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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 "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.
“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.”
“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.”
“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.”
“This is a crucial ruling and will no doubt be one that businesses will be keeping a close eye on. “If the ECJ reaches the same decision as the Advocate General, businesses will potentially face huge financial liabilities for holiday pay if they are engaging individuals on self-employed contracts, in circumstances where they later, when this status is successfully challenged then transpire to be ‘workers’. “Uber, for example, has a ‘self-employed’ workforce of over 40,000 in the UK. Several of their drivers have already successfully claimed that they are workers rather than self-employed. Many more drivers, and indeed other gig economy workers, might be tempted to claim worker status if it opens the doors to holiday pay claims going back to the start of their engagements.”
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