Fergus Currie

Ranked Band 3 for employment law in Chambers and Partners.

“The well-liked Fergus Currie… knows his way around his subject area, which includes unfair dismissal, discrimination and TUPE work.” – Chambers and Partners, 2013

Fergus’ employment practice includes the staple diet of unfair and wrongful dismissal actions, together with all aspects of discrimination, equal pay, whistleblowing, collective redundancies and TUPE Regulations, as well as more general contractual disputes.

Over the years since its inception he has advised in a number of cases where the Equality Act 2010 impacts on and overlaps with other areas of law, such as the provision of social housing and the membership of clubs / associations.

“Has a strong presence in the… employment market, alongside his personal injury and public law activity… He is a great barrister – a really safe pair of hands.” – Chambers and Partners, 2014

Fergus undertakes both Claimant and Respondent work; the latter includes representing large organisations such as local authorities and national public bodies. He is happy to provide advice and guidance to individuals or companies of any size, whether that be in relation to internal procedures during employment or post-employment claims, at all judicial levels.

Recent employment cases of interest:

‘S’ (2016) – High Court action involving the employment rights of an employee with learning difficulties in a TUPE situation. Allegations of misrepresentation / negligent misstatement alleged as between the transferor / transferee.
‘L’ (2016) – EAT case concerning the question of causation and unfavourable treatment / detriment under s.15 Equality Act 2010.
‘B’ (2017) – represented public school of national significance in its defence of a multi-dimensional claim by a former teacher, involving allegations of whistleblowing, age and disability discrimination.
‘OE’ (2015) – acted for the Claimant in his race discrimination and harassment claim against a prominent local employer. Case turned on the issue of intention / motives in the use of words / behaviour of a senior employee of the Respondent.
‘M’ (2014) – six-figure claim, involving a substantial number of alleged incidents over the course of several years, for disability discrimination and harassment against a regional police authority.