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Glenn is a Partner and is the Head of the Employment teams based in Leeds, Sheffield and Manchester at Irwin Mitchell.
His client experience includes providing support to a number of large and small businesses in a variety of different fields and he is a key adviser and the relationship partner to some of the Employment and Pension Group’s key national clients. These include the likes of Capita Group’s HR Function, the Eddisons Group and a number of well-known PLC clients.
An experienced Employment Tribunal advocate, Glenn also advises on a wide range of employment law matters including the enforcement and defence of restrictive covenants, advising on senior level appointments and exits, outsourcing, acquisitions and disposals including Transfer of Undertakings, Protection of Employment (TUPE) issues, large scale reorganisations and redundancy, discrimination and equality issues.
He is the lead partner for our Restrictive Covenant product – IM Protect – and one of the leaders in the growth of our IMhrplus product. Glenn is also responsible for ensuring that any work that is “north shored” to achieve costs savings for our clients is handled efficiently and harmoniously.
Glenn also regularly presents at seminars and training events organised by the firm, has been the judge at a number of Mock Tribunal events arranged for clients and has presented seminars for third parties and clients/contacts. He is also a member of the Employment Lawyers Association.
He is "a straight-talking no-nonsense lawyer who gets straight to the point with sound and unequivocal advice." - Chambers & Partners, 2017
The Employment teams led by Glenn Hayes attract praise for their "good value for money" - Legal 500 2016
"a good communicator who gives clear, common-sense advice." - Chambers & Partners, 2015
"Glenn Hayes has particular expertise in the enforcement of restrictive covenants, and is assisted by two highly experienced associates." - Chambers & Partners, 2014
Glenn is described as being "notable for his Transfer of Undertakings, Protection of Employment (TUPE) expertise." - Legal 500, 2013
“The finding that CitySprint is facing an employment tribunal over employee status comes as no surprise after the result of the landmark Uber case last month, which also looked at employee status.
“Classifying its employees as ‘workers’ rather than self-employed could have a huge financial impact on drivers, as well as having the right for paid annual leave. This could leave CitySprint having to find substitute drivers for cover when workers take holidays or requiring the drivers to put substitutes in their place in an attempt to avoid worker status.
“It will be interesting to see the result of this case, and the other gig economy cases lined up for next year. If successful, we could be seeing a consistent rule here which may lead to employment changes for most gig economy British businesses.”
“The finding that the drivers are workers will undoubtedly have a huge financial impact not just on Uber drivers, but potentially couriers, delivery drivers and other individuals working through apps such as Deliveroo, depending on the arrangements in place and the way in which they work.
“Of course, it is virtually certain that this tribunal decision will be appealed up and up, potentially to the Supreme Court. So, for now any Uber drivers bring tribunal claims on the assumption they are 'workers', will probably ask for the hearings to be stayed (put on hold) pending any appeals of today's decision.
“Although this decision is fact-specific, and based on Uber's business model, it increases the chance of other 'gig economy' companies facing claims that their 'contractors' have worker status. Watch this space.”
“Saturday must have been a very surreal day for Andre Gray; a young player who went from the highs of scoring his first ever goal in the Premier League to the lows of having to issue a statement asking “for forgiveness”.
“It could be said that he had two career defining incidents in just one day. The financial reward for players in England’s top division is greater than ever before and even before his goal the young, in-form English striker was being linked with a move to Arsenal.
“With the transfer window still open and Sam Allardyce about to name his first ever England squad, this was the perfect time for Gray to perform on the pitch and leave his representatives to ask whether he has a contract that reflects his new found status in the professional game.
“However, such was the offensive nature of the tweets from his account that Burnley could now have potential grounds to terminate, rather than improve, his contract.
“We know football operates in a vacuum away from the rest of the world but if senior figures at Burnley felt his comments would have the potential for reputational damage to the club then there are a range of options open to them.
“It’s extremely unlikely that Burnley would want to lose such a valuable asset whose goals will help their attempt to stay in the Premier League and therefore risk millions of pounds in prize money and sponsorship.
“As the incident didn’t happen whilst Gray was at Burnley, it is likely that they will warn him internally about future conduct and possibly ask him to attend equality training.
“Ultimately it is an embarrassing incident for Andre Gray and could easily impact on any local and national sponsorship deals he has in place."
“These manifesto pledges are clearly aimed at enhancing the appeal of Owen Smith to the unions and their members, particularly as many unions have already indicated that they will support Jeremy Corbyn in the leadership election.
“Under these proposals the power will shift back towards the unions; collective bargaining will become the norm in the public sector and wages councils will be introduced in the hospitality, retail and social care sectors. He has pledged to make it easier to call strike action and to repeal legislation introduced earlier this year, which is not yet in force. Jeremy Corbyn has made similar pledges.
“He also seeks to appeal to workers and promises a “revolution of worker’s rights” the most significant of which is what is known as “day one” rights providing rights for individuals from day one of their employment rather than having to build up a minimum period of service. Although not made explicit, this is likely to mean the right not to be unfairly dismissed and the right to receive a redundancy payment (although it is difficult to see how redundancy payments can be made until an individual has at least required 1 year’s service as the statutory formula for calculating this is based on the number of complete years served).
“Businesses are likely to be extremely resistant to day one unfair dismissal rights, not least because currently they enjoy the flexibility of being able to quickly dismiss staff that do not perform well. Workers are already protected from decisions made against them on discriminatory grounds – even before they are offered a job.
“It will be interesting to see if these pledges become firm commitments in the event that Smith wins the Labour leadership election in September.”
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