About Joe
Joe is an Associate in our Employment team.
He advises employers on the full range of issues that arise in the workplace, and has a particular focus on high-risk grievances, workplace investigations, disciplinary procedures and sensitive exits, including settlement agreements and performance management.
Joe also supports senior executive and board member clients, both when entering or exiting a role, by providing strategic advice on negotiating employment terms and termination packages.
He works with clients across a range of sectors, helping them navigate complex employee relations issues before they escalate into disputes. He takes a commercially focused approach, giving clients clear, practical advice which reflect the realities of their business.
Where matters do reach the Employment Tribunal, Joe supports clients through the litigation process from response through to final hearing.
Joe also advises on redundancy programmes, TUPE transfers and the employment law implications of emerging workplace technology, including AI.
He is a regular author of articles on employment law topics and is committed to helping employers stay ahead of legislative change.
Prior to Hamlins, Joe gained experience at Neathouse Partners Ltd and Simons Muirhead Burton LLP, where he trained and qualified.
Work Highlights
- Advising employers on complex TUPE transfers, including managing consultation obligations, due diligence on workforce liabilities and changes to terms and conditions post-transfer.
- Negotiating sensitive senior executive exits, including drafting and advising on settlement agreements, managing reputational risk and enforcing post-termination restrictive covenants.
- Defending employers in Employment Tribunal claims involving allegations of unfair dismissal, discrimination and whistleblowing.
- Managing redundancy programmes from strategic planning through to implementation, including advising on selection criteria, consultation requirements and individual settlement negotiations.
- Leading high-risk workplace investigations into allegations of gross misconduct, harassment and regulatory non-compliance, delivering findings to board level and advising on defensible next steps.
- Advising on the employment law implications of AI adoption in the workplace, including liability frameworks, policy drafting and managing the risk of algorithmic decision-making in HR processes.