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Paul Hayward

Paul Hayward

Associate

T: 01865 268 688 (DDI)
T: 01865 792 300
E: paul.hayward@roydswithyking.com

Paul is an associate in the Employment team based in Oxford. He has experience in all aspects of employment law, acting for both senior individuals and organisations, from public sector clients to SMEs.



About Paul

Paul has more than nine years’ experience as an employment lawyer and a proven track record of bringing and defending complex multi-issue discrimination claims for clients.

Paul joined Royds Withy King in 2017 from an employment law boutique firm, where he advised a number of senior individuals, a range of companies within the IT industry, as well as companies that facilitated public sector contracts, such as supplying products and services to the NHS. Paul has also undertaken claimant work for senior executives within the BBC and a Premier League football club coach.

Work highlights

  • advising a company with regards to a director and two junior employees stealing confidential information and actively setting up and competing against the company during their employment. This included enforcement of the restrictive covenants within the former employees’ contracts of employment, the defence of Tribunal proceedings brought by the employees and a successful application for pre-action disclosure, resulting in disclosure of all of the individuals’ activities so that losses could be quantified.
  • advising an NHS Trust on the change of 35 employees’ contractual benefits that resulted in collective consultation, with the involvement of the employees’ trade union. With expert legal support, the Trust was able to successfully procure changes to all of the contracts of employment in question.
  • advising a senior individual on the campaign of harassment he was subject to due to his mental impairment. This involved advising the client on his grievances, correspondence with the company’s management team and successfully negotiating through judicial mediation a five-figure settlement, an agreed reference and an apology by the company.

Memberships and interests

Paul is a member of  the Employment Lawyers Association. Outside of work, Paul is a keen cyclist.

Employment law never gets boring, be it due to human behaviour or nature, or that it can be a political football at times, and I enjoy the pace and challenges that this can bring. It provides the chance to work with individuals and companies and add value to their situation, in sometimes difficult circumstances.

Paul HaywardPaul Hayward

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Opinion [3]
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When ‘fired’ means ‘fired’

27 March 2018

We often stress the importance of communication and making sure that employees understand where they stand to our clients.
However, when faced with the difficult decision to dismiss, communication between the parties can often be confused and make a difficult situation worse.

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5 of the most common mistakes employers make with their employment contracts

23 March 2018

When things go wrong between an employer and an employee and the relationship breaks down, the deciding factor can often be; ‘what does the contract say?’

As experts in employment law we see many cases involving poor contracts and see examples where both employers and employees become a victim of a poorly considered contact.

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New report calls for action on pregnancy and maternity discrimination

17 November 2017

In January 2017, in response to a report from the Women and Equalities Committee,the Government committed to “strengthen existing protections and…to review the position in relation to redundancy” for pregnant employees. Faced with increasing requests for help to their advice line, the charity Maternity Action have produced a report which calls on the Government to urgently act on its commitment. What are the implications of this report for employers?

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Events [4]
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HR training: Dismissing an employee

14 February 2018

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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