Darren has maintained a busy employment law practice both during his time as a solicitor, and more recently at the bar. During his time as a solicitor Darren was engaged as a consultant working primarily with local authorities and shared-service ABSs. Consequently, he has been instructed repeatedly by local authority clients who find his experience to be extremely beneficial. Over the years he has been instructed to represent local authorities on disputes on the application of TUPE in relation to service provision changes, numerous discrimination claims as well as unfair and constructive unfair dismissal claims and redundancy. He has been instructed to advise regularly on areas of dispute and has provided such at chief-executive level. His written work has been described as ‘rigorously researched’ and ‘providing insightful and pragmatic solutions’
Whilst being sought after in regard to Respondent work, Darren also maintains a strong Claimant based practice. He has a particular interest in discrimination matters and constructive unfair dismissal achieving a number of successes in these areas including the obtainment of a £30,000 payment for breach of an express term of a contract of employment. Recently Darren has been retained on a direct access basis by a former store manager to pursue a claim of constructive dismissal against a national chain of superstores.
Given Darren’s experience as a solicitor he is often called upon to advise on prospects and has vast experience in drafting ET1s and ET3s as well as ancillary documentation for use in preliminary hearings. He has been commended for his 'thorough and sound advice' by his instructing solicitors and is developing a strong following since joining Albion Chambers.
During his career Darren has also made a number of media appearances. He undertook a regular slot on BBC Radio Wales for a short period of months covering the absence of a regular presenter and was also asked to appear live on BBC 1 (Wales) to provide legal commentary on the outcome of a well-publicised employment case. Darren has also provided regular training seminar to departments within local authorities and in relation to, amongst other things, TUPE and procurement. Most recently Darren presented a talk on disability discrimination and the influences of metadata in the early stages of these types of claims.
Cases of Interest:
C v WCC – Acting for the respondent, the claimant brought claims of disability discrimination and unfair dismissal relying upon historic incidents of ‘low mood’ to establish a mental impairment for the purposes of s.6(1). After being cross-examined on the content of his impact statement and also the GP notes provided the tribunal found in favour of the respondent and dismissed this element of the claim. Darren acted as both solicitor and barrister in this particular matter.
K v E CIC – Acting for the respondent, the claimant brought a claim of age discrimination against his former employer following a redundancy dismissal which went to judicial mediation. The claimant opened negotiations with an offer of settlement of £150,000 which was overwhelmingly rejected and eventually resulted in a settlement via COT3 of £22,000.
NK v SDL – Acting for respondent, the claimant brought a claim of constructive unfair dismissal and wrongful dismissal. The claimant sought to establish a repudiatory breach of contract based upon events in 2015 (a disciplinary sanction) and 2018 (accusations of threats of violence and a forced resignation). All clams dismissed.
L v NML – Acting for respondent, claims brought for direct sexual discrimination and unlawful deduction from wages based upon a failure to pay a bonus and an agreed salary increase. Claimant was awarded an agreed sum of £230 in relation to salary. Original schedule of loss valued it at £77,000.
W v SP NHS Foundation Trust – Instructed to represent respondent at a four-day hearing. Claimant brought claims of constructive unfair dismissal based upon breach of the term of mutual trust and confidence. Claimant cited 15 incidents upon which she relied to evidence either an individual or cumulative breach. Claim dismissed in its entirety.
ND v OCS – instructed to represent a local government owned organisation in a claim of unfair dismissal, sex discrimination, breach of Maternity and Parental Leave ETC Regulations 1999.
EC v A Local Authority – defended a claim brought by a councillor against the local authority and in relation to an alleged breach of an oral contract between himself and an employee of the local authority. This case required argument on the application of the local authority’s constitution and the ostensible authority of employees.
H v C CEVA Primary School – acted on behalf of the school in relation to the defence of a claim of unfair dismissal arising from the making of a protected disclosure. The case involved a number of ancillary issues involving the conversion of the school to academy status following commencement of proceedings and the application of indemnity clauses within the commercial transfer agreement which affected liability.
Clerk:
Stephen Arnold
E: stephen.arnold@albionchambers.co.uk
T: 0117 311 0310
