Ronnie has attended the National Housing Federation Conference as a speaker and presented on topics such as TUPE and Pensions and Employment Law Updates. Ronnie also regularly attends and speaks at Employment Forums organised by the National Housing Federation.
Areas of Expertise
Ronnie specialises in all aspects of contentious and non-contentious employment law. He advises corporate clients, public sector bodies and Registered Providers. He also has expertise in defending tribunal claims ranging from wrongful dismissal, unfair dismissal, whistle blowing, discrimination (all protected characteristics), breach of contract claims and matters relating to Data Protection. Ronnie also speaks at external seminars and provides in-house training to clients on all aspects of employment law.
In addition to employment law, Ronnie also has expertise in care related areas such as personalisation, safeguarding investigations, referrals to the Disclosure and Barring Service, mental capacity, deprivation of liberty, and regulatory issues with the Care Quality Commission.
Prior to Devonshires Solicitors, he worked at Lewis Silkin as a Paralegal in the property team. This involved acting on behalf of Registered Providers in relation to property purchases and acting on behalf of Barratt Homes in relation to plot sales.
Ronnie contributes to our Employment Blog and regularly sends E-Alerts to clients with updates of key decisions. Ronnie is also the editor of the Care Brief.
Ronnie is a member of the Employment Lawyers Association.
Ronnie acted on behalf of a Registered Provider defending claims of equal pay/sex discrimination made by over 200 claimants following a TUPE transfer from a local authority. This involved working in partnership with the local authority and arguing that the claimants had failed to identify an appropriate comparator, that any disparity in pay was due to a genuine material factor unconnected to the claimants sex and that any allegations of indirect sex discrimination was objectively justified.
Ronnie advised a charity on changing terms and conditions for over 200 employees that involved a reduction in pay. The matter was complicated by the fact that the charity had employees that transferred to them under TUPE and made allegations that their terms and conditions were protected. Ronnie advised on the advantages and disadvantages of making the variations to terms and conditions under a process of dismissal and re-engagement with and without the use of a settlement agreement. Due to costs the charity was unable to use a settlement agreement but still successfully implemented the changes without any claims from staff being issued.
Ronnie acted on behalf of a charity where an ex-employee made numerous claims including unfair dismissal, disability discrimination, race discrimination, age discrimination, religious discrimination, suffering a detriment due to making a protected disclosure, perceived disability discrimination, victimisation, and harassment made by an ex-employee. The matter was complicated by the manner in which the claimant’s legal representative conducted the proceedings by making further allegations throughout the process. The majority of the Claimant’s claims were struck out after the second day of the hearing and the balance of claims were dismissed on the final day of the hearing. Ronnie also secured a cost order against the Claimant and his legal representative.