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Olivia Geary

Member

Olivia is an associate who advises employers and individuals on a full range of employment issues.

Rosanna Proctor

Member

Rosanna is an employment Senior Associate who advises on a variety of contentious and non-contentious UK employment law matters for both organisations and individuals.

Lydia Leahy

Member

Lydia is a Solicitor in the Reading team, assisting with a wide range of employment law matters.

What lessons can employers learn following sexual misconduct allegations at PinkNews?

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Following the investigation into allegations of sexual misconduct made by employees against PinkNews, Lydia Leahy discusses the key takeaways and lessons for employers.

Employment Law Changes for Independent Schools: 18-Month Timeline

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Rose Smith on what changes to expect in employment law over the next 18 months, and how to start planning for it.

Implementation of the Higher Education (Freedom of Speech) Act announced

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This afternoon the Education Secretary announced that substantial part of the Higher Education (Freedom of Speech) Act 2023 will be introduced.

David Coote: A look at the Premier League referee's dismissal

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What can employers learn from David Coote's dismissal? Following a thorough investigation into his conduct, on 9 December PGMOL announced the termination of David Coote's employment.

What are your rights if you are disciplined at work for social media posts?

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Employees are facing disciplinary proceedings, and even dismissal, as a result of comments they make on social media or in other public forums. As an employee, what are your rights if you are disciplined or dismissed for something you said on social media?

Protected Conversations in Employment Settlements

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In this article, we will explore what a protected conversation is, how it fits into the settlement agreement process, and how employers and employees can navigate these discussions with confidence.

Constructive dismissal: why handling grievances correctly is so important

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A recent Employment Appeal Tribunal decision demonstrates how a school’s failure to handle a grievance process properly may give rise to a breach of the implied term of trust and confidence leading to a claim for constructive dismissal.