Daisy regularly appears in multi-day final hearings, remedies and costs hearings, and judicial mediations. Daisy is experienced in drafting pleadings, advices and skeleton arguments in a range of employment matters including TUPE, trade union dismissals, unlawful inducement, whistleblowing, discrimination, flexible working, unlawful deductions from wages, and claims involving jurisdictional and applicable law disputes. Daisy has also advised on employment matters in the civil courts.
- Currently instructed as sole counsel in an appeal to the EAT.
- Successfully represented a respondent GP Practice in an eight-day hearing. An ex-Partner of the Practice brought a claim (with a pleaded value of over £150,000) for sex and maternity/pregnancy discrimination and constructive expulsion under ss.44 and 46 Equality Act 2010. The claim involved allegations that Covid-19 related decisions made by the Practice during the first lockdown (and while the claimant was on maternity leave) were discriminatory.
- Successfully represented the claimant in four-day reasonable adjustments claim. The claimant’s employer had refused to move him to another role despite evidence that his role was exacerbating his anxiety.
- Successfully represented the respondent in a five-day religious discrimination hearing. The claimant, a social worker, made allegations that she had been instructed by her employer, a Council, to wear a rainbow-coloured lanyard at work. She claimed she had refused to do so on the basis of her faith.
- Assisted Nadia Motraghi in drafting allegations in preparation for a disciplinary hearing under a Trust’s MHPS policy.
- Successfully represented the claimant in a four-day disability discrimination and unfair dismissal hearing. This claim involved long term sickness absence during the pandemic. At a separate remedy hearing the claimant was awarded his full Schedule of Loss. This included compensatory losses for a period of more than one year post-dismissal (despite the claimant not having applied for any other jobs) on the basis that he could not reasonably be expected to look for work earlier. The tribunal also awarded the full 25% Acas uplift on the basis of a failure by the respondent to conduct the necessary investigations to establish the claimant’s medical position.
- Successfully represented a respondent NHS Trust in a four-day sexual harassment hearing. The claimant, a trainee, made various allegations of sexual harassment against her supervisor.
- Successfully represented the claimant, a minister of religion, in a three-day hearing to establish worker-status, cross examining multiple witnesses with the assistance of a Punjabi translator.
- Established employee-status for a claimant employed by a specialist recruitment company involved in a complex web of agencies.
- Assisted Rebecca Tuck KC in preparing for a three-week race discrimination hearing. This included interviewing fifteen witnesses and drafting their witness statements.