With a number of high profile Milton Keynes clients, Simon heads up our Milton Keynes operations. Simon is a well-known and highly respected member of the Milton Keynes professional community. He is a member of the MK Business Leaders Partnership.
As an employment law specialist, and Partner, Simon provides local companies with support and assistance with employment related problems. His proactive approach is creative, commercial and pragmatic (and also preventative where possible!).
As well as assisting clients with disciplinary matters, grievances, ill health and discrimination issues; Simon also advises businesses on the employment aspects of complex restructures; business acquisitions; outsourcing arrangements; and corporate transactions.
With a particular interest in disability discrimination claims, Simon takes a pro-active role in managing Tribunal claims for his clients, including advocacy at Tribunal hearings.
Simon regularly delivers training sessions and workshops in the Milton Keynes area and is renowned for his fun and interactive delivery.
Simon is a member of the Employment Lawyers Association.
Simon is also a member of the firm’s Data Protection Team, advising clients as they prepare for the introduction of the GDPR in May 2018.
- 2013 - Present: Howes Percival LLP, Partner
- 2012: Howes Percival LLP, Director
- 2008: Howes Percival LLP, Associate Solicitor
- 2003: Howes Percival LLP, Solicitor
- 2001: Howes Percival LLP, Trainee Solicitor
- 1999: Eversheds, Debt Recovery Negotiator
Can an employer fairly dismiss an employee where they refuse to wear a face mask at work?
In a recent decision (Kubilius v Kent Foods Ltd), the Employment Tribunal found that Kent Foods’ dismissal of Mr Kubilius, for refusing to wear a face mask while attending one of its client’s sites, was fair.
Does anti-harassment training give employers a defence to harassment claims?
Employment expert, Nick Benton, partner at Howes Percival, comments on the importance of having effective anti-harassment training in the workplace, to give employers the option of the reasonable steps defence if faced with a harassment…
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