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Shah Qureshi

Partner

Biography

Shah is head of the Employment and Professional Discipline team in London. His practice covers all areas of employment law, discrimination law and professional discipline. He is a recognised leader in representing executives and professionals in both contentious and non-contentious work.

He has also developed a good reputation in pursuing successful discrimination and whistleblowing cases against large corporations and public bodies. He has extensive experience of advising on regulatory issues including cases before the Financial Conduct Authority and the General Medical Council, and has a portfolio of key employer clients ranging from national charities, local authorities and companies. He is also an accredited mediator.

Shah is a former Board Member of the Discrimination Law Association and the Muslim Council of Britain’s Legal Affairs Committee. He is an active member of the Employment Lawyer’s Association.

He is the author of the Equal Opportunities chapter of Tolley’s Employment and Personnel Procedures and a former visiting lecturer at London Metropolitan University. He has spoken at conferences held by the Law Society, Employment Lawyers’ Association, National Council for Voluntary Organisations and the Discrimination Law Association.

Shah has been interviewed and quoted in the press including the Guardian, the Times, the Telegraph and the Independent. He has appeared on BBC Newsnight, BBC News, Channel 4 and Radio 5 Live to provide legal comment.

Recent Highlights

  • Represented Sir Nicholas Mostyn, five other High Court judges, and a Court of Appeal judge in the successful age, sex and race discrimination challenge to the government’s new judicial pension scheme.
  • Achieved a seven figure settlement in a whistleblowing claim for the Global General Counsel of a major bank.
  • Successfully represented a female Managing Director in a sex discrimination claim against a US investment bank achieving a seven figure settlement.
  • Acted for Terry Farr, a broker acquitted in the worldwide investigations into LIBOR manipulation. Represented Mr Farr in investigations by the Financial Conduct Authority and the US Department of Justice.  
  • Achieved a six figure settlement in a sex discrimination and harassment claim brought by the former Chief Executive of a barristers’ chambers
  • Successfully represented Tim Nicholson, former Head of Sustainability at Grainger PLC, in establishing environmental beliefs and a belief in climate change are capable of protection under the UK’s equality laws.
  • Advising a number of Chief Executives of Muslim charities on their employment rights and status.

Market View:

"Shah Qureshi is hugely respected for his litigation experience and is also adept at handling claims of discrimination, dismissal and whistleblowing." – Chambers & Partners, 2018

"Combines a ‘very high level of competence and professionalism’ with an ‘absolute commitment to clients’... 'combining innovation with pragmatism and strong client-care skills’." – Legal 500, 2017

"Particularly well known for his skill in handling whistleblowing and discrimination suits. He has a strong reputation for his work with claimants in the financial services sector" – Chambers & Partners, 2016

"Described by one impressed client as smart and dynamic. He regularly works on high profile cases." – Chambers & Partners, 2015

Read My Comments On The Latest News

  • 12/09/2018
    Discrimination In Football

    "Although we no longer see the worst excesses of race discrimination on the terraces such as the throwing of bananas and monkey chants at black players, there is still a lot of work to be done. The mistreatment of black female footballers such as Eni Aluko is testament to this. The FA also needs to look at the lack of diversity at the top levels of coaching and management."

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  • 08/08/2018
    Solicitor's Discriminatory Tweets Leads To Suspension By Solicitors Disciplinary Tribunal

    “The action taken by the Solicitors Disciplinary Tribunal serves as a cautionary tale to regulated professionals about the dangers of using social media in the heat of the moment. This is an extreme case where the comments made were not only offensive but also discriminatory. They were made in breach of the Solicitors Code of Conduct and arguably the Equality Act. It is important that professionals think twice before posting on social media even in a private capacity.”

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  • 26/07/2018
    Parliamentary Committee Suggest Tough New Measures To Tackle Sexual Harassment At Work

    “Most of these suggestions are sensible and long overdue. My experience is that employers’ reactions are inconsistent and often inadequate. Many organisations only demonstrate “paper based” compliance rather than a real desire to root out harassment. Sadly, the person that has made the complaint often ends up leaving the business, rather than the actual perpetrator. We have seen this time and again in the many cases of sex discrimination we have dealt with including women in senior roles in banking, law, healthcare and the media." “I agree that victims should have alternatives to bringing a claim in a tribunal and believe that regulators such as the Health and Safety Executive, Financial Conduct Authority or General Medical Council could play a crucial role in setting expectations for employers and helping to protect workers from sexual harassment." “I also support the call for volunteers and interns to be protected. It seems extraordinary, that a volunteer who is harassed at work has to prove they are a worker before they obtain any protection. That is absurd and I hope the government does make changes to protect them.”

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  • 11/07/2018
    Sexual Misconduct 'Rife' At Large City Law Firms Says Former Junior Lawyer

    “The evidence given to the Women and Equalities Committee should come as no surprise. We have already seen gender discrimination and harassment in other sectors such as financial services and media. It is important that employers in the City ensure that the victims of sexual harassment have sufficient trust and confidence to be able to raise complaints without fear of retribution. Otherwise the danger is a discriminatory culture can become embedded in the organisation.”

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