Jacqueline has over 20 years’ experience as an employment lawyer dealing with a variety of complex employment litigation and settlement negotiations. She has secure vetted clearance.

Areas of specialist expertise include breaches of restrictive covenant and directors’ duties and the full range of employment disputes including unfair dismissals, whistleblowing, discrimination, harassment and including interim applications.

Jacqueline joined Phillips in 2020, having qualified as a barrister in 2004, she previously practiced as a tenant in chambers and then worked with city law firms including DWF LLP and Rosling King LLP. She has a wealth of experience in all aspects of contentious and non-contentious employment work.

Jacqueline works closely with clients to protect their business interests, minimise the risk of employment disputes, manage internal disciplinary processes and grievances, assist with implementation of workplace policies and procedures and advise on complex TUPE matters.

Recent work highlights:

• Successfully advising and preventing any liability in respect of a food services company purchasing another service provider on TUPE pre-transaction and post-transaction when they needed to make economic, technical and organisational changes which was completed without liability.
• Defending a small business in respect of claims for whistleblowing, unfair dismissal, sex discrimination, disability discrimination, holiday pay, paternity and maternity leave discrimination claims, including successful strike out applications and opposition to amendments to particulars of claim. Thereby, saving the client significant costs in respect of a final hearing.
• Advice to an overseas company working in the telecommunications industry which included provision of UK contracts of employment, staff handbooks and then advice on the handling of an exit along with provision of a settlement agreement when negotiations proved successful.
• Fast-paced provision of advice on a complex set of redundancies and a potential transfer to salvage one company out of a group which was going into administration in order to minimise costs to the company group and enable as many employees as possible to retain their roles.