Majella heads up the Northern Irish legal team. Since qualification in 2005, Majella has specialised in the area of employment law and she has experience of acting on behalf of employers in relation to all aspects of employment law, both contentious and non-contentious. This includes advising in relation to recruitment, contracts of employment, employment policies, disciplinary and grievance procedures, compromise agreements, dismissal, discrimination, redundancy and TUPE matters. She has also represented employers in Northern Ireland Tribunal and Court of Appeal claims in respect of a wide range of matters including discrimination, unfair dismissal, TUPE disputes, working time and payment of wages claims. Majella is an experienced employment law practitioner and an expert in employment law compliance. Majella regularly assists clients in internal appeal processes, whistleblowing investigations and pre-litigation strategy and negotiations.
Majella has a particular interest in advising clients on IR35/employment status and NMW compliance.
In 2013 Majella completed a diploma in Irish employment law through the Law Society of Ireland and obtained an Irish practicing certificate. This dual qualification allows Majella to advise clients on an all-Ireland basis as well as being able to advise on UK employment law.
Majella has been a regular speaker at Legal Island and PwC training events for over twelve years, covering a broad range of employment law topics including essentials of employment law, disability discrimination, Section 75 legal requirements and tribunal practice and procedure.
We have asked the Corporate Legal Services Department of PwC to write an article about the importance of written documentation in employment.
Introduction
The majority of local businesses in Northern Ireland are small/medium enterprises, many of which are owner managed and run by families. In such small, close knit, working environments, there can be more of a tendency to keep things relatively informal in terms of policies and procedures. This can lead to particular difficulties when it comes to employment arrangements. In some cases an organisation’s approach will have been developed through custom and practice over a period of time. This can lead to confusion from employees unfamiliar with the approach on particular matters and at worst can be cause
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