Craig Ludlow

Year of Call: 2002
Email Address:
Telephone: 020 7583 8055

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Employment and discrimination

Craig is an exclusively employment and discrimination law specialist.

His clients are based all over the United Kingdom and he therefore has a nationwide practice involving appearing at Tribunals from Exeter, Bristol, Southampton, Croydon, London, Norwich and Bury St Edmund’s, to Nottingham and Leeds.

He acts for both Respondents and Claimants at all stages of cases and is regularly asked to advise at all stages of litigation: giving strategic advice on performance management and capability issues, group and whole site redundancies, drafting ET1s and Particulars of Claim, ET3s and Grounds of Resistance, Case Management Agendas, Schedules of Issues, Skeleton Arguments; to conduct preliminary hearings; and to conduct numerous full merits hearings which might range from short unlawful deduction from earnings claims to complicated multi-day whistleblowing, unfair dismissal and discrimination claims.

In the last few years he has developed a particular specialism in transport work, particularly in relation to bus companies.  Through his dealings with this type of Respondent work, it follows that he is very familiar with the specific policies, procedures, and contracts of employment that are sometimes unique to the transport industry.  He also fully understands how such London based companies interact with and secure contracts with Transport for London (‘TfL’) and the standards which the companies must adhere to in order to retain such contracts / routes, which can sometimes raise issues which require sensitive and careful handling.

During the course of Craig’s involvement with these companies and particularly when conducting full merits hearings for them, he has spent a significant amount of time with Bus Drivers, Controllers, Garage Managers, Operations Managers, General Managers, Operations Directors, and Human Resource Directors, such that he fully understands the inner workings of how such companies operate at both the garage level through to the more strategic level of operation.

He also specialises in dealing with cases involving professionals who are subject to restrictive covenants by their former employers and the consequent injunctions and sometimes substantial financial claims that arise from potential or actual breaches of such employment terms.

He regularly lectures to solicitors and their lay / business clients on how to deal with drafting employment contracts, misconduct / grievance procedures and dismissals, issues involving TUPE, redundancy situations, and case law updates.  He has also recently lectured with ACAS to their business clients.

Before qualifying as a barrister Craig worked at one of the ‘Big Four’ financial services firms and therefore has an excellent level of commercial understanding of how employment relationships work in day to day practice from both an employee and employer perspective.

Having practised criminal law for a number of years in the very early part of his career and consequently being appointed to the Attorney-General’s list to prosecute multi-million pound drug smuggling and fraud cases in recognition of his outstanding ability as an advocate, Craig’s advocacy is of the very highest quality and his cross-examination is regularly described as being formidable owing to the underlying meticulous preparation and attention to detail which he gives to all of his cases.

Craig has been appointed to the panel of barristers of the Employment Lawyers Appeals Advice Scheme (‘ELAAS’).  ELAAS is a service offering pro bono employment law advice to appellants and respondents where there is a preliminary hearing in the Employment Appeal Tribunal with no previous legal representation on record.

He is a member of the Employment Lawyers Association, the Employment Law Bar Association, and is direct access qualified.

A brief overview of his trial experience in the recent past is set out below:

  • Anonymous v East London Bus & Coach Company Ltd - Successfully representing the Respondent bus company, its Operations Director, and one of its Acting Supervisors in an 8 day trial involving complex claims of detriment because of making various protected public interest disclosures and claims for direct sex discrimination, sexual harassment, and unfair dismissal.
  • Spinelli v Menzies Aviation (UK) Ltd - Successfully representing the Claimant in a claim for unfair dismissal against an aviation logistics company involving a breach of airport security.  Following the successful conclusion of the case, the Claimant and her husband said of Craig: “From the first conversation over the phone I found Mr Craig Ludlow to be very smart, knowledgeable and honest on the merit of the case. He worked very hard preparing for the case in a short period which happens to be a complicated and sensitive case. Craig was very meticulous in his work; his attention to details was brilliant which helped my case . Craig was outstanding in cross-examining the respondent’s witnesses. He was very persuasive in putting the important points across.   My husband and I were very impressed by Craig’s professionalism that we decided after the hearing to instruct Craig on a direct access basis. Craig was a very smart negotiator prior to the remedies hearing.  He was in constant contact with me despite his busy schedule.  Craig always responded promptly to my emails and phone calls even during the weekend. His advice was very precious.  Craig’s contribution, his professionalism and dedication makes the difference between a Barrister and an outstanding Barrister. We are so grateful to you and that would have been the case regardless of the outcome.  I would highly recommend you to anybody looking for your services.”
  • Luke v Venson Automotive Solutions Ltd - Successfully representing a Respondent fleet management company in a 4 day trial involving claims of detriment made by a male claimant for taking leave for family reasons and constructive unfair dismissal.
  • Shaikh v Tower Transit Operations Ltd - Acting for the Respondent at a preliminary hearing and securing deposit orders totalling £7,000 in respect of claims for: direct discrimination on the grounds of race, religion, and disability; discrimination arising from disability; indirect discrimination on the grounds of disability; failing to make reasonable adjustments on the grounds of disability; harassment on the grounds of all of the above protected characteristics; and victimisation.
  • Coffey v B M Pearson Ltd - 10 day trial representing the Defendant dental company in numerous historical whistleblowing claims and a claim for constructive unfair dismissal raising issues involving NHS England and the Care Quality Commission.  Judgment reserved and awaited.
  • Omar v Tower Transit Operations Ltd - Successfully representing a Respondent bus company in a 5 day trial involving claims for direct race discrimination, religious discrimination, and unfair dismissal.  The judgment in the case records variously that: “We agree with Mr Ludlow for the Respondent that where the Claimant disputes the contents of the notes of meetings he does so selectively when it suits him or his case to do so…”; “We think there is some force in the suggestion put to the Claimant by Mr Ludlow that he was “making it up as he went along”…”; “Mr Ludlow correctly points out that the Claimant made no reference in this considered occurrence report (which the Claimant headed “Horrific Occurrence”) of (i) spitting; (ii) racial abuse; (iii) discrimination on grounds of race or religion; (iv) being accused of praying by Mr Asew or (v) any allegation that his Somali national origins or Muslim religion were relevant”; and “We think Mr Ludlow’s observations on behalf of the Respondent as to the Claimant’s credibility are well made”.  Craig recently secured a costs order against the Claimant for the full amount of the Respondent’s legal fees.
  • Styles v London United Busways Ltd - Successfully representing the Respondent bus company in a 7 day trial involving numerous and wide ranging historical complaints of direct sex discrimination and harassment, as well as claims for unfair dismissal claim, race discrimination, direct disability discrimination, failure to make reasonable adjustments, indirect discrimination on grounds of disability, and discrimination arising from disability.
  • Atanasiu v Personnel Selection Associates LtdAppearing for the Respondent recruitment agency and succeeding in an application to strike out a claim against them for alleged direct sex discrimination and sexual harassment by an employee of their client.
  • Chasha v Swarthmore Housing Society Ltd - 9 day trial involving claims of direct race discrimination and unfair dismissal.
  • Patel v East London Bus & Coach Company Ltd - 4 day trial involving claims for direct race discrimination and unfair dismissal.
  • Anwar v Sir George Monoux College - Successfully representing the Respondent college in an 8 day trial involving claims of direct race discrimination, indirect race discrimination, and unfair dismissal.
  • Llewellyn-Jones v Cyient Europe Ltd - 3 day trial involving a claim for constructive unfair dismissal arising out of a mobility clause in the Claimant’s contract of employment.
  • Denton v Renewable Energy Systems Ltd - 3 day trial involving a claim for unfair dismissal.
  • Field v Bournemouth Transport Ltd - Successfully representing the Respondent bus company in a 2-day trial involving claims for unfair dismissal, age discrimination, and disability discrimination.
  • Osei-Agyeman v East London Bus & Coach Company Ltd - 3 day trial involving claims for direct race discrimination and unfair dismissal, in which the unsuccessful Claimant was ordered to pay £7,500 towards the Respondent’s costs on the basis that the complaints were misconceived and it was unreasonable for him to have continued to pursue his claims.
  • Miah v Docklands Buses Ltd - Successfully representing the Respondent bus company in a 2-day trial involving claims of unfair dismissal, trade union discrimination, unlawful deduction from wages, and breaches of the Working Time Regulations in respect of holidays.
  • Taylor v (1) Endeavour Insurance Services (2) CGNMB LLP - Representing the Claimant in a 3 day preliminary hearing involving TUPE issues and claims for direct sex discrimination and unfair dismissal.
  • Hamdoun v London General Transport Services Ltd - Successfully representing the Respondent bus company in a 5 day trial involving claims for direct race discrimination and unfair dismissal.

    In the immediate future Craig is instructed to conduct the following notable cases for Respondent bus companies:

  • Brown & Others v (1) London General Transport Services Ltd (2) Blue Triangle Buses Ltd (3) East London Bus & Coach Company Ltd - 10 day trial involving the interpretation of contractual terms of bus drivers following TUPE transfers between numerous bus companies.
  • Watson v Tower Transit Operations Ltd - 5 day trial, disability discrimination and unfair dismissal claim in which disability remains in issue.


Client testimonials:

“A ‘go to’ Barrister who installs confidence in his Instructing Solicitors and clients alike, who consistently drives through evidence to understand the facts, ensures the highest attention to detail and presentation of his case whether written or through highly skilled advocacy.  His attention to detail and timely actions never fail to impress.”

"A firm favourite with clients due to his amiable nature and capabilities, Craig consistently delivers.  An experienced, meticulous advocate who inspires confidence and gets results."

"Craig consistently delivers…His advocacy is fearless and persuasive."

“From my first meeting with Craig I have enjoyed working with him.  He is clever, articulate, prepared to listen and displays excellent judgement, resulting in a calming and down to earth manner with clients.  His attention to detail and meticulous preparation and presentation of our case was evident at the Tribunal and he was absolutely formidable in cross-examination”.

“Craig was very detailed in identifying any problem areas in the witness evidence to be presented to the employment tribunal and had a firm grasp of the documentary evidence.  He clearly struck a rapport with my client and helped put them at ease.  He provided speedy and helpful advice to me both prior to, and during the course of, a lengthy hearing.”

“Craig’s attention to detail and focus during a case makes him a formidable opponent as no stone is left unturned during his cross examination.  He is also incisive in his questioning of clients and solicitors before a case begins, producing clear and concise advice.”

“I found Mr Ludlow’s support in preparing for the tribunal to be extremely insightful in anticipating the potential areas for questioning.  During the tribunal Mr Ludlow clearly demonstrated his excellent skills in cross examining, being clear to keep focused on the merits of the case and defending the Company’s course of actions taken.  His attention to detail and in depth knowledge of relevant employment legislation was evident in the manner in which he delivered the summing up of the case.  Mr Ludlow is highly articulate with a high level of intelligence that enables him to quickly present the core issues and excellently defend his client’s case.”

Thomson Reuters Report 2017

'Personable experienced counsel who work with me as a team for the client.'

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Academic qualifications

  • LLB (Hons) from University of Newcastle-Upon-Tyne
  • BVC from BPP Law School, London.

Professional qualifications & appointments

  • Accredited Mediation Advocate
  • Attorney-General's Junior Counsel to the Crown

Professional bodies

  • Employment Law Association (ELA)
  • Employment Law Bar Association (ELBA)

Direct Access

Craig Ludlow is qualified to accept instructions directly from members of the public and professional clients under the Direct Public Access scheme.

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