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Glenn Hayes

Partner

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 "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

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

Glenn qualified as a solicitor in 2002.

Read My Comments On The Latest News

  • 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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  • 24/04/2018
    Trio Of Leeds Businesses Join Forces To Encourage Better Team Dynamics

    “Doing business today means meeting the needs of the tech-savvy customers but still retaining that trusted personal relationship - evolution rather than revolution. At Irwin Mitchell Solicitors, we are embracing technology in this way and have seen enhanced efficiencies being built across our business and a further improvement in our service delivery to clients.”

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  • 31/01/2018
    Industry 4.0 Technologies To Widen North-South Divide, Says Report

    “This latest report highlights the significant impact that automation technologies will have on jobs. “Our report found that despite one in three businesses thinking that Industry 4.0 will reduce employment in the next decade, aggregate employment levels will be stable until 2021. Similar to the Centre for Cities findings, we found that the distribution in terms of type of job and the location is set to change considerably and this could have major repercussions for a large number of businesses, particularly those in the North.”

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