Jo Laxton reviews Charalambous v National Bank of Greece  EAT 75, a case in which the EAT had to decide if the process followed by the Respondent amounted to unfair dismissal.
- Clerk Name: Russell Porter
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Employment and discrimination
Jo Laxton was a highly experienced solicitor who has worked in senior legal roles, most recently as Lead Counsel (Employment) at Vodafone and previously South West Water, Head of Employment and Legal Compliance at Rotork Plc. She is no longer a practising solicitor, having elected to transfer across to the Bar and is now a practising barrister with 3PB.
She already has experience as an advocate, for example successfully representing a major motor car manufacturer in unfair dismissal/ collective redundancy proceedings. She also handled interim final hearings extensively in sex discrimination/equal pay proceedings (so called 'part time pensions' cases).
Having strong relationships with colleagues in HR and employee relations, Jo has enjoyed the opportunity of advising on both individual and collective redundancy, s188A obligations and selection criteria.
Jo has supported procurement teams and HR in the progression of outsourcing/ insourcing activity, advising on the application of the TUPE regulations, consultation and measures, the provision of employee liability information, and changes to terms and conditions/ harmonisation.
Jo has advised public sector and commercial entities on range of trade union issues, including industrial action, picketing, release and facility time, S.145B inducements and detriment generally. She also advised on the status of collective terms, assisted with the negotiation of collective agreements, and advised on compulsory recognition through the CAC.
Devising and supporting policy on equal opportunity and diversity has been a constant theme of Jo’s in-house work, and she has taken responsibility for advising and training on common workplace issues. She’s advised on the definition of disability and making reasonable adjustments. She has also handled sensitive race and sex discrimination matters, including the careful investigation of complaints, allegations of harassment, resolving workplace issues, dismissal, litigation and dispute resolution. She has provided training on unconscious bias, and harassment.
Jo’s previous work as a solicitor in house has allowed her to develop experience in legal services delivery, having held responsibility for bulk claim management and team management. She has undertaken panel firm reviews mainly for the provision of employment law services, and has devised tools designed to provide effective case management.
Was it fair to dismiss despite the dismissing manager not holding a final disciplinary hearing with the employee?31st Jul 2023
Preserving Diplomatic Relations – Updated Guidance on hearing evidence from individuals who are abroad7th Sep 2022
Jo Laxton provides an analysis of the Presidents of the Employment Tribunals' updated guidance on hearing evidence from witnesses who are abroad.
Consultation on process for public sector exit payments now open7th Sep 2022
The Government has opened a consultation exercise to garner input on an administrative approvals process designed to create scrutiny and afford assurance in relation to certain public sector exit decisions.
Pay increase was an unlawful inducement27th Jul 2022
Joanna Laxton reviews Ineos Infrastructure Grangemouth Ltd v Jones and others and Ineos Chemicals Grangemouth Ltd v Arnott and others  EAT 82, in which an employer cannot designate the end of pay negotiations of its own volition, as to do so would undermine the aims of S145B TULRCA.
Sham Redundancy justifies the maximum 25% ACAS uplift1st Jul 2022
An employer cannot avoid the requirements of the ACAS Code of Practice (and the award of an uplift to compensation) by disguising a dismissal as redundancy, says the EAT: Joanna Laxton reviews Rentplus UK Ltd v Coulson  EAT 81.
The principles that apply when determining the enforceability of restrictive covenants31st Mar 2022
Employment pupil barrister Joanna Laxton analyses the case of Law by Design v Saira Ali  EWHC 426 (QB), in which the claimant was successful seeking to restrain the defendant from breaching the terms of her restrictive covenants. The article provides a useful reminder of the principles that apply when determining the enforceability of restrictive covenants.