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:

"Glenn Hayes is especially notable for getting to the heart of any matter with precision and great speed. Time is not wasted on peripheral issues. The core is addressed, assessed and a course determined. Glenn’s analysis and tactical judgment is especially strong... He exudes a quiet determination and confidence in the details of all the cases he does." Legal 500, 2022

"He is reassuringly calm and collected, and his understanding of the work involved was meticulous. He delivered impeccably, and I was really pleased with his approach and communication. Glenn Hayes is an asset to any company." - Chambers & Partners, 2022 (Leading Individual - Band 3)

"He provides clear advice, is approachable and comes up with practical solutions to complex problems. He is very knowledgeable in employment law and its application, and demonstrates an unambiguously pragmatic approach at all times." – Chambers & Partners, 2021 (Leading Individual - band 3)

"Glenn Hayes is one of the few lawyers I hear rated by fellow solicitors and mutual clients alike. He has built up a well-deserved reputation for being an expert in his field and a trusted adviser." – Legal 500, 2021

"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

01/02/2022
Former Pimlico Plumber Is Successful As Court Of Appeal Overturns Major Holiday Pay Ruling

“This is a significant ruling not just for Pimlico Plumbers but all businesses with workers who were previously classified as self-employed. As Mr Smith’s case shows the financial cost of missed holiday pay can be significant and I suspect many organisations will be deeply concerned by this ruling.”
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09/11/2021
Holiday Pay Appeal Reaches Supreme Court

“The unions have been actively pursuing holiday claims on behalf of term-time only staff, so many interested parties will be watching the outcome of this case closely. "In 2018, Unison helped 5,000 term-time staff employed by Greenwich Council receive compensation for unpaid holiday, amounting to over £3.7 million and have previously intervened in this case because the principles involve affect hundreds of thousands of other workers. “It’s not unusual for employers to pro-rate holiday entitlement to reflect the number of weeks staff work each year (usually 39, compared to 46.5 weeks for a full-time employee) and, as the law currently stands and depending on the outcome of this case, they may have underpaid staff.”
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14/05/2021
Collective Bargaining In The Balance At Supreme Court

“Prior to the Court of Appeal ruling, it was almost impossible for organisations to make even minor temporary changes to terms and conditions of employment without union agreement, as any mistake could risk huge financial penalties. “For many unionised employers, the appeal court ruling came as a relief, as it give them scope to communicate directly with their staff – provided they attempted, in good faith, to agree terms with the union first. “Although the decision was controversial, we believe that the Court of Appeal reached a fair compromise on the facts of this particular case. Prior to this, many employers have become very risk adverse and agreed to union demands rather than face the possibility of having their decisions scrutinised by employment tribunals - not least because of the huge penalties involved if they get it wrong. Awards are fixed and tribunals can't reduce them like they can in other claims - even if they have sympathy with the employer. “However, there are still questions that remain unanswered. If the Supreme Court upholds the Court of Appeal’s decision, we hope that it will put some more flesh on the bones of the scope of this exemption. For example, what happens if pay negotiations break down for a second or third time? Can the employer still write to its staff directly without risk if the changes are temporary rather than permanent? And how much effort must an employer make to agree terms with a recognised union before it can safely approach its staff? “There’s still a lot riding on the ultimate outcome for employers, staff and unions, making this case one of the most significant for employment law in recent times.”
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01/10/2020
Employment Tribunals Increase 18% In First Three Months Of Lockdown

“These figures mark a significant year on year rise but they don’t surprise me. I think the numbers will only go one way over the next 12 months at least as the current furlough scheme comes to an end. “These are difficult times for businesses but some in their haste to save costs are making basic errors in their redundancy programmes such as not going through a fair procedure even in genuine cases. Others are getting rid of older staff which is directly discriminatory. “While it might seem like the ‘wild west’ to those in the middle of this, Covid-19 hasn’t changed employment law overnight and not following correct redundancy procedures or selecting people because of their age is more likely to result in employment claims which will distract them from the important job of keeping their businesses going. “Companies should be aware that they are at risk of tribunal claims if they attempt to use redundancies as a cloak for breaching employment rights.”
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Glenn Hayes

Biography

Recent highlights:

Market view:

Read My Comments On The Latest News

Former Pimlico Plumber Is Successful As Court Of Appeal Overturns Major Holiday Pay Ruling

Holiday Pay Appeal Reaches Supreme Court

Collective Bargaining In The Balance At Supreme Court

Employment Tribunals Increase 18% In First Three Months Of Lockdown

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