Mike joined Bermans in 2025 as a Partner in our Litigation team based in Manchester, with over 15 years litigation and dispute resolution experience.
Prior to starting his career in law in 2007, Mike spent 20 years in the shipping and logistics industry – in commercial and operational management roles – experience that has helped form his business orientated approach.
Mike advises owner-managed businesses, small and medium-sized business enterprises, property developers, secured lenders, professional practices and individuals.
His specialist practice areas are contract disputes, professional negligence, acting on behalf of secured lenders, shareholder and partnership disputes, construction disputes, various intellectual property related matters and contested probate.
Outside of work, Mike enjoys exploring the outdoors be it running, hiking or cycling and gardening.
Mike is a recommended lawyer in The Legal 500 directory 2024 and a member of the Professional Negligence Lawyers Association.
Jobeth joined Bermans in January 2025 and is a Senior Associate in the Private Client Department; having moved from a firm in Wilmslow, Cheshire. Jobeth completed her LLB Law Degree in 2010 at City, University of London, followed by a Master’s degree at the University of Birmingham; before completing her Legal Practice Course at the University of Law in Manchester.
At Bermans, we understand that facing employment law issues can be challenging and stressful. Our dedicated team of expert employment law solicitors is here to support you through a variety of employment-related issues, ensuring that your rights are protected and your concerns are addressed with the utmost professionalism and care.
An Amendment Paper on the Employment Rights Bill was published at the end of November. Key proposed changes include the following proposals from the Government:
The statutory rates of pay applicable to the various different types of family leave which can be taken, together with the amount payable as statutory sick pay, are updated on an annual basis. The new rates, which will apply from 6th April 2025, have now been published by the Government. The new rates are as follows:
When the Code of Practice on Dismissal and Re-engagement came into force in July this year, a notable omission from the list of claims to which uplifts could be applied for non-compliance was protective awards.
In discrimination cases, employees can claim compensation for the emotional distress caused by their employer’s actions. This is called an injury to feelings award, which is separate from any financial loss.
Rachel Reeves, our current Chancellor, came in for some criticism recently when it was claimed that she had tweaked the details of a previous role at HBOS on her LinkedIn profile (referring to her job as one of ‘economist’ when, allegedly, the role had been a ‘retail banking’ one).
If an employee carries out work, then they are generally entitled to receive wages from their employer in return. The amount of wages payable will generally be set out in the employment contract. Making deductions from the amount otherwise due can be tricky. But deductions can be lawful when made for the right reason and managed correctly.
In De Marchi v London United, the Employment Appeal Tribunal shone a light on the complicated and fiddly provisions contained in the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) relating to relevant transfers and termination of employment. Here is our step-by-step guide to the rules as they are currently understood:
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