Protecting your rights at work

Our employment lawyers are ready to help you if you encounter an issue at work, or if you face unfair treatment. Whether you experience harassment or unequal pay, are unfairly denied promotions or face losing your job, we'll work to achieve redress for you. We have a strong track record in employment cases, and have achieved ground-breaking awards for clients from a diverse range of professions including financial services, high-end retail, education, manufacturing and law. We have deep experience in employment litigation in both the United States and the United Kingdom.

Types of work

Our lawyers can advise on employment discrimination, whether on the basis of sex, age, disability, race or religious belief.  Many people are reluctant to believe that they are targets of discrimination, but it is still surprisingly widespread.  We work hard and creatively to seek the best outcome, whether through negotiation, in court or a combination.

Harassment and bullying can hurt your career and your life. If you are experiencing bullying, sexist or racist names, or unwanted sexual advances, we can help.

We have considerable experience in pay discrimination and pay dispute cases. If you suspect you are being underpaid through discrimination, our lawyers can help you negotiate a settlement or bring a case against your employer.

Our lawyers have represented whistleblowers in the US and the UK, and can navigate the complexities of whistleblower regulations. If you are concerned about unlawful activity in your firm and are considering whether to report it to your superiors, you should seek legal advice as soon as possible.

If you think you are going to be terminated or your job eliminated, we can advise you on your rights and work to increase your compensation package.

New mothers often face discrimination either during or after their maternity leave, including refusals to accommodate flexible working, losing their jobs or seniority, and other adverse treatment. If you are concerned about facing discrimination as a new mother or father, we can advise you on your rights.

We have represented many clients in unfair dismissal and constructive dismissal claims. If you have been dismissed for unfair reasons, or if your treatment at work has made it unfeasible for you to continue, you may have a claim against your employer.

Our lawyers are able to negotiate and advise on severance agreements, which can resolve issues with your employer and secure compensation without litigation. If your employer has offered you a settlement agreement, you should seek the advice of an employment lawyer to review its terms.

We have extensive experience in advising senior executives in a range of industries. We can review and negotiate contracts, incentive plans and shareholder agreements, negotiate terms of departure and provide advice for company directors and members of LLPs.

In the UK, the Data Protection Act places certain restrictions on your employer in handling information about you, and gives you certain rights to access information held by your employer. Knowing your rights under the Data Protection Act can help to avoid conflict at work and can help you during a disciplinary process.

Recent examples

Just after her division announced plans to retrench, a senior investment banker in London with an unbroken record of success found her bonus reduced and her performance ratings downgraded for the first time ever. Cut out of the most profitable deals and subjected to a steady shower of sexist comments, barbs and drunken groping at office parties, she came to us just before she was made redundant. We prepared a case for the Employment Tribunal while also negotiating with her employer, ultimately achieving a settlement that was four times the original offer.

After an unblemished career, a top US executive of a Fortune 50 company was fired without warning after managing an internal investigation that implicated some of her colleagues. We advised her through a mediation and lengthy negotiations that resulted in a substantial settlement, over five times the company’s initial offer.

A woman working for a major international services firm came to us because she sensed she was being denied the opportunities afforded her white male colleagues. In the course of what became a two-year investigation, we found that her problem was, in fact, endemic: black women were routinely being shunted into second-class roles and seldom promoted. Eventually, 15 other plaintiffs joined the suit.  Ultimately, we negotiated a multimillion-dollar settlement, which also led the firm to improve its internal procedures.

A long-time employee of an international airline came to us after she was wrongly accused of harassing a co-worker and harshly disciplined in violation of the company’s procedures. She was devastated and became deeply depressed. We challenged the way she had been treated, first through the company’s own procedures, then through the Employment Tribunal, and achieved a settlement that got her job back as well as a substantial settlement.

We represented a black woman at a major bank in New York whose boss repeatedly screamed at her in front of other staff, derided her abilities, and suggested that she sleep with firm clients to advance her career (and his). Managers had brushed off her concerns because her boss was a highly successful trader. Although the bank started out denying everything, we persisted, ultimately achieving a multimillion-dollar settlement.

When a new boss took over a highly profitable department at a major international bank in London, a woman of Indian descent with a strong record suddenly found herself excluded from meetings and client outings. She was moved to a remote desk that demonstrated she did not belong to the “in group”. Her boss gave her best clients to his sidekicks, some of whom led adventurous sex lives and had drinking habits which were often the subject of boasting during business hours. In light of both the direct impact on her earnings and the hostile work environment, we secured a settlement worth several times her annual salary and bonus.

The practice director of an English law firm was asked to investigate employees’ emails because some contained derogatory comments about others in the firm. The problem turned out to be widespread and some of the authors had to be fired. In the emails she also discovered many crude and offensive comments about her, written by senior solicitors in the firm, including those in charge of enforcing the firm’s equality policies. Despite her excellent performance record she was treated abusively and fired. We brought an action in the Employment Tribunal on her behalf and eventually settled out of court for almost twice her annual salary.

She had pointed out systemic problems to superiors, and her boss’s boss wanted a friend to have her job. The company was in blatant violation of the Family and Medical Leave Act.  We negotiated a large settlement for our client.

The boss resigned and we negotiated a healthy settlement for our client, relying on the generally higher awards paid under US law in these kinds of cases even though the initial wrongful acts occurred in the UK.

She was the only woman among seven business leaders at her level, the only one subjected to heightened scrutiny and public haranguing by her boss and his allies, and the only one to have met (and well-surpassed) her business targets. We negotiated an enhanced settlement on the basis of discrimination and bullying, including cash and equity, to pay out over twelve months, before having to file a claim.

We filed federal complaints that sparked major protests at the university and by scholars around the world, and prompted the university’s president to resign. TIME Magazine named two of our clients “Persons of the Year” in 2017.  An outside law firm hired by the University produced a report costing $5 million confirming virtually all the factual claims in our lawsuit, which is pending in US District Court.

We filed a federal lawsuit in New York.  Hundreds of students, faculty and alumni rallied and signed open letters supporting our clients and confirming their criticisms of management. The hospital instituted a campaign of “listening sessions” to improve its culture, and our lawsuit is proceeding.