Centurion Legal, The Employment Law Solicitors - Support For Employers
Centurion Legal, UK Employment Law Solicitors


Employment law solicitors based in Nottingham, working with both national and international employers.

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Legal support for employers

Whether you have one or ten thousand employees, the chances are you're going to run into some legal concerns along the way. This is where we step in. Centurion Legal provides high quality legal services to all types of businesses.


Centurion Legal supports the employer

Centurion Legal specialises in employment law and supports employers ranging from blue-chip companies to owner-managed businesses.

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Employment tribunal representation for employers

We understand it isn’t always possible to resolve workplace issues amicably. We aim to make defending a claim as simple and painless as possible.

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Unfair dismissal claims representation for employers

If an employee has been dismissed and is taking you to an Employment Tribunal, it is important that you seek expert legal adviceat the earliest opportunity.

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Employment law insights

16th December 2019



There’s been a lot in the press about the case of Royal Mail Group Limited -v- Jhuti recently. Briefly, the facts are that:-

  • Jhuti worked in RM’s media team and made a number of disclosures to OFCOM;
  • her line manager responded in kind by constructing a false picture of inadequate performance; and
  • this false picture lead to her dismissal by a senior manager.

The Supreme Court decided that:-

  • an employment tribunal could look beyond the mental processes of the decision maker;
  • if a person in the hierarchy of responsibility above the employee determined that they should be dismissed for a reason (e.g. because of whistleblowing), but hid it behind an invented reason (e.g. inadequate performance) which the decision-maker adopted, the reason for the dismissal was the hidden reason, rather than the invented reason; and
  • on the facts of this case, the reason for the dismissal given in good faith by the dismissing officer turned out to have been bogus.

The key message here is that knowledge can be imputed within the employer, based upon the case’s circumstances. Hence, those who deal with hearings should always scrutinise the evidence, process and the reasoning, before reaching a conclusion.   

20th November 2019



For a disclosure to be “qualifying” (and potentially form the basis of a protected disclosure, which could lead to a subsequent and successful claim), the Claimant must make the disclosure and reasonably believe it is in the public interest.

The case below is a useful reminder that the Claimant’s “belief” should always be investigated and it does not matter if the belief turns out not to be true, as long as the Claimant reasonably believed it was at the time of making the disclosure.


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