Petar has long experience in personal injury cases and clinical disputes. Most of his work is multi-track claimant work. He also undertakes employment work, which overlaps well in cases of injury arising out of work.
- Birmingham Medico Legal Society
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The major part of his work is employment, both in the tribunal and service agreements in relation to senior staff and directors including restrictive covenants.
He has delivered employment seminars both as part of St Philips seminar programme and externally.
Petar regularly represents both employers (both private companies and public bodies) and employees in difficult and sometimes high profile multi-day cases including cases involving collective redundancies, TUPE, discrimination and Equal Pay Act claims. He also undertakes related personal injury work including claims of work related stress and psychiatric injury.
Petar is licensed to undertake direct access work
- Brown v G4 Security (Cheltenham) No.UKEATPA/1392/09/RN – one of the very few cases to come before the EAT on the Information and Consultation of Employees Regulations 2004. Reported and discussed in IDS Briefs no.906 and 916
- Savage v SITA (UK) No.UKEAT/0169/10/CEA – concerning the obligations to consult in collective redundancies
- Rudge v Port Vale Football Club - wrongful dismissal and the first ever case heard by the football league panel reported in sports press.
- Sutton v Flintshire CC - high profile whistle-blowing case receiving publicity from Radio 4’s “File on Four” programme
- Smith v West Midlands Fire Service - unfair dismissal claims by service personnel who arranged an initiation ceremony for a new recruit, attracting national publicity including national BBC radio news
- Gumbley v Exel Europe & Bost Logistics - concerning the meaning of a TUPE service provision change reported and discussed in IDS Brief no.913
- Recent experience
- Abrahams v New College Nottingham – whislteblowing, numerous allegations of detriment heard over 2 weeks.
- Bolwell v West Midlands Fire Service – another case of numerous allegations of detriment arising from a disciplinary process heard over 2 weeks.
- Wells v MRGB – a recent example of unfair dismissal of a senior director following sale of part of a business in administration with consideration of assignment, the reasons for the dismissal and availability of the ETO exception. Related wrongful dismissal claim pursued in the High Court.
- Symes v Furniture Origins – a further example of unfair dismissal of a senior director during administration with sale soon after.
- Lock v Marling School - unfair dismissal of a headmaster for alleged bullying, high profile not only locally but also having been raised in questions in the House of Commons and publicity in Private Eye, proceeded to appeal in EAT on the issue of the Board of School Governors’ statutory powers and impact of acting ultra vires.
- Recruitment Solutions v Weston – Representing a recruitment company upon the final trial of a claim against former employees who set up a rival business in breach of implied covenants, restrictive covenants and miss-using confidential information. After a week’s trial on liability the claim was successful and followed by a contested hearing on quantum over 2 days obtaining a judgment better than the claimant’s own part 36 offer.