Keith Webster

• Unfair and constructive dismissal claims, including unfair redundancy
• Discrimination on grounds of race, gender, pregnancy, maternity, religion or belief, age, and disability (including reasonable adjustments)
• Whistleblowing and detriment claims arising from protected disclosures
• Restrictive covenants and confidential information disputes
• Rights of minority shareholders, directors, and senior executives
• Partnership law matters including retirement or expulsion of partners
• TUPE and post‑termination claims (as part of employment disputes)

Keith regularly appears before Employment Tribunals and provides strategic guidance throughout all stages of employment disputes. He is appreciated for his calm and methodical case preparation, forensic cross‑examination, and ability to explain legal options, risks, and likely outcomes clearly to clients. His advisory work includes drafting employment contracts and policies, and guiding employers through complex disciplinary and grievance procedures.

Keith’s employment law expertise includes advising and representing both employers and employees in:

• Unfair and constructive dismissal claims, including unfair redundancy
• Discrimination on grounds of race, gender, pregnancy, maternity, religion or belief, age, and disability (including reasonable adjustments)
• Whistleblowing and detriment claims arising from protected disclosures
• Restrictive covenants and confidential information disputes
• Rights of minority shareholders, directors, and senior executives
• Partnership law matters including retirement or expulsion of partners
• TUPE and post‑termination claims (as part of employment disputes)

Clients and solicitors value Keith for his:

• Practical, commercial advice focused on realistic outcomes
• Thorough preparation and attention to evidential detail
• Measured and persuasive advocacy in Employment Tribunals
• NHS and Healthcare sector experience
• Insight from business experience, enhancing his understanding of workplace and corporate issues

Notable Cases

• C v Z - Restricted Reporting & Anonymisation Orders. Represented the Respondent in a case heard over 20 days and relating to Claims of direct discrimination, harassment, and victimisation. The panel made findings in favour of the respondent on all 49 issues relating to the substantive claims.

• Tolley v Birmingham City Council 2003. Secured judgment in favour of the Claimant in relation to Unfair Dismissal and Suffering Detriments due to Whistleblowing.

• X v Sandwell & West Birmingham Hospital Restricted (Reporting & Anonymisation Orders). Obtained an Order for Strike Out on day 2 of a 20-day trial.

• A v H Disability Discrimination [Dyslexia and ADHD], Unfair Dismissal. For the CEO of a charity.

• J v A Unfair Dismissal, Detriment due to whistleblowing, Unfair dismissal, Unlawful deductions from wages. For the CEO of an international, venture -capital backed, company after his dismissal following allegations of misleading shareholders.

• Phillips v Madine, For the Respondent in the ‘My Big Fat Gypsy Wedding’ Unfair Dismissal Case. Instructions in relation to remedy only. Minimised remedy ordered to less than 10% of the schedule of loss after a long forensic cross examination of the Claimant in respect of her business finances which followed complex applications for specific disclosure of financial records.

• D v A -Complex claim for suffering detriments due to whistleblowing claim involving allegations of corrupt tendering practices in international energy contracts. Represented the Claimant. Settled by Mediation.

• Office Equipment Systems Ltd v Hughes [2018] EWCA Civ 1842 - Court of Appeal - against a first instance decision upheld by the EAT debarring a Respondent from making submissions on remedy following a default judgment in a complex and high value unfair dismissal claim. Led by David Reade KC.

Education

MBA, Warwick
GDL, College of Law
LLM (Employment Law), Surrey
Gray´s Inn – Bacon Award 2006

Appointments

Gray´s Inn - Ethics Trainer