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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
“This could be another important development for how businesses operate in the gig economy. If the IWGB union is successful, then it could open the floodgates for thousands of people who want to argue their case for being recognised as a worker and therefore being entitled to holiday pay and the other benefits such as the National Minimum Wage.
“We have seen with other recent cases, including the one with Uber, that Tribunals are prepared to look behind the documents provided by companies in order to assess whether individuals are in fact workers rather than being self-employed. Deliveroo recently agreed to remove the clause that blocked riders from disputing their status, so the outcome from the case in May could very easily spark another landmark for the gig economy and something which again will be closely monitored by other businesses.”
“This really is the end of the line for British Gas and they will have to compensate Mr Lock (and approximately 1000 other employees waiting in the wings who have suffered similar losses). The principles involved have already been determined by the European Court of Justice and all that remains is for the Employment Tribunal to determine what compensation should be paid by British Gas to ensure that workers like Mr Lock are not disadvantaged by taking a holiday. This is likely to be done by averaging his pay over a given reference period which it will have to determine.
“This case is likely to attract a considerable amount of publicity and we are likely to see more workers attempt to challenge the amount they are paid when they take a holiday. However, this decision does not mean that everyone who receives commission will be entitled to have this included in their holiday pay. The Court of Appeal made it very clear that its decision in Lock only applied to ‘results based’ commission schemes. It is therefore not a panacea for all commission schemes to be included.
“Mr Lock’s commission scheme was straightforward and he was paid according to the outcome of his own work and it was very clear that he suffered a loss when he took a holiday. Ascertaining loss will not be as straightforward in other cases where, for example, commission is paid annually, or where the scheme involves discretionary assessments based on a worker’s broader contribution or where this is in part based on individual performance as well as team performance. The Court of Appeal made it very clear that its decision in this case will not bind future Tribunals who are examining different types of scheme.”
“This is a significant ruling for the workers at Pimlico but it will also concern those companies operating in the ‘gig economy’. We are seeing increasing numbers of individuals challenging their status and claiming to be workers or employees. CitySprint couriers and Uber drivers recently persuaded separate tribunals that they were workers and although Uber is now appealing this, tribunals are clearly taking a pragmatic and bold approach to determining status cases, despite contractual arrangements which are designed to give the appearance that individuals are genuinely self-employed.
“The outcome of this case is very significant and could make it more difficult for Uber and others to persuade the courts that its drivers are genuinely self-employed.”
“We are seeing increasing numbers of individuals who are challenging their status and claiming to be workers or employees. Uber drivers recently persuaded a tribunal that they were workers and although Uber is now appealing this, tribunals are clearly taking a pragmatic and bold approach to determining status cases, despite contractual arrangements which are designed to give the appearance that individuals are genuinely self-employed.
“The outcome of this case will be very significant and if the decision is that the plumbers are self-employed, Uber and firms operating similar models will no doubt take some heart for their appeals.”
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