Tim Russell Tim Russell - Employment Law Consultant  
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Practical Employment Law Advice

 
Welcome to my website.

I was Head of Employment Law at two firms ( Hammonds Squire Sanders and then Norton Rose Fulbright) for around 15 years. During this time I was the recipient of the Lawyer's UK Employment Team of the year Award on two occasions and annually recognised by the Legal 500 as one of the UK's foremost employment law practitioners until I left to run my own practice which is just outside the Top 500 ( there is now only me !).

My charges are significantly less than those sought by partners in the major London law firms. I am also content to have an initial discussion without any charge by email or phone and regularly agree fixed fees . In addition I do not charge for disbursements unless they are significant and pre agreed. I do not send any bill to a client without agreeing it first and I strive to be accessible at all times.

I do of course have full professional indemnity insurance and having setting up my own employment consultancy I have ( as you might guess ) really enjoyed the opportunity of working with individuals and SMEs who would not normally want to engage the services of a larger City firm. Work I undertake for employees include Employment tribunal claims and situations where they have unexpected disputes with their employer ( including disciplinary hearings ) which may lead to them getting advice on a Settlement Agreements and or restrictive covenants. I work regularly with US and European clients and have a good knowledge of employment law in jurisdictions outside the Uk as well as experience in dealing with tax and bonus schemes.

If you have time please look at some of the testimonials that I have received whilst paddling my own canoe along with my biography which may give you the confidence to seek my further advice. Please feel free to contact me anytime. An email to me at tdrussell@btopenworld.com or advice@tim-russell.co.uk or tim@uppermall.co.uk is the best way to reach me. I will always respond rapidly to queries . I hope that my clients feel I give commercial and practical advice with clear recommendations. That is my aim.

Case of the Month
12/2017
Burden of Proof
There has been some confusion, since the Equality Act of 2010, as to where the burden of proof lies for a claimant complaining about discrimination by, eg, their employer. In the CA case of Avodele v Citilink it has been confirmed that once (and only once) a claimant has proved facts from which an inference of discrimination could be drawn does the burden of proof "shift" from the claimant to the respondent who must then, in such circumstances, show, on a balance of probabilities that the explanation for the conduct complained of is an innocent one.
 
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