James Baird - Associate
James has a wide breadth of employment law experience having worked across a number of sectors including hospitality, travel, health and social care, local government, charitable organisations and financial services. Having already worked for several years in legal costs, James qualified as a solicitor in 2012 and has practiced exclusively in the field of employment law ever since. He is also qualified as a solicitor advocate.
Having commenced his career in the regions, James moved to the City of London in 2014 to lead a small team of employment lawyers before joining Leyton Legal at the end of 2015. In that time, he has advised clients on hundreds of matters.
Examples of his work include:
Successfully representing a number of employers in the employment tribunal including:
a claim for pregnancy discrimination brought against a well-known fast food franchise,
a factually complex wages claim in the domiciliary care sector, raising issues of working time and the National Minimum Wage,
several unfair dismissal claims involving care homes and nurseries, and
a sensitive whistle-blowing claim involving potentially serious allegations concerning the safety of members of the public.
advising the co-founder and 25% shareholder of a facilities management company (with a turnover in excess of £10m) in respect of arrangements covering his departure from the business;
securing a finding of unfair dismissal for a client who had been dismissed following a criminal conviction;
successfully acting for the Managing Director and co-founder of a drinks manufacturing company in an unfair dismissal claim arising out of a catastrophic breakdown of board relations; and
successfully obtaining a rare order for pre-action disclosure (and an even rarer costs order) for an employer faced with a ‘team move’ situation.
James’ experience in the employment tribunal, and his previous experience acting for employees, gives him an excellent perspective on the day to day issues faced by employers. He firmly believes that giving employers access to prompt and pragmatic advice means that, in most cases, they should not have to deal with the stress and expense of defending a tribunal claim.