Tim Russell Tim Russell - Employment Law Consultant  
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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
Holiday pay
In King v The Sash Window Workshop the ECJ determined that if an employee is not paid for holiday, and so takes less than their annual entitlement, the employee can sue for all arrears due. Suggesting that when eg their employment ends they can, in some circumstances, go back retrospectively any number of years if there is an outstanding holiday claim and not just the 2 year period provided in UK law. Holiday pay rival Gig economy worker status for being top of the current Caselaw charts . Employers are reminded , at the start of 2018 , of the need to take care that they operate holiday entitlement ( including holiday pay ) properly .
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