Paul has over 20 years' post qualification experience advising on both contentious and non-contentious employment work including: drafting policies, procedures and contracts of employment; advising on pensions; conducting seminars on employment law; advising on all types of discrimination disputes e.g. race, sex, disability and age etc; advising on industrial relations law and practice. Paul handles instructions on behalf of both the private sector and public sector clients including several police forces, law enforcement agencies and NHS Trusts, and advises on senior executives/management terminations (both employer and employee).
Paul is a member of the Industrial Law Society and the Employment Lawyers Association (ELA). In May 2016 was appointed as Chair of the ELA's L&P Committee. This Committee is responsible for monitoring legislative and other developments in employment law which are being consulted about or which require ELA intervention on behalf of its members. They also engage with government and other key stakeholders e.g. the judiciary to discuss reforms to employment law and practice.
In 2016, Paul was appointed as a board member of the Black Solicitors Network (BSN). BSN seeks to promote the interests of black solicitors, for support and sharing information, to participate in consultations, initiated by the Law Society and other Government bodies, in relation to matters which affect black solicitors. Paul is responsible for careers and development of members. In 2017, he was appointed to be an External Assessor for the College of Policing and in 2018, he was appointed to sit on the Law Society's Employment Law Committee. He also regularly comments on employment law issues in the HR, legal, national press and with broadcasters e.g. BBC and Sky.
Prior to joining Weightmans in 2006, Paul was an in-house solicitor at London Transport (now Transport for London) and then Royal Mail. He was made a partner in 2009.
An Employment Tribunal has unanimously found that a police force’s recruitment process directly discriminated against a white, heterosexual, male.
If discrimination persists, it follows that there may be subtler forces, or unconscious biases, at work.
The Government has published a consultation paper on introducing mandatory pay gap reporting on ethnicity grounds.
In certain circumstances, employees can ask the courts to step in to stop their employer suspending them, or to reverse a decision to suspend. This…