Helen Lucas - Swindon Employment Solicitor | Royds Withy King

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Helen Lucas

Helen Lucas

Solicitor

T: 01793 847 717 (DDI)
T: 01793 847 777

Helen is an experienced employment lawyer who advises both local and national businesses as well as individual employees on a wide range of employment law and HR matters.



About Helen

Helen qualified as a solicitor in 2005 having previously qualified as a Legal Executive in 2000. She has many years of experience advising businesses and individuals on all aspects of employment law.

Helen previously worked for a number of firms in the Swindon area including Lemon & Co and Star Legal before joining us in May 2015 as a solicitor in our Employment & HR team.

Helen is known for her friendly manner which compliments her knowledge and experience and clients describe Helen as “very professional with a commercial common sense approach” (source: client feedback).

Outside of work Helen is a keen supporter of SMASH, short for Swindon Mentoring and Self Help, a Swindon based charity dedicated to helping vulnerable young people through mentoring relationships.

 

I love the fact that employment law is constantly evolving, keeping me on my toes! I find it particularly rewarding when I can work with my clients to help them resolve difficult situations in the workplace.

Helen Lucas

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Opinion [3]
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Gender pay gap reporting: what employers need to publish

30 March 2016

Addressing the gender pay gap is high on the Government’s agenda. Earlier this month, the Government published its response to the consultation paper implementing mandatory gender pay gap reporting on employers with more than 250 employees.

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Blowing the whistle at work – a change in the law

5 February 2016

Following the Employment Tribunal decisions in two recent cases, solicitor Helen Lucas examines the law around protection of whistleblowing employees and implications for employers dealing with contractual disputes.

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Can influence from HR affect the fairness of a dismissal?

12 November 2015

Businesses with HR teams will often lean heavily on HR to assist during a disciplinary process; that’s HR’s job, right? Not necessarily.

In a recent case there was an analysis on what is ‘fair’ for HR to do or say in a disciplinary process. In particular, to what extent can HR advise or influence the recommendation of an investigating officer or disciplinary chair?

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Events [6]
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HR training: Dismissing an employee

14 March 2017

In the last of our series of training sessions, you will learn how to spot potential employment claims, understand their value and the commercial realities of taking decisions to dismiss.

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HR training: Disciplinary and grievance

In this fourth training session we will show you how to conduct a disciplinary procedure fairly from the initial meeting all the way through to the outcome, including an appeal.

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HR training: Managing performance

This session will equip you with the knowledge necessary to handle difficult performance management situations – including when they overlap with sickness absences and grievance issues.

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HR training: Dealing with sickness

In this second workshop we will explore the issues that occur when an employee is off sick, including guidance on supporting them back into the workplace.

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