Susan Kelly specialises in disputes arising at or around the end of employment, including the enforcement and interpretation of restrictive covenants, and the impact of compliance and regulatory issues on employment in financial services and other professions.
She handles claims ranging from discrimination to whistleblowing and unfair dismissal to unpaid bonuses.
Her non-contentious work includes advice on all aspects of the employment relationship, from recruitment to termination. She advises on TUPE transfers, including the due diligence aspects of such transfers.
Kelly comes to employment law from a background in litigation, including property, contentious probate and trust disputes, personal injury, complex professional negligence claims, defamation, contract claims and a broad range of commercial disputes. She deploys her extensive experience of dispute resolution in acting for both employers and employees, and pursues her clients’ interests vigorously, whether by negotiation, mediation, arbitration or litigation in the Employment Tribunal or High Court. Kelly also acts regularly in partnership disagreements, boardroom difficulties and shareholder disputes.
- Advising employers and employees on restrictive covenants and their enforcement at the end of employment
- Representing a Claimant in an arbitration against a bank in relation to an incentive compensation scheme
- Proceedings against a former employee to recover sums paid during garden leave
- Acting for various senior executives and negotiating their departure terms, often with an international aspect
- Advising in two minority shareholders’ disputes, one for the majority and one for the minority
- Dispute between the two partners in a non-professional partnership
- Tribunal proceedings for unfair dismissal, wrongful dismissal and unlawful deductions
- Contested proceedings for breach of contract to recover unpaid consultancy fees
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Protecting confidential information is understandably an important issue for most employers.
A member of an LLP is a ‘worker’ within the meaning of the Employment Rights Act 1996 and therefore qualifies for whistleblowing protection.