Key Details +44 (0)113 218 6484 +44 (0)791 872 1486 Email Glenn Hayes How can I help?

Biography

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.

Recent highlights:

Defending the Lincolnshire Partnership Trust at Tribunal and Employment Appeal Tribunal, in relation to a significant and lengthy whistleblowing and multi-discrimination case brought against them with an approximate value of £200,000.
Providing strategic advice on on-boarding for a number of clients, advising on the enforceability of restrictive covenants and strategies for avoiding issues in this regard.
Advised a large steel manufacturer on the purchase of a major site in Wales on how to structure the purchase to minimise the risk of TUPE applying.
Advised a number of high profile Chief Executives/Managing Directors on their departures from their employment, including dealing with all issues surrounding shareholding and taxation.
Advised a large South Yorkshire (Indian owned) manufacturer on the dismissal of their Managing Director and the process for doing so.
Advised a law firm on the employment implications of a geographical move of premises and the enforcement of mobility clauses in contracts of employment.

Market view:

"He is very commercial in his approach and understands our organisation’s culture, which helps to ensure the advice given is in line with our objectives." – Chambers & Partners, 2020

"Glenn Hayes is a sensible, no nonsense lawyer who offers practical and commercial advice. His staff follow in his footsteps." – Legal 500, 2020

He "gets right to the heart of the issue and deals with issues head on; he's very realistic and understands clients' businesses and how they operate." – Chambers & Partners, 2018

He is "a straight-talking no-nonsense lawyer who gets straight to the point with sound and unequivocal advice." – Chambers & Partners, 2017

Glenn qualified as a solicitor in 2002.

Read My Comments On The Latest News

01/04/2020
Morrisons Wins Data Breach Case In The Supreme Court

“The key question for the courts here is was the wrongdoing done ‘in the course of employment’? “The Court of Appeal had held that the motive of the employee was ‘irrelevant’ and that Morrisons was responsible for the fact that he deliberately uploaded the data of around 100,000 members of staff to a publicly accessible website. The Supreme Court has however said this was wrong and that Morrisons was not liable for its employee’s deliberate acts. “The test is whether an employee’s wrongdoing is so closely connected with the acts they are authorised to do, such that it can be properly regarded as being done by their employer. In this case, the employee was pursuing a personal vendetta and Morrisons was not responsible for the subsequent fall out. “Employers will welcome this decision and will be reassured that they won’t usually be responsible for the actions of any member of staff who deliberately inflicts harm on it or their staff. For a while, it had looked as though the scope of vicarious liability was becoming enormously (and dangerously) wide.”
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11/03/2020
Budget 2020: Expert Analysis From Irwin Mitchell

“Many businesses have been worried about how they’ll cope with meeting the costs of statutory sick pay if many staff members become ill or are advised to self-isolate. Reimbursing small employers for these costs will certainly help but the budget does nothing to assist businesses employing more than 250 staff. If predictions are correct, up to a fifth of the workforce may be affected – that’s a huge cost for businesses, many of whom may also have to engage agency or bank staff to cover staff absence which will also add to their costs. Those businesses that rely on foot fall may already have seen a drop in demand and will be less able to cope with large sick pay costs. “There was some suggestion that the government might temporarily increase the amount of SSP to encourage more people to stay at home if they have minor symptoms or are asked to self-isolate because, for many, being paid £94.25 per week, is a drop in the ocean compared to their actual lost income. There’s nothing in the budget about this. Some employers are paying staff full pay, but this may not be sustainable in the long run, if significant numbers of people are affected.”
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28/06/2019
UK Manufacturers Could Be Hit Hard By Latest Holiday Pay Ruling

“Decisions in Northern Ireland are not binding in England & Wales, but we expect this decision to be persuasive and to affect the outcome of future cases in England, Wales and Scotland. “We also believe that The Deduction from Wages (Limitation) Regulations 2014 which the government introduced to limit how far back individuals can bring unlawful deduction claims to two years in England, Wales and Scotland may also be challenged as being unlawful. The argument is that these Regulations breach the EU principles of equivalence and effectiveness and if they fall, the avalanche of claims that many speculated about five years ago may become a reality. “To avoid this, employers must make sure that staff receive normal pay when they go on holiday, for at least 20 days of their leave. Claims still have to be brought within three months from the date of the last underpayment, therefore the sooner organisations pay the right amount, the better.”
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05/03/2019
Does A Rest Break At Work Have To Be Continuous?

“This decision gives employers greater flexibility when preparing shift rotas - particularly for lone workers as they do not have to find someone to cover breaks which will reduce costs and the complexity of managing staff. “Employers will need reliable evidence to show that workers can take breaks and may need expert evidence to establish this. Network Rail, for example, conducted a "rest break assessment" which found that there were sufficient naturally occurring breaks to enable the signallers to take compensatory rest.”
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Glenn Hayes

Biography

Recent highlights:

Market view:

Read My Comments On The Latest News

Morrisons Wins Data Breach Case In The Supreme Court

Budget 2020: Expert Analysis From Irwin Mitchell

UK Manufacturers Could Be Hit Hard By Latest Holiday Pay Ruling

Does A Rest Break At Work Have To Be Continuous?

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