Viewing: Employment for Charles Crow

Charles specialises in all aspects of employment law, acting for both Respondents and Claimants at hearings and in an advisory capacity. He has particular experience in the areas of: unfair dismissal, including redundancy, discrimination, TUPE, and contractual claims.
As well as frequently representing union and insurance backed individual Claimants, Charles is frequently instructed by local authorities, NHS Trusts, Schools/Colleges, airlines and employment agencies. He is well used to the marshalling of significant amounts of material in multi-day/week hearings.
As well as an increasing appellate practice, Charles has also been involved in both judicial and non-judicial mediations and is now an accredited mediator himself.
Instructions are accepted on a direct access basis.
Accredited Mediator
“One of his strengths is the ability to quickly assimilate a large amount of information and then use it to his advantage in cross-examination. He can then succinctly express the key points to the judge.” “He is a very intelligent opponent and he really fights his client's corner." “A bit of a brainiac, and very calm under pressure.”
Chambers UK 2021
“Sharp and pragmatic, works well with clients and quickly gets to grips with the key issues in a case.”
Legal 500 2021
“A technically brilliant and powerful advocate who is thorough, persuasive and able to get to the crux of complex matters quickly and with ease.” “He stands out for his tenacity and commitment to getting the best result.”
Chambers UK 2020
“He has an extremely effective style in tribunal which leads to early results.”
Legal 500 2020
“Thorough, insightful, conscientious and fiercely bright. He is formidable in court and has an excellent way with his clients.” “A good, measured advocate.”
Chambers UK 2019
“Very personable with a fierce intellect.”
Legal 500 2019
“He is an excellent advocate, he thoroughly prepares beyond anything I would expect and he gets on famously with lay clients.” “His approachability is definitely a strength and he gets more out of the client. He is very persuasive and puts forward his argument in a professional way.”
Chambers UK 2017
“A methodical and structured practitioner.”
Legal 500 2016
Notable Cases
Henry and Others v. London Care and others
3 day preliminary hearing and impending EAT appeal concerning service provision change in the care industry.
Valentine v. Thera East [2017] IRLR 878 - Before HHJ Richardson
an appeal in relation to payments to a peripatetic carer for travel to and from care appointments at the beginning and end of the day, and the jurisdiction of a Tribunal to consider a claim not in fact argued by a litigant in person.
Morgan v. Royal Mencap [2016] IRLR 428 - Before Simler, J (P)
an appeal concerning the public interest provision in Whistleblowing/Protected Disclosure cases, and the limitations on a Tribunal’s power to strike out a whistleblowing case on the grounds of it lacking reasonable prospects.
Hamblett v. The Humberside Lincolnshire and North Yorkshire Community Rehabilitation Company Limited and others (2015-16)
14 day (not including remedy) unfair dismissal and disability discrimination case involving a probation officer and arising from the completion of offender records.
Rogers v. United Care Limited
7 day (not including remedy) constructive unfair dismissal and disability discrimination case, involving a care home manager.
Ore v. Dudley
8 day unfair dismissal and whistle-blowing case
AZ v. Oxford University Hospitals NHS Trust
10 day (not including remedy) unfair dismissal case, involving a Consultant Surgeon, followed by separate remedies hearing. At the remedy hearing the sum of 93,306 was awarded by way of compensation, and an award of wasted costs.
Hurley v. Hereford Hospitals NHS Trust
6 day (not including remedy) unfair dismissal case
Howell v. Easyjet
pilot, protected disclosures regarding flying hours/limitations/fatigue, detriment suffered
Hamilton v. West Midlands Ambulance NHS Trust
acting for the NHS Trust, unfair dismissal (criminal offences outside of the workplace)
Walcott v. Whipps Cross University Hospital NHS Trust
acting for the Trust, discrimination and harassment
Quashie v. Methodist Homes Housing Association [2011] UKEAT/0422/11/DM
ET procedure
Hurley v Wye Valley NHS Trust
10 day unfair dismissal (capability/misconduct) ITU nurse
Bishop v. Carlisle Staffing
unfair dismissal (redundancy), flexible working, maternity leave/sex discrimination, detriment
Nazir and Aslam v. Asim UKEAT/0332/09; [2010]ICR1225, [2010] EqLR 142-155, [2010] ALL ER (D) 113 (Aug)
RRA, ET procedure/unincorporated associations - remitted hearing following EAT decision, 6 days, costs awarded in favour of Respondents
Harber v. Kelly Residential UKEAT/0105/CEA
Human Rights, right to representation at internal disciplinary proceedings, ‘substitution’ by Employment Tribunal, limits of EAT’s appellate jurisdiction
Bryan v. Reverend Enever
employee status (church organist), unfair dismissal
Cpt. Mason v. Thomas Cook
Telegraph, 20 March 2009
acted for Thomas Cook in multi-day, publicised unfair dismissal claim
Dr Elaine Storkey v. Wycliffe Hall
8th January 2008
religious discrimination
Chohan v. Derby Law Centre [2004] IRLR 685; [2004] ALL ER (D) 132 (Apr)
Birmingham City Council v. Mtize; and others [2004] IRLR 516
Cases at first instance involving the recovery of compensation in excess of GBP 90,000 and GBP 60,000
Employment Lawyers Association
Birmingham Law Society’s Employment Law Committee
Charles was called to the Bar in 1999, having passed his Bar examinations at the Inns of Court School of Law. Whilst training for the Bar he won both a Hardwicke Scholarship and a Tancred Studentship from Lincoln’s Inn.

Latest News & Publications

Proportionality has been the watchword in costs for such a length of time that one might have...

Date: Thu, 10 Oct 2019
In the recent case of Awan v. ICTS UK Ltd [2018] 11WLUK 385 (Simler J, President) the EAT confirmed and strengthened previous decisions (Aspden v. Webbs Poultry [1996] IRLR 251, Briscoe v. Lubrizol Ltd [2002] IRLR 607, amongst others) to the effect that a term will be implied into contracts of employment that "once the employee has become entitled to payment of disability income due under the long-term disability plan, the employer will not dismiss him on the grounds of his continuing incapacity to work”.  But is this apparently Claimant-friendly decision potentially a two-edged sword?...

Date: Wed, 12 Dec 2018