I am a Partner and Head of Employment Law. I regularly represent clients on claims brought in the Employment Tribunal for unfair dismissal and all types of discrimination. I have particular experience of advising on sex discrimination and equal pay cases, executive exits and severance packages, disciplinary and grievance matters, settlement agreements, redundancies, restrictive covenants, drafting and reviewing employment contracts and policies and the transfer of undertakings regulations. I act for both employers and employees.
Nottingham Law School – 1996 – 1997 – Legal Practice Course
Liverpool University – 1992 -1996 – LLB Law and French
Head of Employment, Hodge Jones & Allen, 2013 – present
Senior Associate, Squire Sanders, 2010 – 2013
Senior Associate, Herbert Smith, 2002 – 2010
Trainee and Associate, Wragge & Co, 1998-2002
“Excellent advisor who was very responsive and directed a positive outcome.”
“Thanks Rhian and thanks so much for your help in this matter. I’m glad we were able to sort it quickly and painlessly!”
“She said ‘after extremely unfair and disproportionate treatment by my employer, it was a huge relief to find an empathetic, effective and knowledgeable solicitor prepared to fight for justice. The service was personal and caring as well as professional. And we won!” Ms H.
“Thanks so much for all the efforts building up to and including yesterday. It seemed to go our way but conscious there is still much ahead. You are all so very good at what you do!”
“I cannot express so much gratitude that I have for you, for how much you have support me and contain me in the past year during a VERY difficult time of my life.”
“I used this firm of solicitors to assist in a corporate matter. They were fast, efficient and helped my case immensely. I would highly recommend.”
“A long and sometimes bumpy road, but glad it seems to be coming to a conclusion! Thanks for everything on this Rhian – we have really appreciated your advice and counsel throughout this process.”
“I would like to thank you for all the hard work you have put into my case. At all times you have always given me sound advice, of which I am grateful. I would like to wish you all the very best for the future and I would definitely recommend you to friends, if they should ever need an employment lawyer.”
“I am just writing to formally thank HJA for your thorough and efficient work on my behalf with my redundancy settlement agreement – even ‘the other side’ commented on your professionalism. It has not been a great couple of years for me, but without HJA’s advices and action, I know I would be in a far worse place both emotionally and financially.”
“I would like to express my heartfelt thanks to you both for taking my case and for acting with such diligence, care and attention during what has been a very difficult time for me. It was extremely reassuring to know that I had a legal team that I could trust implicitly to act in my best interests, and I am very grateful for all your help”.
“You have kept me strong and confident and regardless of the outcome of this nightmare, I would like you to know that you have been great and a solid support and guidance. Thank you very much from the bottom of my heart and congratulations for today’s victory”.
“Your help and support was invaluable and I’m in your debt. Thank you so much.”
“Professional, supportive and clear sighted”.
“Combines legal knowledge with a practical commercial approach”.
“Thanks again for your help on the settlement. Very pleased with the outcome.”
“Thank you for your assistance in this mater, you have been a wonderful help.”
“I would like to thank you both for a very well fought case, your patience and guidance throughout… I would come your way if ever in need, I will also not hesitate to recommend you both.”
As an employment lawyer and someone who believes in equality I would say that this should of course be the case however the reality is different. This is something which was recently head at an Employment Appeal Tribunal. It was the case of Capita Customer Management v Ali which was an appeal against a previous decision that it was sex discrimination to allow a man not to see his pay enhanced during shared parental leave in the same way as a woman was able to receive enhanced maternity pay.
When does an ‘assertive’ style cross the line, and what can employers do to prevent it? Rhian Radia reportsManchester United’s glory years owe much to Alex Ferguson’s firm management style. However, kicking footwear directly between the eyes of a star player crosses a line. Does Lord Alan Sugar’s management style though? Lord Sugar probably considers himself merely to be providing an honest critique of a potential apprentice’s performance. He is, in his eyes, one would think, the master of delivering a difficult message.
What employers do and don’t know at a particular point in time is often up for discussion in employment cases. Sometimes employers may take the view that it is best not to ask questions in case they are then saddled with an answer that they did not want to hear.The recent Employment Appeal Tribunal decision in the pregnancy discrimination case of Really Easy Car Credit Limited v Thompson is one such case where what the employer knew, and when, and what part this played in the decision to dismiss the employee were key.