Responsible for the management and supervision of a team of 13 employment rights lawyers and support staff, Brian has specialised in employment law since 2000, successfully acting for trade unions and their members. As a unit manager, Brian has financial management responsibility and works with key stakeholders, such as trade unions, to constantly improve and deliver a quality service with the best possible legal advice.
Brian’s specialisms include issues arising out of the TUPE (Transfer of Undertaking Protection of Employment)regulations, discrimination and collective bargaining agreements. With vast experience of employment tribunal processes and procedures, Brian makes sure that clients feel calm and comfortable throughout the whole case.
As a result of his expertise, Brian is called upon to give talks and lectures on employment law to clients, both at events organised by Thompsons and by trade unions. Additionally, Brian writes articles and commentary on employment law for Thompsons’ own publications, including Labour and European Law Review.
Brian values the opportunity that working at Thompsons gives him to work alongside like-minded colleagues, using the law to protect and further the rights and interests of working people. Achieving a successful conclusion for a client, whose rights have been infringed, and helping to maintain and further the importance and influence of the trade union movement, is what makes the job incredibly rewarding for Brian.
Brian's case experience
- Secured compensation for two RMT members in an employment tribunal claim for automatic unfair dismissal (whistleblowing), breach of contract and wrongful dismissal against London General Transport Services Limited after the pair had given evidence relating to the case of a colleague charged with reckless driving. The employment tribunal held that the members had previously raised issues of the braking system and that this information was in the public interest.
- Represented multiple claimants in an action against Damovo UK Ltd, which was contractually obliged to enhance its workers' redundancy terms as set out in a collective agreement the company entered into with the employees' union.
- Represented a client in a disability discrimination case where the Employment Tribunal found that the employer should have made a reasonable adjustment by offering a vacant post, which was a suitable alternative to the employee’s substantive role and would have facilitated an earlier return to work from his long-term absence due to ill-health.
Brian is a member of the Industrial Law Society.