Kiera has over 20 years’ experience in employment law, acting for employers in contentious and non-contentious matters. Her client list includes leading NI Companies and large employers.
Kiera’s experience covers day to day HR problems and complex restructuring issues. She has given advice on a restructure and redundancy programme involving more than 800 employees, defended multi claimant tribunal claims for unfair dismissal arising from TUPE transfers. She recently advised on the high-profile acquisition of Wrightbus and the sale of Novosco.
She also assists with strategic decisions, successfully managing the exit of senior executives including any contentious issues with shareholding and restrictive covenants.
What the legal press says about Kiera:
- heads the department and handles contentious and non-contentious employment matters. Sources speak to her solid reputation and commend her commercial outlook, calling her a “business-focused employment lawyer.”
- provides “an excellent level of service”
- “has an excellent grasp of the commercial aspects of employment law.”
- She is commercial, pragmatic and knows which battles to fight.
- ...an excellent service in a timely manner
- ...knowledgeable
Introduction ⚓︎
During the recruitment process, employers should carefully consider the need to make reasonable adjustments for any disabled candidates that apply. One way that employers can do this is through pre-employment questions.
There is a balance to be struck with pre-employment questions and employers should tread carefully when asking them. On the one hand, employers can ask specific pre-employment questions about health or disability to establish what reasonable adjustments may be needed for disabled candidates in the recruitment process. On the other hand, however, an employer should be careful to avoid intrusive and unnecessary questions about disability as this can have consequences further down the line. The rule of thumb is that employers should not ask candidates questions about
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