Kate is a Partner in the AG employment law team and part of the wider Disputes Group. Kate has extensive experience advising employers on all aspects of the employment relationship. This includes both non-contentious and contentious matters.
Kate predominantly advises commercial clients, mainly international organisations, on a full range of employment law issues including workplace investigations, capability issues, unfair dismissal, discrimination, TUPE, senior executive exits, business reorganisation involving redundancy and collective redundancy processes.
Kate has a particular interest in workplace investigations and specifically in advising clients on complex workplace investigations including investigations involving protected disclosures. Kate regularly speaks on employment law topics at firm events and external training events.
Kate is currently advising clients on a number of complex cases involving capability and reasonable accommodation issues.
We are regularly asked to advise clients in managing situations where employees are struggling during their probationary period. Recently we have seen an increase in cases being brought by employees who are dismissed during the probationary period.
Often these dismissals are when an employee is not considered a ‘good fit’ for the role and no process is invoked by the employer. While it is generally established that probationary periods can be used as a trial period it is important for employers to be aware that dismissal during a probationary period is not risk free.
In this article Kate Field of AG advises on drafting and reviewing probationary clauses and importantly looks at the recent case law on dismissing employees during
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