Any recommendations for a great eployment lawyer?

[Tabitha005]

Hey all - going through something big at work and looks like the services of a good employment lawyer will be required. Can anyone recommend one - south-east based.

Bill Parker at Walbrook Law in London. He’s amazing!

https://www.walbrooklaw.com/

A bit more context... not actually 'me' but I've used 'I' - it's in relation to someone close to me....

Potential case of constructive dismissal (?) connected to 6+ years of excellent (all 9s and 10s) annual reviews but continually passed over for promotion and now in a situation where the lack of jobs to move onto with the same sort of salary and terms are virtually non-existent owing to a (frankly) shit job title that indicates much less seniority and status within the business than I'd previously been led to believe I had - and now realise I never had! Two peers promoted to board and five new board appointments overall during my tenure - one of which was made despite the appointee having an abysmal reputation within the business for being utterly incompetent (that one, although irrelevant to my own potential case, really f*cking stung).

Blatant example of boss lying to my face when asked a direct question regarding my future line management a few weeks ago. Several examples of being assured (verbally) that career progression was in my future but then suddenly informed about two years ago that this wasn't the case and my boss saying; 'I can't tell you what to do with your career and if you chose to seek progression outside of XXXX then that's up to you'.

No consultation offered on 'proposed' new line management (layering another level of management over me and removing my direct reporting to MD) which may (or may not) include a demotory change in job title. This news was delivered to me last thing on Friday afternoon and accompanied by an organogram which I was asked to 'pretty up'.

That's the situation in a nutshell - recommendations for a decent employment law specialist would be appreciated. Thank you.

If you intend to use last Friday’s org change as the ‘trigger’ for a potential constructive dismissal claim, ‘you’ need to act quickly as any delay will weaken your case. So suggest you talk to an employment lawyer (like Bill above) asap and get their opinion as a first step. Constructive dismissal can be hard to prove and the onus is on the employee to prove it.

@HundredMilesAnHour thank you. Yes, I've read a little about the constructive dismissal process and saw that time was of the essence. The thing is, the changes suggested by the organogram are intended (apparently) as something that won't happen immediately but '... could take a year to implement...' but, I guess, the key aspect is how quickly the changes actually impact 'me' as opposed to anyone else.

Thank you for the recommendation in any case, I've passed it onto the person affected.