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Nottingham
emily.addai@brownejacobson.com
+44 (0)115 976 6501
Emily is a senior associate in our employment team and specialises in both employment tribunal work and advisory work. Emily works with a variety of sectors, including education and public sectors, as well as companies and insurance bodies.
Emily represents clients in a full range of tribunal claims, including unfair dismissal, discrimination, whistleblowing and TUPE related claims. This includes experience of a variety of aspects of tribunal claims, including judicial mediation, as well as experience in the employment appeal tribunal. Emily also advises on non-contentious employment law matters including disciplinary procedures and grievances, redundancies and restructures, contractual issues and TUPE.
Emily has over nine years’ experience in advising in the education sector. This includes advising on the employment aspects of academy conversions and transfers for over 300 schools, representing schools and academies in the Employment Tribunal, as well as speaking at a variety of education events. She also advises a number of other public sector bodies, such as local councils on tribunal matters, including settlement.
In addition, Emily has experience in the insurance sector. Emily has been a claims handler for employment practices liability claims and acted as panel solicitor on a significant number of claims over the past 10 years, giving her an excellent understanding of policy coverage issues.
Advising a charity on claims from its former CEO relating to whistleblowing and unfair dismissal. Despite the Claimant valuing her employment tribunal claims alone at over £700,000, settlement was successfully reached for £92,500, which included a waiver of additional data protection and personal injury claims.
Advising the Chair of the Board of a multi-academy trust on an investigation into a grievance from the CEO, leading to a positive continued relationship between the client and the CEO.
Achieving a successful outcome for a charity following judicial mediation in a claim by a female member of staff alleging serious misconduct against a manager, with a significant risk of adverse publicity for the charity.
Successfully arguing that the former employee of a multi-academy trust was not disabled following a series of social media posts, leading to the Claimant agreeing to withdraw her claim.
Settlement agreements are commonplace in an employment context and are ordinarily used to provide the parties to the agreement with certainty following the conclusion of an employment relationship. There are already restrictions on the extent to which personal injury claims can be settled by a settlement agreement. There have also been numerous consultations about the use of non-disclosure agreements and confidentiality clauses, particularly where allegations of sexual harassment and discrimination have been raised. In any event, it is clear that settlement agreements should not be used to prevent an employee from raising a protected disclosure.
Our award-winning employment lawyers and HR Consultants will be hosting a programme of six weekly sessions that will have real impact on how you manage and get the best out of your staff. Benefit from our extensive experience with complimentary, bite-sized learning opportunities.
