My name is Blair Toner and I'm a specialist employment lawyer with a focus on employment tribunal advocacy, advice and litigation. I am regularly instructed in all types of hearings in the Tribunal including lengthy complex trials and group litigation. I have worked in-House at various law firms where I balanced my advocacy practice with a caseload.
This experience provided a clear understanding of costs / case management and the service solicitors and lay clients expect. I am based in London and my practice takes me nationwide. Blair Toner helps individuals and companies win & defend claims in the Employment Tribunal. Blair Toner is an outstanding employment law resource. I have instructed him in every type of employment tribunal hearing and am always impressed by his level of preparation and service offered.
I have instructed Blair Toner in a wide range of employment matters. Having witnessed Blair in action at the employment tribunal, I have first-hand experience of his abilities and skills.
This experience provided a clear understanding of costs / case management and the service solicitors and lay clients expect. I am based in London and my practice takes me nationwide. Blair Toner helps individuals and companies win & defend claims in the Employment Tribunal. Blair Toner is an outstanding employment law resource. I have instructed him in every type of employment tribunal hearing and am always impressed by his level of preparation and service offered.
I have instructed Blair Toner in a wide range of employment matters. Having witnessed Blair in action at the employment tribunal, I have first-hand experience of his abilities and skills.
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I'm a specialist employment lawyer with a focus on employment tribunal advocacy, advice and litigation.
I have worked in-House at various law firms giving me extensive litigation experience on behalf of both companies and individuals.
This makes me an ideal choice for public access work where I can assist with any task or take over the litigation management if required / preferred.
I also regularly work with employers giving non-contentious advice and assisting with documents such as contracts and policies.
I have worked in-House at various law firms giving me extensive litigation experience on behalf of both companies and individuals.
This makes me an ideal choice for public access work where I can assist with any task or take over the litigation management if required / preferred.
I also regularly work with employers giving non-contentious advice and assisting with documents such as contracts and policies.
Blair Toner is an outstanding employment law resource.
I have instructed him in every type of employment tribunal hearing and am always impressed by his level of preparation and service offered.
I have instructed Blair Toner in a wide range of employment matters.
Having witnessed Blair in action at the employment tribunal, I have first-hand experience of his abilities and skills.
His attention to detail and knowledge of the minutest details of the legislation is most impressive, and is what makes him stand out as one of the best advocates I have instructed.
I have instructed him in every type of employment tribunal hearing and am always impressed by his level of preparation and service offered.
I have instructed Blair Toner in a wide range of employment matters.
Having witnessed Blair in action at the employment tribunal, I have first-hand experience of his abilities and skills.
His attention to detail and knowledge of the minutest details of the legislation is most impressive, and is what makes him stand out as one of the best advocates I have instructed.
The foundation of my practice is bringing and defending claims in the employment tribunal.
I regularly take claims from inception to trial.
I also collaborate with other employment lawyers, either acting as the case handler or the advocate.
The experience of handling litigation day to day as well as representing parties at trial complement each other well and is often missing.
Many lawyers prepare cases for trial yet they have attended trials on few (if any) occasions.
There is therefore the risk of paying someone to assist you in preparing for a process they also do not fully understand.
I regularly take claims from inception to trial.
I also collaborate with other employment lawyers, either acting as the case handler or the advocate.
The experience of handling litigation day to day as well as representing parties at trial complement each other well and is often missing.
Many lawyers prepare cases for trial yet they have attended trials on few (if any) occasions.
There is therefore the risk of paying someone to assist you in preparing for a process they also do not fully understand.
If you have been offered an employment settlement agreement and need expert advice then you have come to the right place.
Please contact me asap to discuss what happens next.
If you contact me to arrange next steps and put "settlement agreement" in the subject line, I will give you the key considerations when faced with an employment settlement agreement for free, even if you do not instruct me thereafter.
I understand being offered a settlement agreement can often be a difficult and confusing time.
Please contact me asap to discuss what happens next.
If you contact me to arrange next steps and put "settlement agreement" in the subject line, I will give you the key considerations when faced with an employment settlement agreement for free, even if you do not instruct me thereafter.
I understand being offered a settlement agreement can often be a difficult and confusing time.
Employees are eligible to bring a claim for unfair dismissal as long as they have two years continuous service with the Employer who dismissed them.
The burden to show that the dismissal was fair rests on the Employer.
There are some exceptions to the above, such as if the Employee argues that the principal reason for dismissal was discriminatory or because the Employee made a protected disclosure (whistleblowing).
Such claims do not require two years continuous service.
In either case, you must act quickly as the time limit for bringing such a claim is most often 3 months less one day from the effective date of termination - when the employment ends.
The burden to show that the dismissal was fair rests on the Employer.
There are some exceptions to the above, such as if the Employee argues that the principal reason for dismissal was discriminatory or because the Employee made a protected disclosure (whistleblowing).
Such claims do not require two years continuous service.
In either case, you must act quickly as the time limit for bringing such a claim is most often 3 months less one day from the effective date of termination - when the employment ends.
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