Ranked in Tier 1 for Employment – The Legal 500 (2017)
“Well known for acting in discrimination, victimisation, bullying and harassment claims.” – The Legal 500 (2017)
“Experienced in contractual disputes, unfair dismissal, TUPE and equality claims.” – The Legal 500 (2016)
Simon Anderson’s employment law practice encompasses all aspects of individual employment litigation, including contractual disputes, unfair and wrongful dismissal, redundancy, the transfer of undertakings, protected disclosures and equality claims.
‘His real strength lies in cross-examination.’ – The Legal 500 (2015)
“Recommended” – The Legal 500, 2013 (Employment)
He has also been involved in professional disciplinary hearings and local-authority health & safety notice appeals.
“An excellent advocate” with “An effective individual style.” – The Legal 500, 2012 (Employment)
Simon is highly regarded for his ability in claims relating to discrimination, victimisation, bullying and harassment. A complementary background in personal injury law also enables him to offer comprehensive practical and tactical advice in the specialist field of occupational stress.
He is experienced in managing lengthy multi-party tribunal hearings featuring complex issues of fact and law, conflicting expert medical evidence, high-value schedules of loss, and jurisdictional points.
“A ferocious cross-examiner.” – The Legal 500, 2014 (Employment)
Simon has had High Court involvement in executive-pay claims and the enforcement of post-termination restrictive covenants, including obtaining interim injunctive relief. He has notably acted for solicitors threatened with proceedings in the tort of conspiracy resulting from recruitment. Simon has also been involved in claims based in contract and misrepresentation for losses sustained as a consequence of an employee’s breach of the implied duty to take care.
Lectures & training
Simon is a member of the Employment Lawyers Association and has presented lectures and seminars on such topics as appeals to the EAT, extending the jurisdiction of the employment tribunal, the transfer of undertakings and the recovery of costs.
- Halim v University of Huddersfield  – Fundamentally dishonest disability discrimination and reasonable adjustments claim made by an employment law lecturer.
- Bramham v UFP Ltd  – Whether suspected diabetic neuropathy satisfied the definition of disability in a discrimination and reasonable adjustments claim.
- Knight v Dignity Funerals Ltd  – Sexual harassment and assault of a female in a funeral parlour.
- Khan v Bradford Metropolitan District Council  – Constructive dismissal claim arising from the surveillance of an employee absent with a psychological injury. Personal injury claim made in subsequent proceedings arising from the same facts.
Simon may accept Public Access work, where he can be instructed directly by a member of the public rather than a solicitor.