Nicola Smyrl

Nicola Smyrl

Partner

Luton Office

01582 731161

Recent work

Nicola Smyrl is an experienced solicitor in the Employment Department, advising both employers and employees on a wide range of employment related issues.

Nicola regularly advises clients on everyday employment issues including disciplinary, grievances, workplace policies and procedures and redundancy programmes. Nicola also acts for both individuals and commercial clients in employment tribunal claims for unfair dismissal, discrimination, whistleblowing and in relation to TUPE and outsourcing, as well as advising and assisting with the employment aspects of corporate transactions.

Nicola writes the monthly updates for the team’s clients and is a regular speaker at the workshops and briefings for clients.

Nicola studied Law at Kings College, University of London before completing her Legal Practice Course at the College of Law, London. She joined Taylor Walton as a trainee solicitor in 2007 and qualified into the Employment Department in September 2009.

Interests

In her spare time Nicola enjoys reading, keeping fit and spending time with her family and friends.

Government announces consultation on extending flexible working rights

By Nicola Smyrl | 27 September 2021

Since March 2020, the majority of employers have had to consider flexible working arrangements in order to enable their business to continue to operate during the Coronavirus pandemic.  Many employees are now approaching their employers with requests to continue with flexible working arrangements despite the fact that the majority of Coronavirus restrictions have ceased to…

Employment Law Update – July 2021

By Nicola Smyrl | 19 July 2021

In this update we will be discussing: Workplace considerations in relation to the end of Coronavirus restrictions in England; ACAS Guidance on Hybrid Working; Potential new rules in relation to vaccinations for care home staff; and New right to work check requirements. End of Coronavirus restrictions – employment implications Return to work guidance The government…

Important changes to employment law from April 2020

By Nicola Smyrl | 4 March 2020

Various changes to employment law will come into force from April.   It is important for all businesses to be aware of the changes in order that appropriate steps can be taken to prepare for the changes. Upcoming changes include: 1. National Minimum Wage increases New rates will apply from 1 April 2020.The rates will increase…

Are you up to date on employment status?

By Nicola Smyrl | 25 February 2019

Employment status and the gig economy were rarely out of the headlines in 2018 and this theme seems set to continue in 2019 and beyond.   Contractors vs Casual Workers – Employment Rights   This month has seen a further decision of the employment tribunal confirming that “freelance” lecturers for the National Gallery were workers…

What do you need to know about the Good Work Plan?

By Nicola Smyrl | 1 February 2019

Employment status and the gig economy were rarely out of the headlines in 2018.  This theme seems set to continue into 2019 and beyond.  The recent decision of the Court of Appeal in the Uber case, followed by the Government’s proposals for reform targeted at improving conditions for atypical workers, means that it is important for businesses to…

Tips for surviving the Christmas Party

By Nicola Smyrl | 5 December 2018

The Christmas party can be a great way to boost staff morale.  Most employers will be aware that the Christmas party is an extension of the workplace and that the usual obligations apply.   What this means in practice, however, can be more difficult to determine.   Practical Tips to Ensure that your Christmas Party is an Enjoyable…

Managing Social Media in the Workplace

By Nicola Smyrl | 24 January 2018

he huge growth in social media in recent years has created challenges as well as opportunities for many employers. Staff may be required to use social media as part of their employer’s business activities such as marketing or recruitment activities and it is important that any such communications are appropriate. Many employees are also likely to be engaging in…