Navid Pourghazi

Representing a senior employee bringing claims against the Greek National Tourism Office (GNTO) concerning whether the GNTO's use of consecutive part-time employment contracts gives rise to a permanent employment relationship pursuant to the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002. The case raises issues around the interplay between Greek national laws and UK employment protections.

Advising a local authority on whether a proposal to withdraw special responsibility allowances from local councillors when they are temporarily unable to perform their duties would be discriminatory. This advice is potentially applicable across a large number of local authorities nationally. 

Acting as sole counsel for a police authority in a claim brought by a former employee alleging direct age discrimination and constructive dismissal. 

Acting for a senior orthodontist working at a boutique dental clinic in London challenging her classification as a self-employed independent contractor and raising complaints of discrimination and whistleblowing detriment.

Acting as junior counsel for a senior partner in a high value victimisation claim against a global law firm, raising complex issues concerning the territorial jurisdiction of the Employment Tribunal.

Acting as sole counsel for claimants in three separate equal pay claims against the BBC, one brought by a very senior television news reporter, another by a Senior Journalist, and another by an employee in a Finance position. The claims were listed for 4-week, 1-week, and 2-week hearings respectively in the Employment Tribunal. 

Acting as junior counsel for a group of approximately 4,000 claimants bringing equal pay claims against the Co-op supermarket. The case is part of a slew of long-running and complex equal pay claims being brought predominantly by female shop-floor workers seeking equal pay with predominantly male distribution centre workers. The case against Co-op has received considerable national media attention - for example, see here and here.

Representing the appellant (claimant below) in a Rule 3(10) hearing. The appeal concerned, among other things, whether the employment tribunal had mischaracterised the claimant's claim as direct, rather than indirect, discrimination and proceeded wrongly to impose deposit orders following that mischaracterisation.

Acting as junior counsel for Uber in the group litigation that follows the widely publicised Supreme Court decision in 2021 which found that drivers providing services via the Uber app are workers. The group litigation in which Navid is acting concerns matters such as when the worker contract comes into existence, and the nature and scope of Uber's resulting holiday pay and national minimum wage obligations. Navid is acting in group claims spread across both the employment tribunal and civil courts. The claims continue to receive considerable national media attention; see for, example, here and here. The outcome of the case could affect the legal framework under which many household platform-economy operators work.

Advising on prospective claims to be brought by warehouse workers of a multi-national e-commerce company which challenge, among other things, the practice of disciplining workers for failing to meet unknown targets, which the company monitors using digital surveillance. 

Defending Qatar Airways against a claim of unfair dismissal brought by an Airport Services Manager following redundancies brought about by the Covid-19 pandemic. The judgment can be found here. 

Representing a senior Trading Desk Head bringing claims against a global bank for whistleblowing detriment and automatic unfair dismissal.

Advising Alistair Hudson - the Director of the Manchester Art Gallery and Whitworth Art Gallery, and an employee of the University of Manchester - regarding a series of legal issues arising after an exhibition entitled "Cloud Studies" by Forensic Architecture was displayed in the Whitworth Art Gallery. The case engaged issues around, among other things, the right to freedom of expression under Article 10 ECHR; the right to freedom of thought, conscience and religion under Article 9 ECHR; discrimination under the EqA 2010; and the scope and nature of a University’s obligation to respect academic freedom under the Education (No.2) Act 1986. The case has received considerable national media interest e.g. here and here. Mr Hudson's alleged treatment reportedly led to more than 100 University staff signing a letter in protest and numerous artists withdrawing from the Manchester leg of the touring exhibition British Art Show (see reports here).

Advising the National Association of Headteachers regarding the merits and quantum of a claim brought by one of their members - an award-winning headteacher of a primary school - against the National Education Union and one of its officers arising out of highly critical and damaging comments allegedly published in private and public forums, and via the media. The claims include unlawful means conspiracy, lawful means conspiracy, and breaches of the Protection from Harassment Act 1997 - which involves a balancing of Art 8 and Art 10 ECHR rights. The case has received considerable local and national media attention e.g. here and here.

Acting as sole counsel in an unfair dismissal claim brought by a head teacher dismissed for recruiting a teacher who was subject to a prohibition order.

Acting as sole counsel for a primary school head teacher defending allegations of unacceptable professional conduct concerning a safeguarding incident. Also representing the head teacher in related Employment Tribunal proceedings in a claim for unfair dismissal.

Acting as sole counsel for a world-renowned University, an international law firm, and 18 individual respondents defending approximately 1000 claims of unlawful conduct, including discrimination, whistleblowing detriments, and breaches of the HRA 1998, brought by a current employee. The case raises complex issues of law relating to vexatious claims, and the handling of multi-party litigation brought by a current employee who also has multiple concurrent and overlapping internal grievances.

Advising an ex-FCO worker who blew the whistle on the Government’s allegedly mismanaged withdrawal from Afghanistan. The ex-FCO worker gave evidence to a Parliamentary select committee, which received widespread media attention.

Acting as junior counsel for a female commodities trader in a high value sex discrimination & victimisation claim against her employer potentially worth over a hundred million pounds.

Acting as junior counsel to one of the most high-profile operators in the gig-economy in a series of cases concerning the lawfulness of the facial verification technology which the operator uses to confirm the identity of those performing services using its platform. The cases have received considerable media attention (e.g. here and here) and are supported by the Equality & Human Rights Commission.

Acting as sole counsel for an educational institution providing programmes of study for vulnerable students defending a claim of unfair dismissal brought by a former employee who had been accused of domestic assault. The case raised complex issues concerning whether the former employee had been dismissed or whether his contract of employment had been frustrated and came to an end by operation of law, without a dismissal on the part of the employer.

Acting as sole counsel for an ex-member of the coaching staff of a leading English Football League (EFL) Championship club in relation to a claim for constructive dismissal.

Acting as junior counsel to the former Head of HR of a global investment firm alleging sex discrimination against her former employer, which in turn accused the former employee of having committed fraud.

Advising a post-doctoral research scientist on the merits of a potential appeal to the EAT against the Employment Tribunal’s decision to dismiss claims of direct sex and disability discrimination.

Acting as sole counsel for a former head teacher who was referred to the Teaching Regulation Agency for comments he posted on an internet chat room about paedophilia.

Acting for Yodel as junior to Jason Galbraith-Marten QC. The matter was sent by Watford ET under the Preliminary Reference Procedure to the CJEU, leading to a Reply by Reasoned Order concerning the meaning of ‘worker’ under the Working Time Directive in the context of the ‘gig economy’. A link to the CJEU’s Reply by Reasoned order can be found here. Media coverage of the case can be found here.

Acting as sole counsel for a luxury travel services company defending a series of claims of detriment and automatic unfair dismissal arising out of alleged health and safety concerns in respect of the Covid-19 pandemic and the alleged risk to the claimant and others of travelling to work.

Acting as sole counsel for a multi-national consumer technology company defending direct and indirect age discrimination claims and an unfair dismissal claim arising out of a redundancy process following the Covid-19 pandemic.

Long-standing advisor to, and junior counsel representing, one of the largest gig-economy platform operators in relation to numerous employment tribunal claims in which the worker status of those working via its platform are being challenged. Also advising the operator on the potential employment status impact of new commercial products and updates to its methods of working, against the ever-present backdrop of existing and potentially further group litigation.

Advising a leading NGO as part of a four-person team of counsel on the legal issues arising out of Covid status certification / ‘vaccine passports’ being used by proprietors of premises to decide who can enter and by employers to make employment-related decisions. This issue generated significant media and Parliamentary attention.

Representing a major bank as sole counsel defending numerous allegations of race discrimination in a claim listed over 7-days in the Employment Tribunal.

Representing one of the world's largest sports apparel retailers defending a complex claim of failure to make reasonable adjustments and discrimination arising from disability.

Acting as sole counsel in a two-day preliminary hearing for a commercial fishery defending a series of employment law claims brought by a groundsman where the preliminary issue concerned the claimant's purported worker / employee status.

Representing the claimant in a claim raising sensitive allegations of sexual harassment, direct sex discrimination and victimisation.

Representing a claimant insurance company in a claim against 3 former employees and their new employers in which it is alleged that the defendants have been involved in an unlawful solicitation scheme of the claimant's clients, and in both unlawful and lawful means conspiracy.

Acting as sole counsel defending an educational institution and registered charity that provides programmes of study for students with learning difficulties and disabilities against an unfair dismissal claim brought by a former employee who was dismissed following concerns that he posed a transferrable safeguarding risk working with young people and vulnerable adults

Acting as sole counsel for a claimant head teacher bringing an unfair dismissal claim arising out of the head teacher’s decision to employ someone who had been the subject of a prohibition order by the Teaching Regulation Agency

Representing a senior Professor at one of the UK's foremost universities in an internal appeal against a finding of harassment against three former students.

Acting for an employer defending a whistleblowing claim, and a claim for automatic unfair dismissal (health and safety), where the employee alleged that she was dismissed and subjected to detriments for raising health and safety concerns in respect of the Covid-19 pandemic.

Acting for the respondent – a multi-national medical technology company – in a hearing before the EAT concerning the appellant’s appeal against the Registrar’s decision not to extend time for lodging a Notice of Appeal.

Advising a nationwide hospitality business on whether its core business model - which involves contracting with self-employed contractors and independent companies - could be found by an employment tribunal, court, or relevant tax body to give rise to employment or worker relationships.

Acting as sole counsel for the respondent in a two-day Employment Tribunal hearing concerning claims of direct discrimination, harassment and constructive unfair dismissal. A link to the judgment can be found here.

Acting as sole counsel for a former employee claiming constructive unfair dismissal against his former employer which was a legal expenses insurer.  

Acting as sole counsel for a group of over 20 claimant employees bringing breach of contract claims against their former employer – a major high street retailer – concerning the number of holiday days the claimants were permitted to take each year.

Acting as junior counsel to Caspar Glyn QC for a former CEO of an investment management firm in High Court proceedings. The claim includes allegations of wrongful dismissal, failure to pay bonuses, and breach of a share option agreement.

Acting as sole counsel for a senior lecturer bringing claims of unfair redundancy dismissal against his former university employer. 

Acting as sole counsel for a senior lecturer at a world renowned university bringing a claim of unfair dismissal following allegations that the lecturer had discriminated against one of his own students.

Acting as sole counsel for a Welsh local authority in a 4-day Employment Tribunal hearing concerning the alleged unfair dismissal of a refuse lorry driver. A link to the judgment can be found here.

Acting as sole counsel for the governing body of a secondary school in a 1-day Employment Tribunal hearing defending a claim of breach of contract. A link to the judgment can be found here.

Advising an ex-employee in a potential unfair dismissal claim following a dismissal for conduct that allegedly gave rise to safeguarding risks for child choristers.

Acting as sole counsel for a company manufacturing props and scenic embellishments for major high street retailers in a County Court matter concerning alleged wrongful dismissal and failure to pay contractual holiday pay. The claim was struck out on the basis of a one-day hearing which established that the claimant was neither an employee nor a worker and had no contractual holiday pay entitlements.

Advising a senior former employee who worked for a corporate finance and capital markets boutique on (a) whether a term in a settlement agreement that requires his former employer to pay a fixed settlement sum by a certain date, or to pay a higher fixed sum in the event that payment is not made by that date, is an unenforceable penalty clause, and (b) whether breach of that clause amounts to a repudiatory breach which might entitle the former employee to treat themselves as released from further obligations under the agreement, including the waiver of claims relating to unpaid deferred bonuses.

Acting as junior counsel to Rachel Crasnow QC for a senior university lecturer at a leading UK university in internal disciplinary proceedings defending allegations of “immoral, scandalous or disgraceful” behaviour.

Acting for a senior orthodontist working at a boutique dental clinic in London challenging her classification as a self-employed independent contractor and raising complaints of discrimination and whistleblowing detriment.

Acting as junior counsel for a group of approximately 4,000 claimants bringing equal pay claims against the Co-op supermarket. The case is part of a slew of long-running and complex equal pay claims being brought predominantly by female shop-floor workers seeking equal pay with predominantly male distribution centre workers. The case against Co-op has received considerable national media attention - for example, see here and here.

Representing the appellant (claimant below) in a Rule 3(10) hearing. The appeal concerned, among other things, whether the employment tribunal had mischaracterised the claimant's claim as direct, rather than indirect, discrimination and proceeded wrongly to impose deposit orders following that mischaracterisation.

Advising Alistair Hudson - the Director of the Manchester Art Gallery and Whitworth Art Gallery, and an employee of the University of Manchester - regarding a series of legal issues arising after an exhibition entitled "Cloud Studies" by Forensic Architecture was displayed in the Whitworth Art Gallery. The case engaged issues around, among other things, the right to freedom of expression under Article 10 ECHR; the right to freedom of thought, conscience and religion under Article 9 ECHR; discrimination under the EqA 2010; and the scope and nature of a University’s obligation to respect academic freedom under the Education (No.2) Act 1986. The case has received considerable national media interest e.g. here and here. Mr Hudson's alleged treatment reportedly led to more than 100 University staff signing a letter in protest and numerous artists withdrawing from the Manchester leg of the touring exhibition British Art Show (see reports here).

Acting for members of the Irish traveller community following a service provider's refusal to hire them a function room for a christening. The case raises issues of direct race discrimination, victimisation and harassment arising out of unwanted and insulting comments about traveller communities in general. The case is supported by the Equality & Human Rights Commission.

Advising a local authority on whether a proposal to withdraw special responsibility allowances from local councillors when they are temporarily unable to perform their duties would be discriminatory. This advice is potentially applicable across a large number of local authorities nationally. 

Acting as junior counsel to one of the most high-profile operators in the gig-economy in a series of cases concerning the lawfulness of the facial verification technology which the operator uses to confirm the identity of those performing services using its platform. The cases have received considerable media attention (e.g. here and here) and are supported by the Equality & Human Rights Commission.

Acting for a blind claimant in relation to a local authority’s failure to provide her with accessible correspondence. The case was widely reported by local and regional media e.g. here.

Acting as junior counsel for a female commodities trader in a high value sex discrimination & victimisation claim against her employer potentially worth over a hundred million pounds.

Acting as junior counsel for a senior partner in a high value victimisation claim against a global law firm, raising complex issues concerning the territorial jurisdiction of the Employment Tribunal.

Acting as sole counsel for a world-renowned University, an international law firm, and 18 individual respondents defending approximately 1000 claims of unlawful conduct, including discrimination, whistleblowing detriments, and breaches of the HRA 1998, brought by a current employee. The case raises complex issues of law relating to vexatious claims, and the handling of multi-party litigation brought by a current employee who also has multiple concurrent and overlapping internal grievances.

Acting as an independent investigator in a matter concerning allegations of victimisation against the head of a leading university institution accused of sexual harassment.

Advising on a judicial review raising issues of discrimination and public law illegality concerning the lawfulness of the entire system by which prisoners are transferred from one prison to another in the UK. This work may affect any of the approx. 83,000 prisoners currently in detention in the UK.

Advising a post-doctoral research scientist on the merits of a potential appeal to the EAT against the Employment Tribunal’s decision to dismiss claims of direct sex and disability discrimination.

Acting as sole counsel defending a software company against an age, race and sex discrimination and harassment claims worth approx. £2m.

Acting as junior counsel to the former Head of HR of a global investment firm alleging sex discrimination against her former employer, which in turn accused the former employee of having committed fraud.

Advising a prisoner who is serving a sentence for sexual offences on whether the criteria by which his risk of reoffending was measured directly or indirectly discriminated against him on the grounds of sexual orientation.

Advising a prisoner in a complex transsexual discrimination and HRA 1998 claim (relying on Articles 8 and 14 ECHR) relating to the shower facilities made available to the prisoner.

Advising on a claim for indirect discrimination and breaches of HRA 1998 brought by a prisoner who requested, and was refused, the option of having medication in possession or administered after iftar so as to enable him to keep his fast during Ramadan of 2020.

Acting as sole counsel for claimants in three separate equal pay claims against the BBC, one brought by a very senior television news reporter, another by a Senior Journalist, and another by an employee in a Finance position. The claims were listed for 4-week, 1-week, and 2-week hearings respectively in the Employment Tribunal. 

Acting as sole counsel for a multi-national consumer technology company defending direct and indirect age discrimination claims and an unfair dismissal claim arising out of a redundancy process following the Covid-19 pandemic.

Advising a leading NGO as part of a four-person team of counsel on the legal issues arising out of Covid status certification / ‘vaccine passports’ being used by proprietors of premises to decide who can enter and by employers to make employment-related decisions. This issue generated significant media and Parliamentary attention.

Advising the daughter of one of the UK’s leading sports stars about her potential discrimination claims on the grounds of race and religion against her private school.

Representing a major bank as sole counsel defending numerous allegations of race discrimination in a claim listed over 7-days in the Employment Tribunal.

Representing one of the world's largest sports apparel retailers defending a complex claim of failure to make reasonable adjustments and discrimination arising from disability.

Acting as sole counsel for a disabled prisoner claiming failure to make reasonable adjustments in relation to his cell, toilet and shower facilities against the Ministry of Justice.

Representing the claimant in a claim raising sensitive allegations of sexual harassment, direct sex discrimination and victimisation.

Acting as sole counsel for a luxury fashion retailer in a 4-day Employment Tribunal hearing concerning claims of direct race and sex discrimination, race and sex related harassment, victimisation and unfair dismissal.  

Acting as sole counsel for one of the world’s largest suppliers of sports apparel in a claim of disability discrimination, constructive unfair dismissal, and breach of the Working Time Regulations.

Acting as sole counsel for a former employee  in an 8-day Employment Tribunal hearing against a solicitors firm and lead partner concerning allegations of direct disability discrimination, discrimination arising from disability, failure to make reasonable adjustment, harassment and victimisation. 

Acting as sole counsel for a retail and commercial bank defending allegations of sex discrimination and unfair dismissal in a hearing listed for 4-days in the Employment Tribunal.

Advising a local authority on whether a proposal to withdraw special responsibility allowances from local councillors when they are temporarily unable to perform their duties could be discriminatory.

Acting as sole counsel for one of the world’s largest suppliers of sports apparel in a claim of sexual harassment.

Acting as junior counsel to Tom Coghlin KC in the Court of Appeal and EAT. The case concerned the proper interpretation of the burden of proof under s.136 EqA in all discrimination claims. Links to the EAT and CA judgments can be found here and here.

Acting as sole counsel for an appellant in EAT proceedings challenging various aspects of an Employment Tribunal’s remedy decision, including how to make awards for loss of earnings for dismissals which are both discriminatory and unfair, the category of claims to which a 25% increase on awards can be made pursuant to s.207A TULRCA 1992, and whether Tribunals ought first to increase discrimination awards by 25% pursuant to s.207A before making an award for interest or vice versa. The case settled after exchange of skeleton arguments. 

Advising a former soldier about potential race discrimination and victimisation claims against the British Army.

Acting as sole counsel for a former choir instructor bringing claims of disability discrimination, harassment, victimisation and constructive unfair dismissal arising out of an altercation with colleagues after the former choir instructor suffered a mental health breakdown. The employer responded by restricting her teaching responsibilities on the basis of alleged safeguarding concerns. The case settled shortly before the first day of a 10-day hearing.

Acting as sole counsel for a police authority in a claim brought by a former employee alleging direct age discrimination and constructive dismissal. 

Acting as sole counsel for the respondent national supermarket in a 3-day Employment Tribunal hearing to determine allegations of race discrimination and unfair dismissal.

Acting as sole counsel for a former employee in a case concerning allegations of disability discrimination, harassment and constructive unfair dismissal brought against her former employer, a global customer data science company. The case settled at judicial mediation.

Acting as sole counsel for a former employee against a FTSE-100 telecommunications company in claim of disability discrimination, disability related harassment, unfair dismissal and breach of contract. The claim settled at judicial mediation.

Acting as sole counsel for a former employee in a pregnancy and maternity discrimination claim against a global engineering and design firm. The case settled shortly before the start of a multi-day hearing. 

Acting as sole counsel for a claimant in a 2-day liability hearing and 1-day remedy hearing concerning allegations of direct race discrimination. A link to the tribunal judgments can be found here.

Acting as sole counsel for a national supermarket in two hearings lasting a total of 5 days defending allegations of victimisation and constructive unfair dismissal. A link to the judgment can be found here.

Acting as sole counsel on behalf of a female chef in a 4-day equal pay trial against what is purportedly the largest contract foodservice company in the world. The success of this claim attracted national media attention e.g. here and here).

Acting as sole counsel for a former employee bringing numerous claims against a Christian denomination church of disability discrimination, disability related harassment, victimisation and breach of the National Minimum Wage Regulations. The case settled immediately before the start of a 6-day hearing.

Acting as sole counsel for a former employee in a 2-day liability and 1-day remedy hearing against the Stroke Association concerning a claim of failure to make reasonable adjustments and unfair dismissal. Navid also acted for the former employee in her reconsideration application concerning the correct approach to calculating future loss of earnings which led to an increase in the  final award. A link to the reconsideration judgment can be found here.

Acting as sole counsel for a group of over 20 claimant employees bringing breach of contract claims against their former employer – a major high street retailer – concerning the number of holiday days the claimants were permitted to take each year.

Acting as junior counsel for a group of approximately 4,000 claimants bringing equal pay claims against the Co-op supermarket. The case is part of a slew of long-running and complex equal pay claims being brought predominantly by female shop-floor workers seeking equal pay with predominantly male distribution centre workers. The case against Co-op has received considerable national media attention - for example, see here and here.

Acting as junior counsel for Uber in the group litigation that follows the widely publicised Supreme Court decision in 2021 which found that drivers providing services via the Uber app are workers. The group litigation in which Navid is acting concerns matters such as when the worker contract comes into existence, and the nature and scope of Uber's resulting holiday pay and national minimum wage obligations. Navid is acting in group claims spread across both the employment tribunal and civil courts. The claims continue to receive considerable national media attention; see for, example, here and here. The outcome of the case could affect the legal framework under which many household platform-economy operators work.

Acting as sole counsel for a world-renowned University, an international law firm, and 18 individual respondents defending approximately 1000 claims of unlawful conduct, including discrimination, whistleblowing detriments, and breaches of the HRA 1998, brought by a current employee. The case raises complex issues of law relating to vexatious claims, and the handling of multi-party litigation brought by a current employee who also has multiple concurrent and overlapping internal grievances.

Long-standing advisor to, and junior counsel representing, one of the largest gig-economy platform operators in relation to numerous employment tribunal claims in which the worker status of those working via its platform are being challenged. Also advising the operator on the potential employment status impact of new commercial products and updates to its methods of working, against the ever-present backdrop of existing and potentially further group litigation.

Advising an ex-FCO worker who blew the whistle on the Government’s allegedly mismanaged withdrawal from Afghanistan. The ex-FCO worker gave evidence to a Parliamentary select committee, which received widespread media attention.

Acting as sole counsel for a luxury travel services company defending a series of claims of detriment and automatic unfair dismissal arising out of alleged health and safety concerns in respect of the Covid-19 pandemic and the alleged risk to the claimant and others of travelling to work.

Representing a senior Trading Desk Head bringing claims against a global bank for whistleblowing detriment and automatic unfair dismissal.

Acting for an employer defending a whistleblowing claim, and a claim for automatic unfair dismissal (health and safety), where the employee alleged that she was dismissed and subjected to detriments for raising health and safety concerns in respect of the Covid-19 pandemic.

Acting as sole counsel for the respondent in a complex 5-day Employment Tribunal hearing defending allegations of whistleblowing detriment and dismissal arising out of alleged disclosures of health and safety issues, as well as claims of unlawful deduction of wages. 

Acting as sole counsel for a delivery company in a wide-ranging claim concerning whistleblowing detriment, automatic and ordinary unfair dismissal, and wrongful dismissal. 

Acting for the respondent in a 2-day hearing to determine a former employee’s claim for whistleblowing detriment. A link to the judgment can be found here.

Acting as junior counsel to Caspar Glyn QC for a senior compliance ex-employee against a multi-national retail and commercial bank in a high-value whistleblowing detriment and dismissal claim.

Acting as junior counsel to Caspar Glyn QC for a senior ex-employee of a global bank working in the financial crime division alleging whistleblowing detriment and dismissal, as well as direct sex and race discrimination.

Acting for a senior orthodontist working at a boutique dental clinic in London challenging her classification as a self-employed independent contractor and raising complaints of discrimination and whistleblowing detriment.

Advising a nationwide hospitality business on whether its core business model - which involves contracting with self-employed contractors and independent companies - could be found by an employment tribunal, court, or relevant tax body to give rise to employment or worker relationships.

Acting as junior counsel for Uber in the group litigation that follows the widely publicised Supreme Court decision in 2021 which found that drivers providing services via the Uber app are workers. The group litigation in which Navid is acting concerns matters such as when the worker contract comes into existence, and the nature and scope of Uber's resulting holiday pay and national minimum wage obligations. Navid is acting in group claims spread across both the employment tribunal and civil courts. The claims continue to receive considerable national media attention; see for, example, here and here. The outcome of the case could affect the legal framework under which many household platform-economy operators work.

Acting for Yodel as junior to Jason Galbraith-Marten QC. The matter was sent by Watford ET under the Preliminary Reference Procedure to the CJEU, leading to a Reply by Reasoned Order concerning the meaning of ‘worker’ under the Working Time Directive in the context of the ‘gig economy’. A link to the CJEU’s Reply by Reasoned order can be found here. Media coverage of the case can be found here.

Long-standing advisor to, and junior counsel representing, one of the largest gig-economy platform operators in relation to numerous employment tribunal claims in which the worker status of those working via its platform are being challenged. Also advising the operator on the potential employment status impact of new commercial products and updates to its methods of working, against the ever-present backdrop of existing and potentially further group litigation.

Acting as sole counsel in a two-day preliminary hearing for a commercial fishery defending a series of employment law claims brought by a groundsman where the preliminary issue concerned the claimant's purported worker / employee status.

Acting as sole counsel for a company manufacturing props and scenic embellishments for major high street retailers in a County Court matter concerning alleged wrongful dismissal and failure to pay contractual holiday pay. The claim was struck out on the basis of a one-day hearing which established that the claimant was neither an employee nor a worker and had no contractual holiday pay entitlements.

Acting for 4 LPA receivers defending claims by their former employer concerning an alleged team move, breach of non-solicit and non-deal covenants, and misuse of confidential information.

Acting as junior counsel for the former Head of Research & Analytics at a business intelligence provider defending allegations of orchestrating a scheme involving approximately a dozen other former and current employees to misappropriate and misuse his ex-employer’s confidential information. The claims included breach of contract, breach of confidence, breach of fiduciary duties, and unlawful means conspiracy.

Acting as junior counsel for a group of claimant companies in the fashion retail, accessory, and homeware industries bringing claims of breach of contract, breach of fiduciary duty and unlawful means conspiracy in the High Court against a former employee and his newly incorporated company following his alleged misappropriation of the claimant companies’ domain names. The case also raises issues of trade mark infringement and passing off.

Representing a claimant insurance company in a claim against 3 former employees and their new employers in which it is alleged that the defendants have been involved in an unlawful solicitation scheme of the claimant's clients, and in both unlawful and lawful means conspiracy.

Advising a former senior special advisor (“SPAD”) to a senior cabinet minister on proposed restrictive covenants in their next employment contract after working in government. 

Acting as junior counsel advising a former employee of a large healthcare company on how to respond urgently to threatened High Court proceedings to enforce non-solicitation covenants and confidentiality obligations by way of injunctions.

Advising a cosmetics company on the enforceability of non-compete and non-deal covenants in the employment contract of a former sales executive and the merits of seeking injunctive relief. 

Advising a former employee working in software development about the enforceability of a clause in his employment contract giving his former employer the option to seek repayment of alleged ‘training’ expenses because he had not completed a minimum of 5 years of continuous employment. The case raises issues about the scope of the Restraint of Trade doctrine.

Advising a former marketing executive on whether her contract of employment had been validly varied so as to include non-compete covenants which her former employer (a global manufacturer and distributor of confectionery) was seeking to enforce.

Advising a retailer on implementing restrictive covenants into the employment contracts of its employees and their enforceability.

Advising a global medical technology company on drafting and inserting restrictive covenants into employees’ contracts of employment.

Advising an employer seeking to enforce confidentiality obligations against a former employee arising out of posts made on social media.

Advising an employer seeking to enforce confidentiality obligations against a former employee arising out of posts made on social media.

Acting as junior counsel in a claim brought by a prominent nationwide house developer against another, alleging, among other things, breach of confidentiality and database rights, seeking injunctions, substantial damages and/or negotiating damages. 

Acting as junior counsel advising a former employee of a large healthcare company on how to respond urgently to threatened High Court proceedings to enforce non-solicitation covenants and confidentiality obligations by way of injunctions.

Acting as junior counsel for the former Head of Research & Analytics at a business intelligence provider defending allegations of orchestrating a scheme involving approximately a dozen other former and current employees to misappropriate and misuse his ex-employer’s confidential information. The claims included breach of contract, breach of confidence, breach of fiduciary duties, and unlawful means conspiracy.

Acting for 4 LPA receivers defending claims by their former employer concerning an alleged team move, breach of non-solicit and non-deal covenants, and misuse of confidential information.

Acting as an independent investigator in a matter concerning allegations of victimisation against the head of a leading university institution accused of sexual harassment.

Acting as the chairman of a three-person panel reviewing the decision of a statutory tribunal. The case concerns whether three members of the statutory tribunal breached the Code of Conduct for tribunal members by racially discriminating against and/or victimising another tribunal member. 

Conducting an independent investigation in an internal appeal against dismissal brought by the former CEO of a group of property development companies. The matter involved interviewing multiple witnesses in different countries, reviewing thousands of pages of documentary evidence including accounting information, and determining whether the former CEO was dismissed for raising health and safety issues, or because of poor performance and mismanagement as alleged by the shareholders who had dismissed him.

Instructed by an employer to conduct an independent investigation following a former employee’s appeal against dismissal for misappropriating a significant amount of the company’s funds. The matter involved analysis of large amounts of financial documentation and interviewing witnesses in multiple countries.  

Acting as sole counsel for a primary school head teacher defending allegations of unacceptable professional conduct concerning a safeguarding incident. Also representing the head teacher in related Employment Tribunal proceedings in a claim for unfair dismissal.

Advising as sole counsel in relation to potential TRA proceedings concerning a former headteacher of a secondary school regarding safeguarding allegations of sexual nature.

Acting as sole counsel for a former head teacher who was referred to the Teaching Regulation Agency for comments he posted on an internet chat room about paedophilia.

Acting as sole counsel for a claimant head teacher bringing an unfair dismissal claim arising out of the head teacher’s decision to employ someone who had been the subject of a prohibition order by the Teaching Regulation Agency

Acting as sole counsel for a Further Education Lecturer accused of ‘serious professional incompetence’ before the Fitness to Practise Committee of the Education and Workforce Council in a 5-day hearing.

Acting as sole counsel for an award-winning head teacher before the Teaching Regulation Agency across multiple hearings lasting two-weeks. The head teacher faced numerous misconduct allegations, including manipulation of SATs results over a 6-year period and bullying her staff. The case received considerable media attention, but links are not included here because this would identify the head teacher and the allegations were all dismissed.

Acting as sole counsel for a dental nurse in a hearing before the Professional Conduct Committee of the General Dental Council in which the dental nurse admitted to an allegation of fraud and sought to resist the most serious sanctions available to the Committee. 

Acting as sole counsel for a social worker in two hearings before the Health & Care Professions Council’s Conduct & Competence Committee lasting a total of 8 days. The social worker was facing allegations of failure to recognise risks of sexual abuse to a child in protection. 

Representing a disabled prisoner, who is a double-amputee and obese, bringing claims under the Human Rights Act 1998 and Equality Act 2010, as well as claims in negligence, against a prison authority and Secretary of State for Justice for leaving him bedridden in a make-shift cell without a shower, wash basin or toilet, and without the necessary equipment and support to enable him to participate in prison life. 

Advising a local authority on whether a proposal to withdraw special responsibility allowances from local councillors when they are temporarily unable to perform their duties would be discriminatory. This advice is potentially applicable across a large number of local authorities nationally. 

Acting for members of the Irish traveller community following a service provider's refusal to hire them a function room for a christening. The case raises issues of direct race discrimination, victimisation and harassment arising out of unwanted and insulting comments about traveller communities in general. The case is supported by the Equality & Human Rights Commission.

Representing a disabled prisoner in his claims under the HRA 1998 (relying on Articles 8 and 14 ECHR) and EqA 2010 against the prison authority concerning the failure to make reasonable adjustments to ensure his basic needs are met, including the failure to transfer him to a more suitable prison.

Advising on prospective claims to be brought by warehouse workers of a multi-national e-commerce company which challenge, among other things, the practice of disciplining workers for failing to meet unknown targets, which the company monitors using digital surveillance. 

Advising the National Association of Headteachers regarding the merits and quantum of a claim brought by one of their members - an award-winning headteacher of a primary school - against the National Education Union and one of its officers arising out of highly critical and damaging comments allegedly published in private and public forums, and via the media. The claims include unlawful means conspiracy, lawful means conspiracy, and breaches of the Protection from Harassment Act 1997 - which involves a balancing of Art 8 and Art 10 ECHR rights. The case has received considerable local and national media attention e.g. here and here.

Advising Alistair Hudson - the Director of the Manchester Art Gallery and Whitworth Art Gallery, and an employee of the University of Manchester - regarding a series of legal issues arising after an exhibition entitled "Cloud Studies" by Forensic Architecture was displayed in the Whitworth Art Gallery. The case engaged issues around, among other things, the right to freedom of expression under Article 10 ECHR; the right to freedom of thought, conscience and religion under Article 9 ECHR; discrimination under the EqA 2010; and the scope and nature of a University’s obligation to respect academic freedom under the Education (No.2) Act 1986. The case has received considerable national media interest e.g. here and here. Mr Hudson's alleged treatment reportedly led to more than 100 University staff signing a letter in protest and numerous artists withdrawing from the Manchester leg of the touring exhibition British Art Show (see reports here).

Acting as junior counsel to one of the most high-profile operators in the gig-economy in a series of cases concerning the lawfulness of the facial verification technology which the operator uses to confirm the identity of those performing services using its platform. The cases have received considerable media attention (e.g. here and here) and are supported by the Equality & Human Rights Commission.

Advising on a judicial review raising issues of discrimination and public law illegality concerning the lawfulness of the entire system by which prisoners are transferred from one prison to another in the UK. This work may affect any of the approx. 83,000 prisoners currently in detention in the UK.

Advising a prisoner who is serving a sentence for sexual offences on whether the criteria by which his risk of reoffending was measured directly or indirectly discriminated against him on the grounds of sexual orientation.

Advising a prisoner in a complex transsexual discrimination and HRA 1998 claim (relying on Articles 8 and 14 ECHR) relating to the shower facilities made available to the prisoner.

Advising on a claim for indirect discrimination and breaches of HRA 1998 brought by a prisoner who requested, and was refused, the option of having medication in possession or administered after iftar so as to enable him to keep his fast during Ramadan of 2020.

Advising a leading NGO as part of a four-person team of counsel on the legal issues arising out of Covid status certification / ‘vaccine passports’ being used by proprietors of premises to decide who can enter and by employers to make employment-related decisions. This issue generated significant media and Parliamentary attention.

Advising the daughter of one of the UK’s leading sports stars about her potential discrimination claims on the grounds of race and religion against her private school.

Acting as sole counsel for a disabled prisoner claiming failure to make reasonable adjustments in relation to his cell, toilet and shower facilities against the Ministry of Justice.

Acting for a blind claimant in relation to a local authority’s failure to provide her with accessible correspondence. The case was widely reported by local and regional media e.g. here.

Acting as sole counsel in two consecutive claims brought by a blind and partially deaf prisoner against two prison authorities for failure to make reasonable adjustments and breaches of the HRA 1998, relying on Articles 8 and 14 of the ECHR.

Acting as junior counsel to Declan O’Dempsey in a judicial review claim in the High Court for a claimant who was falsely imprisoned for 891 days by being subjected to an unlawful curfew under Sch 3, para 2(5) of the Immigration Act 1971. A link to the judgment can be found here.