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Partner
Peter heads our national employment practice and has 25 years’ experience in all aspects of employment law including contentious and non-contentious issues. He advises on a wide range of employment-related subjects and conducts his own advocacy at tribunals in relation to all employment related disputes. He acts for many high profile organisations in both the public and private sector.
Advising a board level executive on his exit from a major national employer.
Advising a commercial client in relation to the employment aspects of a significant business disposal.
Regular contributor to employment seminars (including external bodies such as CIPD and ICAEW), workshops and other training sessions.
Delivering a significant, dedicated outsourced claims handling service relating to EPLI insured employment claims on behalf of an insurer and acting as panel in relation to insured claims.
Advising a public sector client on the employment issues arising from a fatal incident at work including in relation to significant media interest.
Advising a public sector employer in relation to the disciplining and termination of the employment of a senior member of staff.
A source comments that Peter Jones "is very pragmatic and focused on the real issues."
One source comments: 'He has a good understanding of business challenges, gives clear advice and he presents us with the options and associated risks.'
He has a very sound opinion, and supported us where we wanted to go.
He guides us through the whole process and we can call him at any time.
The team, which is headed by Peter Jones, is especially noted for its healthcare and insurance-industry expertise.
Leading individual for Employment and is praised for his responsiveness and his ability to find pragmatic solutions.
Every year the Department for Education re-issues the national School Teachers’ Pay and Conditions Document (STPCD) and the accompanying statutory guidance on school teachers’ pay and conditions.
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Whilst pay appeals may have been around for a long time in the public sector they are still relatively new to education so we need to consider what we can learn from the lessons of others who have gone before us.
It is unlawful for an employer to subject one of its workers to a detriment (including threats, disciplinary action, loss of work or pay, or damage to career prospects) or dismissal on the ground that they have made a protected disclosure (section 47B(1), Employment Rights Act 1996).
In January of this year the Government announced a consultation to review the TUPE Regulations.
Mowbray HouseCastle Meadow RoadNottinghamNG2 1BJ