Lisa is a Partner in the Eversheds Sutherland employment team in Dubai. She advises on employment and equality law matters, and is also part of our UK-wide immigration team.
Lisa is an experienced employment lawyer with more than 20 years’ experience in the field. She has worked for Eversheds Sutherland and been a member of the global employment, labour and pensions group for the majority of her career.
She has previously worked in the Nottingham, London and Belfast offices before relocating to the UAE in 2022 to further strengthen our employment law offering in the Middle East.
Lisa has considerable experience of providing contentious and non-contentious employment law advice to multi-national companies with a presence around the globe. She advises clients across a broad range of sectors with a particular interest in Diversity, Equity and Inclusion and the people considerations of ESG within the financial and professional services, TMT and the industrials sectors. She is noted in the legal directories as a ‘next generation partner’ and as being a ‘strategic thinker’. The directories also note her track record of defending high-value and commercially sensitive litigation matters alongside the fact she ‘delivers for her clients with great efficiency’.
Lisa also supports businesses seeking to move their workforce around the globe and recruit new employees to ensure that all legal, visa and immigrations requirements are met.
Lisa is an accomplished presenter and has spoken on a wide range of employment law topics including restrictive covenants and confidential information, discrimination and mental health in the workplace. She is regularly invited to comment on topical HR matters.
1 INTRODUCTION ⚓︎
1.1 Immigration law requirements have become increasingly more important in the running of businesses in Northern Ireland as the world has (metaphorically speaking) become a smaller place. This means that many HR practitioners now also have to have a certain level of knowledge of business immigration requirements too. These include:
- 1.1.1 conducting "right to work" checks when taking on new recruits;
- 1.1.2 being aware of the obligation to avoid discrimination in recruitment and in the workplace on the basis of race or nationality; and
- 1.1.3 dealing with the recruitment of migrant workers.
1.2 Recruiting EEA or Swiss migrant workers has been relatively straight- forward over the best part of the last fifty years. This has been
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