Hannah represents both employers and employees in all areas of employment and discrimination law both at tribunal and appellate level. She has experience of claims from a wide variety of sectors including the NHS, local authorities, well-known retailers, financial services and the hospitality industry.
Hannah is regularly instructed in cases involving unfair or wrongful dismissals, contractual disputes, deductions from wages, working time and TUPE.
Hannah also undertakes work in all areas of discrimination law, including equal pay. She regularly appears in complex and lengthy discrimination cases. She was recently led by Jennifer Eady QC in a multi-day discrimination and equal pay case for a leading professional services firm.
Hannah represents parties at case management discussions, pre-hearing reviews, and other hearings such as costs and remedies and has experience of drafting pleadings. She also undertakes advisory work.
Hannah is a member of the Employment Law Bar Association, Employment Lawyers Association, Industrial Law Society and The Institute of Employment Rights.
- Fullah v. Medical Research Council (ET): represented the successful Respondent in a 10-day race discrimination claim.
- Enamejewa v. Newham University Hospital NHS Trust (ET): acted for the Respondent in a 10-day race discrimination case where the Claimant had been dismissed when it became apparent that he had made misrepresentations during the application and interview process for his post.
- Poduri v. Ocado (ET): acted for the Respondent in age, race and religious discrimination claims arising out of a recruitment exercise.
- Cavanagh v. Barclays Bank: advised the Respondent in relation to a County Court disability discrimination claim brought by a disabled customer complaining about physical features of branches of the bank.
- Esposito v. Natural History Museum (ET): acted for the Respondent in a multi-day disability discrimination claim.
- Guire v. Croydon College (ET): acted for the Respondent in a race discrimination claim where the Claimant had been dismissed because he had been unable to provide evidence of his ongoing right to work in the UK.
- Gecer v. Marriott Hotels ET: acted for the Respondent in a race discrimination and unfair dismissal claim.
- Alemo-Herron & Others v. Parkwood Leisure Ltd (ET): acted for the Claimants in unlawful deduction from wages claims where the issue was whether collective agreements reached after a TUPE transfer bind the transferee.
Unfair Dismissal & Jurisdictional
- Duffell v. Whipps Cross University Hospital NHS Trust: acted for the Respondent; successfully opposed Claimant’s application to amend in circumstances where Claimant sought to add new claims that would have been out of time when she presented original ET1. Tribunal accepted Respondent’s argument that it has no discretion to allow an amendment in those circumstances.
- Hughes v. Alan Dick & Co Ltd EWCA Civ 937 CA: represented the Respondent in the Employment Tribunal and successfully argued that an Employment Tribunal had no jurisdiction to hear an unfair dismissal claim by a British man employed by an overseas branch of a British company as the employment did not have a sufficient connection with Britain. The judgment was upheld on appeal by the EAT and Court of Appeal.
- Stubbs v. Thames Water: acted for the Respondent in a constructive unfair dismissal claim; one of the breaches relied on was an indication by the Respondent that a trade union representative from a union that was not recognised by the company could not accompany the Claimant to a disciplinary hearing.