
Joanne is dual qualified and advises on all aspects of employment law in Northern Ireland as well as Great Britain (GB), having practised for 9 years at a large leading commercial law firm in Leeds, West Yorkshire.
Joanne has extensive experience in Employment Tribunal litigation, specialising in complex discrimination and whistleblowing claims. She also specialises in providing strategic advice to public and private sector clients on non-contentious matters such as TUPE negotiations and large-scale business reorganisations, often involving collective redundancy programmes. In addition, she provides practical advice on day-to-day HR matters as well as complex disciplinary and grievance issues. She also advises on aspects of public administrative law.
With GB experience, Joanne acts for a variety of employer clients in a number of different sectors, with particular expertise in the industrials and retail sectors, having acted for a large number of FTSE 100 PLCS. She also acts for individuals on complex employment disputes and executive terminations.
Joanne has been recognised in Legal 500 as an “excellent communicator”. She has also been recognised in Chambers and Partners for “dedication to the job” and for having “proven to be extremely technical and achieves successful outcomes” as well as being noted for acting “on complex TUPE work and Employment Tribunal claims”.
Just when everyone was getting to grips with the new Job Support Scheme (JSS), the Government extends the existing Furlough scheme. The extended Coronavirus Job Retention Scheme (CJRS) announced on 31 October 2020 is U.K. wide and so covers eligible employers and employees in Northern Ireland.
Joanne Lightburn of Jones Cassidy Brett has provided a summary of the key points on the scheme and offers practical advice, such as:
If you have already placed your employees on a JSS Agreement but you now wish to use the extended CJRS, we recommend that you contact the affected employees and ask them to agree to be furloughed until December instead.
A simple email/letter asking the affected employees to remain on furlough until December 2020 on the existing pay and hours under their previous furlough or flexible furlough agreement, and asking the employee to confirm by return email receipt and agreement, should cover the situation until further guidance is available.
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial