Areas of practice:

Michael qualified as a solicitor in 2013. Michael is an employment lawyer within our charities and social economy team at Wrigleys. He has previously worked in the employment teams of a Harrogate law firm and large commercial firms in Leeds, where he gained a range of employment law experience by working on various commercial projects and employment tribunal work.

During a break from the legal profession, Michael worked for a Leeds-based debt charity where he helped their clients as part of the overall debt advice process. This experience also provided Michael with an insight into the nuanced employment law needs of charity sector employers, as well as providing experience of the often unique pressures a charity faces.

Publications:

Michael has written the following articles:

Sexual harassment – the new preventative duty one year on

Will employers be liable for harassment by an AI tool in the workplace?

Employment Rights Bill – Headline of changes following House of Lords Report Stage

TUPE and vicarious liability: what schools and academy trusts need to know 

Employment Rights Bill: Update following House of Commons approval on 12 March 2025

Employment Rights Bill: Update following first Parliamentary Committee review

Protected Conversations Under s.111A ERA 1996: Key Insights from Employment Appeal Tribunal Decision

Work experience and employing children - what employers and schools need to know 

Wrigleys’ Essential Employment Guide - The Disciplinary Process Part 4 

Employment Rights Bill – what can employers expect?

Wrigleys’ Essential Employment Guide - The Disciplinary Process part 3

Wrigleys’ Essential Employment Guide - The Disciplinary Process

**Wrigleys’ Essential Employment Guide** - The Disciplinary Process

Election Manifestos and Employment Law – What to Expect?

New Employer Duty to Prevent Sexual Harassment at Work: Effective 26 October 2024

Employee’s aggressive conduct did not arise from disabilities

Dismissal for long-term sickness absence was not discriminatory

Question of the month: can a former employee stop their image being used for marketing purposes?

Will the without prejudice rule apply to make settlement negotiations inadmissible as evidence?