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Alexander Line is a civil practitioner, whose practice is focused particularly on the areas of education, social welfare, court of protection, public law, employment and discrimination.
He regularly appears in employment tribunals, county courts and different chambers of the First-Tier Tribunal. He also has High Court, Employment Appeal Tribunal and Upper Tribunal experience.
Employment & Discrimination
Alex has practised in employment law throughout his career at the Bar. He has a broad range of experience of representing both claimants and respondents in the Employment Tribunal, ranging from attending preliminary hearings through to undertaking complex multi-week trials. He is an experienced tribunal advocate.
Alex’s experience includes claims for unfair dismissal, wrongful dismissal, all types of discrimination, disability status, whistleblowing, employment status, detriments, and TUPE claims. He has successfully brought and defended appeals in the EAT, and has appeared unled in the Employment Tribunal and Employment Appeal Tribunal against leading employment Silks and juniors.
Alex has particular experience of the education sector as a consequence of his education law practice. He has been instructed in a number of employment tribunal claims on behalf of teachers, members of university academic staff, schools, further education colleges and universities. He has provided representation in internal hearings before Board of Governor disciplinary committees in appeals against dismissal. He has also represented clients in a broad range of other sectors including local government, dentistry, construction, legal services, health and social care, charity, banking and retail amongst others. In addition to employment tribunal work, Alex has dealt with employment issues arising in civil claims made in the County Court.
Examples of Alex’s work include:
Attending a preliminary hearing to determine whether a service provision change had occurred affecting around 15 employees, and appearing in the EAT in an appeal arising from this case on the question of whether the Tribunal had erred in its application to Regulation 3 of TUPE.
Appearing before the Employment Tribunal in a complex two week trial against a leading Silk in a claim over protected disclosures raised by a managing director, and in the EAT following an appeal against the Tribunal’s decision on perversity grounds.
Attending a preliminary hearing to determine the question of disability status and thereafter appearing in the EAT following an appeal against the Tribunal’s findings.
Five day trial to determine whether an employee had been subject to discrimination arising from disability and whether the employer had failed in its duty to make reasonable adjustments.
Three day trial to determine whether an employee had been subject to detriment and unfair dismissal on account of his trade union activities.
Four day trial to determine whether a chief executive of a national charity had been dismissed because of raising protected disclosures.
Responding to an appeal concerning the alleged apparent bias of a tribunal judge.
Three day trial concerning an employee with learning difficulties (dyslexia) affecting in particular his reading, writing and memory in a claim for unfair dismissal, wrongful dismissal and disability discrimination.
Advising a local authority in relation to its payment arrangements for term-time only teaching staff, in particular as to whether the arrangements amounted to less favorable treatment under the Part-time Workers (Prevention of Less Favorable Treatment) Regulations 2000.
Representing both Claimants and Respondents in numerous single and multi-day unfair dismissal trials, including redundancy-related dismissals; gross misconduct dismissals; capability dismissals; unfair constructive dismissals; and ‘forced resignation’ dismissals.
Employee status issues, for example representing a Claimant at a preliminary hearing to determine whether a dentist in private practice was an employee or a worker; and representing a Respondent at a preliminary hearing to determine the status of a handy-man working at a care home.
Representing a respondent in a two day automatic unfair dismissal pregnancy-related discrimination trial which also included claims for harassment and detriment under the ERA 1996, Maternity and Paternity Leave etc. Regulations 1999 and the EA 2010.
Representing an institute of further education in a claim for sex discrimination and victimisation brought by an unsuccessful job applicant.
Providing advice in relation to a complicated employment agency-related claim, as to whether the claimant could bring a claim for unfair dismissal against the end-user under section 103A of the ERA 1996 as an employee due to an implied relationship of employment; or, alternatively, as a worker due to detriment suffered under sections 47B and 43K.
Appointments & Memberships
- Education Lawyers Association
- Employment Lawyers Association
- Court of Protection Practitioners Association
- Bedingfield Scholarship, Gray’s Inn
- Reid Scholarship, Gray’s Inn
Areas of Law
- Commercial & Chancery
- Court of Protection
- Disciplinary & Regulatory
- Employment & Discrimination
- Public Law