Hilary Larter
Consultant
Leeds
About
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Biography
Hilary specialises in both contentious and non-contentious employment law, and has particular experience advising in relation to complex discrimination claims and matters. She is a member of our Equality & Discrimination Unit and has successfully represented a client in the European Court of Human Rights.
She is also a member of our Doctors & Dentists Unit and regularly advises clients on internal issues concerning practitioners, as well representing clients in a number of high profile court claims.
Also, Hilary advises on senior executive, directors and consultant doctor issues including contracts, severance agreements and disciplinary matters.
Clients include a number of NHS Trusts and NHS Foundation trusts, universities and a number of corporate clients.
Hilary is a regular speaker at external events and has spoken at a series of seminars for NHS Employers on doctor's disciplinary matters.
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NHS
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Employment
Office Location
Leeds
Articles
Employment
2 min read
Equality and Human Rights Commission (EHRC) launches consultation on amendments to guidance on preventing workplace sexual harassment.
Employment
3 min read
Fixed term contract: Employment Appeal Tribunal agrees renewal of fixed-term contract beyond four years was justified.
Employment
3 min read
New guidance on the use of settlement agreements: This guidance is to be adhered to by NHS employers when entering into new settlement agreements
Employment
3 min read
Redundancy: Tribunal should have addressed whether the statutory definition of redundancy applied in a maternity leave dismissal case.
Employment
4 min read
Settling future claims: Future discrimination claims precluded by settlement agreement where disabled employee's employment continued.
Employment
2 min read
Tribunal process: Employment Appeal Tribunal upholds case management order to disclose unredacted financial documents in redundancy unfair dismissal and discrimination claim.
Employment
5 min read
Whistleblowing and victimisation: employer liable for victimisation and whistleblowing detriment inflicted on an employee years after the protected acts or disclosures were made.
Employment
4 min read
