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Siobhan Mulrey

Associate

Biography

Siobhan has significant experience in both contentious and non-contentious areas of employment law. Siobhan offers advice and assistance to commercial/corporate clients of all sizes on disciplinary, grievance and capability issues; redundancy and business reorganisations; the implications of TUPE in business sales and acquisitions; restrictive covenants; discrimination; and contract and handbook drafting.  

In addition to private commercial clients, Siobhan has experience acting for clients in the Education sector, including a variety of state-maintained and independent schools.

Recent highlights:

  • Provided advice and assistance to a Premiership Rugby Football team on the reorganisation of its coaching and senior management team. 
  • Acted for large independent secondary school in the defence of complex claims for unfair dismissal, sex discrimination, equal pay and less favourable treatment as fixed term workers in the Employment Tribunal.
  • Provided detailed step-by-step advice to a large multi-site manufacturing company undergoing a collective redundancy process involving a reorganisation of staff at all levels of the company.
  • Acted for large local authority in the defence of mass equal pay claims brought in the High Court.
  • Supported large independent school in the removal of its Headteacher midway through the academic year, which involved careful management to preserve the School’s reputation.

Read My Comments On The Latest News

  • 11/05/2017
    John Lewis Adjusts Profits By £36m Due National Minimum Wage Miscalculation

    “This decision has highlighted the complexities of the National Minimum Wage Regulations, and the potential for employers to face costly penalties for what might seem like minor breaches of the law. “Here, John Lewis had agreed a payment method with some of its workforce which was welcomed by the majority of the workforce, as they were able to better manage their finances and they received no less pay overall. “However, it was still found to be a breach of the Regulations. It is clear that there is an agenda to tackle non-compliance with NMW, and we are seeing more and more cases where penalties are imposed and orders are made to make good underpayments to staff because of the way in which payments are structured, even where the overall pay received by the employees is no less than they would have received had the payment method been structured appropriately. “This also highlights how easy it is, even for organisations with the resources of John Lewis, to unwittingly fall foul of the law.”

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