Employees with over two years’ service have the right not to be unfairly dismissed. This means that if an employer wants to end an employee’s employment fairly once they have two years’ service, then they need to be able to point to a ‘fair reason’ and show that they acted reasonably in relying on that reason to dismiss.
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Litigation AssistantMaggie joined Bermans in 2005 as an Office Junior and is now a Litigation Assistant in our Creditor Services team.
Maggie started her career at Bermans as an Office Junior before becoming a Legal Secretary, a role in which she which she stayed in for many years. Maggie predominantly deals with prelegal correspondence and process driven claims and enforcement.
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Bermans Jon Davage and Laura McMorland recently advised the management team at Clarion Wealth Planning Limited on its management ownership transaction.
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Kieran is a Solicitor in our Creditor Services and Litigation teams based in Liverpool.
He works on a wide range of commercial litigation matters and works with a variety of companies and business owners.
Kieran studied Law at Liverpool John Moores for both his undergrad degree and his LPC/Masters.
Outside of work, he enjoys playing golf and is a Everton FC fan. He also enjoys watching films and TV series.
E: kieran.williams@bermans.co.uk
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Matt joined Bermans in October 2024 and is a Paralegal in our ABL team based in Manchester.
His areas of expertise include asset finance, invoice finance and corporate finance.
Matt completed his Masters in Law degree and LPC at Northumbria University.
Outside of work Matt is an avid football player and a big Man United supporter.
T: 01613832131
Continue ReadingWe’re proud to share that Bermans have been ranked in the following areas in the Legal 500:
Continue ReadingOn Thursday 10th October 2024, the Government published details of the Employment Rights Bill.
Key features of the Bill are:
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Adrian Fryer
A warehouse worker has lost his discrimination claim after complaining about his boss having the name ‘Willy’. In Aylmer v Dnata Catering, the Claimant objected to his boss, William McGinty, referring to himself as ‘Willy’. The Claimant asked his boss to avoid using the name because of its other common use as a slang term for penis. He said in an email to his boss: “If you don’t remove it and keep insisting on being called that – I consider it as sexual harassment.” When his complaints were not followed up, he claimed that he had been victimised on the basis that his initial complaints related to sexual harassment.
Continue ReadingAdrian Fryer
Contracts of employment often include a provision which states that employers are able to alter an employee’s powers and responsibilities. A recent High Court decision serves as a reminder that such clauses are not without limit, and must be exercised in such a way that trust and confidence in the employment relationship is not undermined.
Continue ReadingAdrian Fryer
Indirect discrimination occurs where an employer has a provision, criterion or practice (known as a ‘PCP’) which places people with a certain protected characteristic, and also places the person complaining, at a particular disadvantage when compared to people without that characteristic. An example might include a restrictive working pattern which women (who are acknowledged to statistically take the higher childcare burden) find more difficult to comply with than men. An employee impacted by this work pattern could allege indirect discrimination.
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