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Practical Employment and Litigation Law Advice |
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Welcome to my website.
I assist clients ( both Employees and Employers) on all areas of contentious and non-contentious employment law including , Contracts of employment, Grievances, SAR applications, Restrictive Covenants , Settlement Agreements ( I was on the panel of Goldman Sachs independent advisers for over a decade) and Employment Tribunal claims.
Until recently I was also an Employment Judge in the London Central region ( but also on the experienced panel selected to cover all UK regions where needed ) where I sat for over 25 years pre-retirement from “ the bench” . I remain a qualified CEDR Mediator undertaking judicial mediations.
My charges are under a third of those sought by partners in the major London law firms. Have a look at my fees. I am 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 or 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 and litigation law 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. I work regularly with US and European clients and have a good knowledge of UK tax and bonus schemes as well as employment law in jurisdictions outside the UK.
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 advice@tim-russell.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.
Authorised and Regulated by the Solicitor’s Regulation Authority
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11/2025
Flaw in surrounding circumstances
In the Alom v FCA case the EAT confirmed that flaws in surrounding circumstances – such as procedural imperfections or unpursued allegations – do not necessarily render a dismissal unfair if the key disciplinary allegations are fairly handled. However, employers are of course always advised to dot the I’s and cross the t’s and doing so my mean a threatened case goes away (because solicitors are not keen to agree conditional fees and may well advise the departed employee to leave it be). |
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