
Meet Paul
Paul Grindley is our business employment law expert
Clear, helpful and really good to work with. Prompt responses at all times.
Business employment law
Business employment law is a fast changing and complex area of law. At Winston Solicitors we recognise the importance of providing clear and practical commercial advice and solutions. Our employment solicitors are recommended in Chambers & Partners.
We can advise on all aspects of employment law which may affect your business and act for many employers across a wide range of businesses. Paul is well known and regarded for giving on the spot, focussed advice and how to implement steps to ensure you and your business are protected. He has particular expertise in dealing with senior executive terminations, restructuring, redundancies, handling disciplinary situations, complex fraud and discrimination. We can handle your case from start to finish in the event that you face proceedings in the employment tribunal.
Business employment law is a fast changing and complex area of law. At Winston Solicitors we recognise the importance of providing clear and practical commercial advice and solutions. Our employment solicitors are recommended in Chambers & Partners.
We can advise on all aspects of employment law which may affect your business and act for many employers across a wide range of businesses. Paul is well known and regarded for giving on the spot, focussed advice and how to implement steps to ensure you and your business are protected. He has particular expertise in dealing with senior executive terminations, restructuring, redundancies, handling disciplinary situations, complex fraud and discrimination. We can handle your case from start to finish in the event that you face proceedings in the employment tribunal.

The concept of a protected conversation was introduced in 2013 enabling an employer to enter into discussions (“out of the blue”) with an employee with a view to terminating their employment under a settlement agreement, without the parties being able to rely on the details of the conversation as evidence in an unfair dismissal claim. The purpose of the legislation is to enable employers to facilitate the exit of underperforming staff without the necessity of going through a lengthy formal performance management process which can be stressful for both parties.