• I am an employment and pensions lawyer advising a range of clients, including NHS Trusts, Higher and Further Education, retail, logistics, rail, charities, and manufacturing clients. This has enabled me to appreciate the importance of understanding each client’s unique commercial and strategic needs and to factor this into the legal advice I provide.

    I advise employers on complex disciplinary and grievance investigations and performance management issues. This may involve supporting the client to find a “restorative” outcome, as well as advising on the termination of employees and senior executives, and negotiating settlement packages.

    I regularly represent clients before the Employment Tribunal including claims of unfair dismissal, discrimination, breach of contract, unlawful deductions from wages, and redundancy pay claims.

    Non contentious advice includes supporting organisations through large scale restructures and redundancy programmes and providing TUPE advice, which is an area of particular interest to me.

    Outside of work I am a Trustee of a national homeless charity.


    What clients say:

    “I thoroughly recommend Jayne, she is a hard working, highly talented and personable professional. In the time I was fortunate to work with her she delivered a first class and timely service. She led on the hardest employment tribunal I have had in 20 years and throughout she was always one step ahead and the successful result had a significant positive impact.”

    “Jayne is an exceptional support to our company. She has the rare talent of being able to communicate, advise and guide through employment law clearly and effectively, whilst applying true commercial perspective.”

  • Successfully representing a client before the Employment Tribunal in a seven day complex discrimination claim, in which I carried out the advocacy.

    This was memorable because, besides the complexity of the legal issues, it was a “test case” for the union and there would have been significant repercussions for the client if it had not been successful. Also there was a lot resting for the employer in terms of how it engaged with its staff, and pivotally, with its union going forwards.