the employer, avoiding potentially costly tribunal action.