Mark Williams

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Mark specialises in all areas of employment law and regularly acts in interesting and high profile cases. He has represented well-known companies such as banks and high street stores, schools and academies, NHS trusts and smaller companies, as well as being instructed by unions and individuals to represent claimants’ interests.

He won the important disability discrimination The Child Support Agency (Dudley) v Truman UKEAT/0293/08/CEA, overturning Clark v Novacold, and recently carried out an lengthy internal investigation into alleged bullying and harassment of senior medical staff at a large NHS Trust.


Mark was called to the Bar in 1998 following a 12 month pupillage at 3 Verulam Buildings, a leading commercial/banking set, where he had wide-ranging exposure to insurance, banking, general commercial and professional negligence law.

Since joining Queen Square in 2001, Mark has specialised in the often complementary areas of Employment and Commercial Litigation.

He has particular experience in cases involving unfair and wrongful dismissal, whistle blowing, restrictive covenants, harassment, victimisation and sex, race and disability discrimination. He frequently appears in employment tribunals across England and Wales, representing both claimants and respondents, and often advises and represents clients in contractual disputes and professional negligence cases.

Mark is qualified to work on a direct access basis.

Some recent cases

  • Acting for the Church in determining the employment status of a senior cathedral cleric.
  • Acting for a foreign/ship-based British resident in a case to determine whether the English Tribunals had jurisdiction.
  • Acting for a school in a case involving alleged religious discrimination and harassment/victimisation by governors, staff and the Arch-Diocese.
  • Acting in a case concerning reasonable adjustments for an autistic employee.
  • Numerous cases involving Constructive and Unfair Dismissal, Discrimination and Whistle-blowing by care workers.
  • Representing local authorities against a claim of race discrimination and whistle-blowing.
  • Representing a major high street bank against a very senior manager’s claim for redundancy/unfair dismissal.
  • Acting in a case concerning the breach of a contract of apprenticeship.
  • Acting for one of the largest academy providers of in a case of alleged race, age and disability discrimination.
  • Unfair dismissal and whistle-blowing by a teacher.
  • Gross misconduct dismissal of a confidential senior secretary.
  • Gross misconduct dismissal of a university employee.
  • Defending allegation of sexual harassment against a company director.
  • Representing a national chain of cinemas against a claim of race discrimination.
  • TUPE regulations 8 (7).
  • Acting in a disability discrimination claim where damages were awarded in excess of £200,000.
  • Acting in a case of sexual orientation discrimination.

Member: Western Circuit, Employment Lawyers Association and Employment Bar Association

Visiting Lecturer on the Bar Professional Training Course at the University of the West of England

‘Very effective at getting to the root of the issue quickly’ – Legal 500 2015

‘He is very astute and can quickly identify the key issues.’ Legal 500 2016 Contact Us

Latest News

  • Employment - 18, May
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    James Bromige succeeds at the Employment Appeal Tribunal

    Alternative Text
    Posted by James Dowse

    James Bromige recently appeared in the EAT representing the Appellant in the case of Pulman v Merthyr Tydfil College Ltd UKEAT/0309/16/JOJ.  The case concerned section 15 and section 20 EA 2010 discrimination claims as well as unfair dismissal.  James succeeded on two of his grounds of appeal, with the remaining grounds stayed pending referral back to the … Continue reading James Bromige succeeds at the Employment Appeal Tribunal

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  • Employment - 18, May
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    Is it possible to get paid whilst being asleep on the job?

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    Posted by Seán McHugh

    Yes. Case law in this area highlights the complexity of the Regulations when considering a worker who is required to ‘sleep on the job’.  Further, it appears that each case will be decided on its own facts, including the wording of the contract and the context within which it is made.  If employers fail to … Continue reading Is it possible to get paid whilst being asleep on the job?

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  • Employment - 18, May
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    When is an employee deemed to have had effective Notice?

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    Posted by Seán McHugh

    In the recent case of Newcastle upon Tyne NHS Foundation Trust –and- Haywood [2017] EWCA Civ 153, the Court of Appeal considered this vexed question. The Trust sent a letter to Ms. Haywood purporting to terminate her employment with 12 weeks’ notice on 20 April, 2011.  Ms. Haywood was out of the country on holiday at … Continue reading When is an employee deemed to have had effective Notice?

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