Top Employment Lawyer

Have you been discriminated in the workplace and are seeking advice from a top employment lawyer in London? Damian McCarthy is a top employment lawyer with over 20 years of experience, dealing with cases of all sizes and providing an extremely high standard of service. So if you need a top employment lawyer in London to fight your case against discrimination, contact Damian McCarthy.

The Equality Act 2010 provides protection for employees if they are suffering from discrimination in the workplace. This is usually due to an individual having a ‘protected characteristic’, whether it be their gender, race or sexual orientation. As an experienced, top employment lawyer, Damian McCarthy can represent you if you have suffered from discrimination, whistleblowing, unfair dismissal, bullying or harassment. If you have been discriminated and would like a top employment lawyer to get the justice you deserve, then visit our ‘Discrimination at Work’ page to find out more.

With over 20 years of experience in the employment law industry, Damian has dealt with many high-profile cases, working hard to achieve the outcome that was deserved. Damian is fully committed to each and every case and will always strive to achieve the best possible outcome.

Damian can adapt his approach to the case that he’s serving, whether it be an aggressive or charming approach. One of Damian’s most recognised cases was when he represented the television presenter Moira Stuart, against the BBC, for the case regarding her dismissal due to age discrimination. He achieved outstanding results in this case and went on to receive nationwide attention from the media.

If you are seeking a top employment lawyer, Damian McCarthy is the lawyer you can trust. For more information, call Damian on 020 8263 6080 or fill in the form on our Contact page. Just enter all necessary information into the mandatory fields and he’ll look to get back to you as soon as possible.

public interest

Employment law firms in London

Have you suffered from discrimination in the workplace and seeking advice from suitable employment law firms in London? Look no further because Damian McCarthy are the employment law specialists that can help. With up to 20 years of valuable experience in dealing with cases of all sizes, we always provide an extremely high standard of service and pride ourselves on our superb record in representing our clients.

Looking at employment firms in London and choosing the right one can be a difficult task, as we know. The first and most important step on the road to justice is appointing the right lawyer. Many people fall at this first hurdle and will end up spending far too much money on someone who simply is not passionate about winning your case and lacks the experience to do so. If for one reason or another we cannot represent you then we will always point you in the direction of reliable and professional employment law firms in London.

Seeking employment law firms in London can be the result of a wide range of issues that you have experienced in the workplace such as whistle-blowing, discrimination, unfair dismissal, stress, bullying or harassment of any form. If you are looking for employment law firms in London who will value your interests above all else and will be totally committed to your case, then we are the employment law firm in London for you.

Our lawyers have been hired by some of the biggest law firms in the UK to represent their clients and within our 20 years of experience we have established a reputation as a tough, yet effective employment law advocate. Damian McCarthy are an honest law firm, and we mean it when we say that our sole concerns are your best interests rather than ours. We will prove that from our initial consultation through to the end result.  

We aim to give you peace of mind at all stages of your claim no matter what the complexity.  With our successful record and cost-effective service, Damian McCarthy will have your back from start to finish. Unlike other employment law firms in London we pride ourselves on the fact that we achieve results, particularly in some very difficult cases.

If you are seeking employment law firms in London, Damian McCarthy are the only highly experienced professionals whom you need to contact. For more information or to speak to a member of our team at Damian McCarthy please call: 020 8263 6080.

Employment law experts

Have you been discriminated at work or recently dismissed unfairly? Damian McCarthy are the employment law experts that can help. Specialising in complex cases to do with discrimination, dismissal claims, bullying and harassment claims, Damian McCarthy are the only highly experienced employment law experts that you need to help with your case.

With many years of experience, and having dealt with a wide range of high profile cases, we are well-known for being employment law experts and always manage to achieve outstanding results. We rely on a client focused approach and find this helps us always achieve the outcome our clients are seeking. The best employment lawyers should have at least 10 years experience within the industry, as well as having actually represented clients and acted as an advocate. Damian McCarthy offer their clients all of this and more, ensuring that you will be getting the highest standard of service from employment law experts. One of our most recognised cases was when we represented Moira Stuart against the BBC for her claim against being dismissed due to age discrimination. We achieved outstanding results and went on to receive nationwide media attention.

If you have been suffering from discriminatory behaviour and looking for employment law experts that can help you with legal advice and represent you, Damian McCarthy are the employment law professionals that can help. Discriminatory behaviour can be expressed in all different types of forms such as workplace stress, sexual harassment, racial harassment or physical bullying. It is the duty of the employers to ensure that their staff are not experiencing any discrimination in the workplace.

Damian McCarthy are the employment law experts with up to 20 years of handling employment law cases, many of which have been high profile cases. We are fully committed to each and every different case and always strive to achieve the best possible outcome for our clients. What makes Damian McCarthy unique is our passion towards getting people justice. If we can represent you then we will, if not we will be more than happy to help you obtain funding or by point you in the right direction to another specialist lawyer who will be more suited to your case.

If you are in need of advice from employment law experts then we are only professionals you need to contact. For more information or to speak to a member of our team at Damian McCarthy please call: 020 8263 6080.

Groundbreaking whistleblowing case to consider “public interests” test


court of appeals

Chesterton Global Ltd (t/a Chesterton Humberts) and another v Nurmohamed, case was heard by the Court of Appeal. The case holds great importance for future whistleblowing cases.

The appeal was heard in the Royal Courts of Justice on 8 June. In case of terms in considering when a disclosure is “in the public interest” this case is vital, for claimants seeking to establish that a disclosure is protected this is a key challenge.


The cases brings wide attention and importance, as will adhere to the new whistleblowing laws that were introduced in June 2013. The changes were intended to prevent potential claimants misusing whistleblowing protection according to the disclosure of matters to their own contract of employment. These changes in the laws were that to be protected, a worker must have reasonably believed that he or she was making the disclosure “in the public interest”


These changes to the law have opened wide debates to the scope of the phrase “in the public interests”. The Chesterton Global ltd case is the first appeal cases to draw on the debate in court.

Looking at the hearing in terms of impact to UK employment law, it is hard to argue against this being the biggest case that the Court of Appeal hears in 2017.


Whistleblowing charity Public Concern at Work intervened in the case and was able to make representations before the Court of Appeal. In the case Mr Nurmohamed, a manager with a large estate agent, raised concerns about discrepancies with how his commission under a new commissioning structure was calculated.

He contended that the discrepancies were deliberate and that the accounts were being manipulated by management to the benefit of shareholders, thereby reducing the amount that he and more than 100 other managers would receive by way of commission. The employer consequently dismissed Mr Nurmohamed.


He brought an unfair dismissal claim in the employment tribunal, including an allegation that the dismissal was automatically unfair because he had made a protected disclosure, and that he had been subjected to detriments for making a protected disclosure. Both the employment tribunal and EAT accepted that he reasonably believed that the disclosure was “in the public interest”. They were satisfied that, even though Mr Nurmohamed was primarily thinking about his own commission, secondary the group of 100 or so managers, were also affected by the issue, who in this case were the “section of the public”.


In the appeal on 8 June, the Court of Appeal heard from the employer’s representatives that the tribunal was wrong to concentrate on the number of workers affected. Instead the employment tribunal should have looked more closely at the nature of the disclosure, and not be distracted by the number of people affected. According to the employer’s lawyers, Mr Nurmohamed’s concerns were more alike to a collective grievance, rather than something that was of wider “public interest”. However, Mr Nurmohamed’s representatives maintained that a disclosure should count as being “in the public interest” if it raises matters that are more than purely personal, and the issues are of “some importance” to at least one other person.


They argued that a narrow “public interest” test could have the “chilling effect” of discouraging workers from making disclosures in the first place. Mr Nurmohamed’s case was heavily built around the blatant assumption that he reasonably believed that he was making the disclosure “in the public interest”, given the roll on effect on other parties e.g. numerous managers, financial impact of millions at hand, and his assertion that there had been measured wrongdoing.


Public Concern at Work, in its submissions at the end of the hearing, highlighted that whistleblowing laws encourage workers to speak out over wrongdoing in the workplace, and whistleblowers need to know that they will be protected when they raise distresses. According to the charity, employers’ whistleblowing policies are conveyed to encourage workers to speak out whenever they see wrongdoing, and policies do not typically tell workers to raise concerns only if they are “in the public interest”. It is significant that Public Concern at Work has intervened. Whistleblowing protection could be harshly restricted if the test for public concern is too strict.


Judgement was reserved at the end of the Court of Appeal hearing. It is likely to be a few months before the final judgment is delivered. The Court of Appeal judgment will be binding on employment tribunals and the EAT.