Katie is Head of the Employment team at Elliotts Legal. Since qualifying in 2016, Katie has specialised in employment law and has experience of working in both private practice and the public sector.
Katie advises on both contentious and non-contentious employment law matters. She acts primarily for Respondents in the defence of a wide range of employment disputes before the Industrial Tribunals and the Fair Employment Tribunal. She also works closely with employer clients and Human Resource professionals in providing commercially focused and practical advice and support on the day to day application of internal policies and procedures and employee relations issues; including disciplinaries and grievances, absence management issues, senior employee exits, the enforceability of restrictive covenants and redundancy exercises.
Katie has delivered training to clients and has spoken at events organised by Legal Island. She is a member of the Employment Lawyers Group in Northern Ireland.
Katie can be contacted on 02890245034 or katie.buchanan@elliottslegal.com
Katie Buchanan, Head of Employment at Elliotts Legal, comments on the Decision of the Industrial Tribunal in Anna Owens v Westville Hospitality Limited 3870/24IT and considers the issue of indirect sex discrimination; in particular how rota/shift changes can have a disparate impact on working mothers and those with caring responsibilities.
The Claimant commenced employment as a receptionist in November 2021. She had childcaring responsibilities for her son and was a carer for her father. For those reasons, before accepting the role, she requested, and the General Manager at the time, agreed, that she work three fixed days per week; Tuesday, Wednesday, Thursday. The only agreed caveat was that occasional changes may be required, but only if the Claimant
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