Adele ShortmanPrincipal Associate
Adele has extensive quality experience advising, training and representing SME and Corporate business’ on employee relations and all ancillary employment law issues.
Her expertise and insight allied to her friendly manner fosters a very good rapport with clients so she quickly grasps their business requirements, values and culture. She focuses on the key issues. She forensically breaks cases down delivering clear and pragmatic solutions tailored to the needs of your business. She acts for a host of loyal manufacturing and retail brands, blue chip companies and SMEs.
Her considerable expertise in the manufacturing and retail sectors, includes assisting them with complex change management programmes, advising, supporting and coaching teams of HR Managers in significant restructures with reputational implications for their business whilst enhancing their brand.
Adele is an experienced and persuasive advocate in the Employment Tribunal. She has many successful experiences of judicial and private mediation. Adele regularly leads on bespoke training courses delivered in-company where she is an engaging presenter.
- Successfully advising, proactively supporting and coaching a team of HR Managers in harmonising and changing terms and conditions of employment of 10,000 employees. The international brand increased weekend working to 3 in 4 weekends. Removal of bonus payments and introduction of living wage foundation pay resulting in increased staff at business critical times and reducing the overall wage bill;
- Advising and supporting and coaching HR in significant restructure to cut 7500 jobs worldwide and 350 jobs in UK with reputational implications for the international brand resulting in a reduction in wage bill;
- Successfully managing capability termination of long-standing employee with significant mental health illness and numerous suicide attempts, preventing future grievances and significant liability for disability discrimination;
- Successfully settling multiple lurid allegations of sex discrimination which had the ability to adversely affect the reputation of a national business and saving approx. £85K in damages;
- Successfully advising and defending unfair dismissal and sex discrimination claims involving a longstanding employee with significant final salary pension loss saving £100k in damages.