Employment law support for employees.

Dr Susan Gilby, a senior NHS executive, raised concerns about the conduct of the Chair and governance within an NHS Trust. Following these protected disclosures, she resigned from her role, amounting to constructive dismissal. The Trust disputed both the whistleblowing status of the disclosures and the reason for dismissal.

arch.law advised on and pursued claims for whistleblowing detriment and automatic unfair dismissal. We built a clear, evidence-led case demonstrating that Susan’s disclosures were protected under employment law and that her dismissal was directly linked to her speaking up.

The Employment Tribunal found in Dr Susan Gilby’s favour, confirming that she had made protected disclosures and that her dismissal was automatically unfair. The decision resulted in a substantial compensation award and reinforced legal protections for whistleblowers within the NHS.

This case demonstrates arch.law’s expertise in complex whistleblowing and senior executive employment disputes, particularly within highly regulated and public-sector environments.

Read more here: Countess of Chester NHS Trust agrees £1.4m settlement with former Chief Executive following tribunal ruling – arch.law

An employee with a long-term back condition was dismissed following an extended period of absence from work. The employer failed to implement reasonable adjustments, provide appropriate support or follow a fair capability process before reaching the decision to terminate employment.

arch.law advised on disability discrimination claims under the Equality Act 2010. We demonstrated that the employer had failed in its duty to consider and implement reasonable adjustments and had not followed an appropriate process when managing the employee’s absence.

The client successfully pursued a claim for failure to make reasonable adjustments, securing a favourable outcome and recognition of the employer’s obligations towards disabled employees.

Employers must take proactive steps to support employees with disabilities and make reasonable adjustments where required. Failure to do so can expose organisations to significant legal and financial risk.

An employee was subjected to racially discriminatory comments by a colleague in the workplace. Despite concerns being raised, the employer failed to take appropriate action to address the behaviour or protect the employee.

arch.law advised on claims under the Equality Act 2010, establishing that the employer was vicariously liable for the discriminatory actions of its employee. We also demonstrated that the employer could not rely on the statutory defence because it had failed to provide adequate equality and diversity training.

The client successfully pursued a race discrimination claim, holding the employer accountable for the workplace culture and failures that allowed the conduct to continue.

Employers are responsible for taking reasonable steps to prevent discrimination in the workplace. Effective training, policies and action are essential to creating a safe and inclusive environment.

An employee was made redundant during a restructuring exercise but was not offered suitable alternative employment opportunities that were available within the organisation.

arch.law advised on the fairness of the redundancy process and challenged the employer’s failure to consider suitable alternative roles. We built a case demonstrating that the redundancy process had been unfair and that the dismissal was avoidable.

The client successfully pursued a claim for unfair dismissal and secured a favourable outcome.

A fair redundancy process requires employers to meaningfully consider alternative employment options before terminating employment. Failure to do so can render a dismissal unfair.

A neurodiverse employee was dismissed for alleged misconduct. The circumstances surrounding the alleged conduct raised questions as to whether the behaviour was linked to the employee’s disability and whether the employer had adequately considered its obligations under the Equality Act 2010.

arch.law pursued disability discrimination claims, demonstrating that the employer had failed to properly assess the impact of the employee’s condition and whether reasonable adjustments should have been made before disciplinary action was taken.

The client successfully brought a claim under the Equality Act 2010, highlighting the employer’s failure to appropriately manage disability-related issues in the workplace.

Employers must carefully consider the impact of neurodiverse and other disabilities when managing conduct and performance concerns. A failure to do so can lead to discrimination claims and significant legal exposure.