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Equal Pay We believe that we are about to see a huge increase in equal pay litigation in the private sector in light of the introduction of compulsory gender pay gap reporting. This is compulsory for organisations with over 250 employees. However, all businesses should consider conducting an equal pay audit. This enables you to identify any liabilities and protect against litigation which can be damaging to your reputation and very costly (equal pay claims can go back six years). Main contact John Hayes Number +44 (0) 20 3696 8230 We can help your business by: Advising on your gender pay gap reporting obligations and working with your HR and Reward teams to conduct a gender pay audit. Providing legally privileged advice that identifies equal pay liabilities that may have accrued, stress- tests any potential justifications and makes recommendations to address high risk areas. Reviewing or drafting recruitment, promotion and pay review procedures to ensure remuneration is fair and transparent and not inadvertently discriminatory. Advising on the response to Equal Pay questionnaires and defending Equal Pay litigation . Case study Successfully defending a regulated business against equal pay litigation brought by a senior female actuary. The employee’s claim was defeated in the Employment Tribunal and her appeals to the Employment Appeal Tribunal and Court of Appeal were also unsuccessful. Delivering interactive training on Equal Pay legislation and the Gender Pay Gap reporting requirements to a client’s line managers and HR team. Drafting an Equal Pay policy with clear definitions, objectives and actions in order to meet a client’s obligations in this area.

Expertise: For Employers What we offer CLEAR: Constantine Law Employment Annual Retainer Contracts and Handbooks Discipline, Grievances & Investigations Diversity & Equality Employment Litigation Equal Pay Executive Negotiations & Settlement Agreements GDPR and Data Protection IR35 In-house & Special Projects Outsourcing, Transactions & TUPE Recruitment Businesses Restructuring & Redundancies Training Whistleblowing Restrictive Covenants We provide direct, solutions-oriented advice across the full spectrum of employment matters, including: Whether you need day-to-day HR support or strategic advice on high stakes matters, our team is here to help. Contact Us A Modern Approach to Legal Advice We are a modern law firm built for modern times. By eliminating the fixed overheads of traditional firms, we offer competitive rates without compromising on quality. Our agile structure allows us to respond quickly, work flexibly, and deliver practical solutions that align with your business goals. Why work with us? Experienced Team: Our lawyers are recognised experts in employment, business immigration and regulatory law. Client-Focused: We tailor our advice to your business, not the other way around. Cost-Effective: Our lean model means better value for you. Responsive: We act quickly and decisively when you need us most. Get in touch To find out how we can support your business, contact one of our team members today. We’d be happy to discuss your needs and how we can help. Email

Employment Recruitment Businesses We are one of the main firms in the UK advising the recruitment industry, especially agency suppliers. We are Trusted Members of APSCO and the REC and we have deep sector-level expertise. We count, as clients, some of the largest privately owned recruiters in the UK. We advise recruiters on: enforcing restrictive covenants/drafting contracts of employment/on CLEAR retainer packages/on IR35 and risk mitigation. We go on a journey with business owners of recruitment firms to make their businesses “future-proof” and fit for sale. We can help your business by: Advising on the Conduct of Business Regulations and Agency Workers Regulations. Advising on self-employment models and the implications of tax issues, such as IR35 and the Construction Industry Scheme. We work with some of the UK’s leading accountants to provide specialist tax advice where required. Drafting or negotiating documentation such as consultancy agreements, umbrella contracts, temporary labour supply agreements and master or neutral vendor contracts. Acting on transfer fee disputes. Business protection advice in relation to the recruitment sector (see our Restrictive Covenant services) Case study Acting for an employment business in the Mercantile Court in relation to transfer fee litigation. Drafting a temporary labour-supply contract for an employment business. Delivering training on the reforms to travel and subsistence allowances and the impact on umbrella company arrangements. Get in touch Get in touch with one of our team members today. We’d be happy to discuss your needs and how we can help. Contact

Lean lawyers for lean times We are an agile and modern law firm. What does this mean? It means that we can meet the demands of these challenging times when businesses and employees can be under severe stress. It means we have reduced overheads so that we can charge out more competitively and flexibly than our competitors so that you, the client, benefit. It also means that our clients have more direct access to our senior lawyers than competitor firms and that our partner-consultants are supported in the work they do by fantastic associate solicitors. We resource work at the right level, at all times. Stripping-out fixed over heads means: We don’t carry a lease: you won’t pay for the atrium - but we will meet you at very smart, outsourced offices or a client’s office We don’t carry any unnecessary support departments: but we do source outstanding specialist suppliers in IT/Finance/PR/Admin/know-how/Compliance. All from the best in the business Charging is geared around the needs of the client and is totally transparent: not the demand for increased “PEP” (profit per equity partner). And we never “over-lawyer” We always adopt latest best practice: whether the latest cloud-based document management system, or online financial platforms or online completion of documents – its about the relentless pursuit of improvement Ultimately, its about driving down cost and putting the client first

Neil Johnston Neil Johnston is a highly experienced solicitor, known for his clear, pragmatic, strategic and solutions focused advice. "Simply Outstanding, Neil achieved the impossible . " — Former partner Position Partner Contact + 44 (0)7748 746711 neil.johnston@constantinelaw.co.uk Neil has specialised in employment law for in excess of 20 years. He has particular expertise in advising both employers and employees, in particular, Founders, C-Suite Executives, Partners and High Net Worth individuals and senior level employees on grievances, investigations, disciplinary exits, discrimination, whistleblowing, restrictive covenant and contractual issues. Neil's extensive litigation experience ranges from unfair dismissal, discrimination and whistle-blowing Employment Tribunal claims to a number of reported cases which have tested the boundaries of Employment law in the High Court, Court of Appeal and Supreme Court. Neil also helped draft the Equality and Human Rights Commission's Employment Statutory Code of Practice that helps interpret the Equality Act 2010. Neil works across a wide range of sectors, each with its own nuances. In any one day, Neil might be advising a business on the enforcement of confidentiality and non-solicitation provisions following a potential breach by a former employee; drafting the employment provisions of an outsourcing agreement; advising on redundancies and restructuring; advising tech entrepreneurs and innovators on setting up their business, gig economy and future working matters; or advising a Chief Executive on the terms of his/her departure from the business. No matter how business critical, complex or unique your question might be, Neil will use his wealth of domestic and international employment experience to provide you with the right solution for you and/or your organisation. Reported cases Nursing & Midwifery Council v Harrold [2015] which established that the High Court has inherent jurisdiction to impose civil restraint orders on vexatious litigants in the Employment Tribunals. Michalak v General Medical Council and others [2017] which established that a doctor can sue their regulatory body under the Equality Act 2010. Varnish v British Cycling Federation (t/a British Cycling) [2018] which established that athletes are not employees or workers. Outside of work Neil enjoys spending time with his friends and supporting his young daughter with all of her extracurricular activities. Neil qualified as a solicitor in 2002. FORMER PARTNER "Simply outstanding. Neil achieved the impossible. I shall be externally grateful for Neil's tenacious, calm and wise advice in handling my matter." Previous Next

Contact mail@constantinelaw.co.uk + 44 (0)203 696 8230 Please send all correspondence by email in the first instance or if not possible, to: The Clubhouse, 8 St James Square, London, SW1Y 4JU, England Get in touch Sign up by completing the form below. First Name Last Name Email Message Submit Thanks for submitting! 8 St James Square The Clubhouse 8 St James' Square London SW1Y 4JU 50 Grosvenor Hill The Clubhouse 50 Grosvenor Hill London W1K 3QT 20 St Andrew Street The Clubhouse 20 St Andrew Street London EC4A 3AG

Click HERE to see exclusions This assessment tool applies to salary assessments for roles listed in Tables 1, 1a, 2, 2aa, 2a, and 2b of Appendix Skilled Occupations. It does not apply to health and education occupation codes where going rates are based on national pay scales, listed in Tables 3 and 3a, or healthcare occupation codes listed in Table 4, or education codes listed in Table 5. (SOC code 6131 is not contained in the tables listed.) SOC 2020 codes 6135 and 6136 Certain SOC 2020 codes are eligible to be Health and Care ASHE salary jobs as defined in SW A1.1. of Appendix Skilled Worker, namely: 1171 Health services and public health managers and directors; 1231 Health care practice managers; 1232 Residential, day and domiciliary care managers and proprietors; 2113 Biochemists and biomedical scientists; 2114 Physical scientists; 3111 Laboratory technicians; 3211 Dispensing opticians; 3212 Pharmaceutical technicians; 6135 Care workers and home carers; and 6136 Senior care workers. Roles which are Health and Care ASHE salary jobs as defined in SW A1.1. are subject to lower salary minima which this assessment tool does not model. 6135 Care workers and home carers (Community support workers, Home care workers, Residential care workers, Care workers and home carers not elsewhere classified) and 6136 Senior care workers (Senior community support workers, Senior home care workers, Senior residential care workers, Senior care workers not elsewhere classified) are subject to special rules and these codes are excluded from this assessment tool. This assessment tool does not cover the special rules in SW 14.5.(c) of Appendix Skilled Worker applying to those sponsored as Tier 2 (General) migrants under the rules in place before 1 December 2020, in the following SOC 2010 occupation codes: 2113 Physical scientists, 2119 Natural and social science professionals not elsewhere classified and 2311 Higher education teaching professionals. Where a Skilled Worker applicant was last granted permission for a job that was listed on the Immigration Salary List (or before that the Shortage Occupation List) at the time their Certificate of Sponsorship was assigned, they may continue to use points option D or points option I, provided they are continuing to work in the same job (allowing any changes which would not have made a difference to whether the job was on the list) and for the same sponsor. This salary assessment tool does not model the behaviour of such SOC 2020 codes, and will only allow use of points option D or I for roles currently listed on the Immigration Salary List. Double click the little 'i' icon for explanatory details. SOC 2020 code - Weekly Hours Salary (£) Date entered route Are PhD points being claimed? Will the worker be a new entrant? Submit The total weekly hours of work must be stated on the Certificate of Sponsorship. When a sponsor assigns a Certificate of Sponsorship to a worker, they must specify the 4-digit occupation code (also known as the ‘standard occupational classification (SOC)’ code) relevant to the job. The current applicable system for Skilled Worker is SOC 2020. For more information see Home Office guidance, Workers and Temporary Workers: guidance for sponsors, Part 2 . The sponsor is responsible for choosing the correct occupation code. Detailed guidance is available on the Office for National Statistics website . The University of Warwick has also developed a Computer Assisted Structured Coding Tool (CASCOT) which can help sponsors choose the correct SOC 2020 code. Prior to 4 April 2024, the UK work sponsorship system used the SOC 2010 classification system. For codes covered by this assessment tool, precursor SOC 2010 codes together with their successor SOC 2020 codes can be found from Tables 2, 2aa and 2a of Appendix Skilled Occupations . The total salary payable for the role must be stated on the Certificate of Sponsorship. For Skilled Worker, salary only includes guaranteed basic gross pay (before income tax and including employee pension and national insurance contributions) and other guaranteed payments which are treated the same as basic gross pay for tax, pension and national insurance purposes. Salary does not include other pay and benefits, including pay which cannot be guaranteed, additional pay such as shift, overtime or bonus pay whether or not guaranteed, employer pension and employer national insurance contributions, allowances, in-kind benefits, one-off payments, payments relating to immigration costs or to cover business expenses. Special rules apply where the worker was first granted permission as a Tier 2 (General) migrant under the rules before 1 December 2020 and has held continuous permission in the Tier 2 (General) / Skilled Worker category since then. Where the Skilled Worker pays money to the sponsor, whether by way of deductions from salary, repayments of loan or investment, there may be a reduction to the salary that can be considered in meeting the minimum salary requirement. Specialist advice should be obtained in these cases. The date the worker was assigned their first Certificate of Sponsorship in the Skilled Worker category, where the corresponding application was granted and they have held continuous permission as a Skilled Worker since then. Note that this will be earlier than the first date of the first Skilled Worker visa. Different rules apply depending on whether this entry date is before 4 April 2024, from 5 April 2024 to 21 July 2025 inclusive, or 22 July 2025 onwards. Skilled Worker status includes status as a Tier 2 (General) migrant under the rules in force before 1 December 2020. A new entrant discount on the minimum salary requirement will apply if the worker meets [at least] one of these requirements: they will be aged under 26 on their date of their Skilled Worker application, or their most recent permission was as a Graduate visa holder (disregarding entry as a visitor) which expired within the last two years before the date of application, or their most recent permission was as a Student visa holder (disregarding entry as a visitor) which expired within the last two years before the date of application, and that visa was for graduate level study or above, and they have completed the course or are expecting to complete it within three months [or they are a PhD student and have completed at least 12 months study in the UK], or the job is in a regulated profession, and the worker is working towards a recognised UK professional qualification in that profession, or the worker is working towards full registration or chartered status with the relevant professional body for the job for which they are being sponsored, or the job is a postdoctoral position in one of the following SOC 2020 codes: 2111 Chemical scientists, 2112 Biological scientists, 2113 Biochemists and biomedical scientists, 2114 Physical scientists, 2115 Social and humanities scientists, 2119 Natural and social science professionals not elsewhere classified, 2162 Other researchers, unspecified discipline, or 2311 Higher education teaching professionals. A worker cannot rely upon the new entrant discount for more than four years in total, and time spent in the Graduate visa will count towards this allowance. This field is only relevant if the worker has a PhD in a subject relevant to the job. This results in a discount in the minimum salary requirement, and an additional discount if the PhD is in a Science, Technology, Engineering or Mathematics (STEM) subject. The sponsor must provide a credible explanation that the PhD is in a subject relevant to the job being sponsored, and if relevant that the qualification is in a STEM subject. Fill in the fields above and click "Submit" for results Your Enquiry Fill in the fields above and click "Submit" for results Analysis Fill in the fields above and click "Submit" for results About Fill in the fields above and click "Submit" for results

Business Crime Business Crime We are tenacious, dedicated and highly regarded criminal law specialists working at the cutting edge of the investigations space. We have been involved at the sharp end of many significant financial crime and regulatory cases of the last decade. We have understanding and insight of how the police and prosecuting authorities such as the Serious Fraud Office, Financial Conduct Authority, HM Revenue & Customs, National Crime Agency (NCA) and the Competition & Markets Authority operate and what their current priorities are. We give practical and strategic advice to limit the impact if you, your business or your senior executives or employees are at risk of or involved in a criminal investigation or prosecution. Our aim is to keep your matter, particularly if it is high profile or at risk of being reputationally damaging, under the radar. You may be facing or be concerned about allegations such as fraud, false accounting, investment or benchmark fraud, bribery and corruption, insider dealing and market abuse, cartels and price-fixing, sanctions, money laundering, tax evasion or cheat, restraint and confiscation. Every client and case is different. We build the right team of lawyers and forensic investigators for you and provide bespoke advice tailored to the situation you are facing. Criminal investigations are worrying and time-consuming and, ultimately, a disruptive distraction to business and home life – however they resolve. Whether your case is big or small, we care about the outcome and we want the best possible experience for you. As well as acting for corporates, we often act for directors and senior executives who require separate 'independent legal advice' from their company. We have advised senior officials from Government, the police and public bodies. So, whether you are a suspect, witness, victim or whistle-blower, we can help you. We are tactically astute, dedicated to your case, and have steely determination. We will explain your legal obligations and identify any risks. We get to the point quickly and make complex issues simple, so as to manage the threat to your reputation and business. We are on your side and will advise you how to handle the entire process whilst providing pragmatic and realistic advice. Whilst many of our cases are discontinued, if an investigation ends up in a prosecution we will assemble a strong defence team to represent you and present your case in Court. We ‘look under every stone’ to ensure you are properly and thoroughly prepared to achieve the best possible outcome. We know and work closely with many other lawyers in the UK and co-counsel with overseas lawyers if there are cross-border investigations in other jurisdictions (in particular within Europe and the US). We also work closely with our regulatory and employment law colleagues – particularly when there are whistleblowing, internal investigation, disciplinary or resignation issues to advise on. If there is a public law issue to challenge, say by way of judicial review, we can represent you in those proceedings too. Funding We can discuss the funding options, the proposed scope of work and budget with you. Depending on the situation, you should check whether you have any legal expenses insurance (for example under professional indemnity, Directors’ & Officers’ or household insurance policies) or consider whether a third party, such as an employer, will contribute to your legal fees (eg under an indemnity). Contact It's important to get specialist advice as early as possible. Get in touch with our crime and regulatory teams using the contact details below and find out how we can help you. Contact the team

Cartels & Illegal Price Fixing The Competition and Markets Authority (CMA) investigates suspected cartels which are a particularly damaging form of anti-competitive activity. A cartel is an agreement between competitors to fix prices, share markets, rig bids or limit output at the expense of the interests of customers. Prosecutions may only be brought by the CMA or the Serious Fraud Office against individuals. Individuals found guilty of an offence can face imprisonment, unlimited financial penalties and disqualification as director. Companies are only subject to the civil enforcement regime. The CMA and SFO are seeking cartel convictions. If a business finds out that staff have been involved in cartel conduct that can be devastating news. Corporates and individuals alike need to have a strategy and good advice to deal with these issues to avoid lengthy investigations which can cause huge financial, personal and reputational consequences. It is possible for companies and individuals to approach the CMA for ‘immunity’ or ‘leniency’ – which if granted depends on a number of factors. However, if you are thinking of co-operating with the CMA and engage in the leniency program it is essential to obtain specialist criminal law advice in the first instance. Companies should anticipate how they would respond an investigation where individuals are also prosecuted and review their policies and training programmes to mitigate the risk of anti- competitive behaviour. Individuals should be aware that criminal investigations and prosecutions can take years and can have a detrimental effect if accused. Our Experience Advised fund manager interviewed as part of a FCA investigation into asset management firms for anti-competitive behaviour during IPOs. Advised senior manager in electrical sector relation to price fixing offence, internal investigation and ‘leniency’ procedure with the CMA. Advised retailer in musical instrument sector on CMA investigation relating to suspected anti- competitive online pricing arrangements. Defended director of pharmaceutical company prosecuted by SFO for an alleged conspiracy to defraud the NHS by conspiring to fix the price and supply of generic drugs. Funding We can discuss the funding options, the proposed scope of work and budget with you. Depending on the situation, you should check whether you have any legal expenses insurance (for example under professional indemnity, Directors’ & Officers’ or household insurance policies) or consider whether a third party, such as an employer, will contribute to your legal fees (eg under an indemnity). Contact Whether you are whistle-blower, suspect, witness, investigator or in-house lawyer, it’s important to get specialist advice as early as possible. Get in touch with and find out how we can help you: Contact the team

Whistleblowing Whistleblowing claims have increased significantly in the last few years, particularly within regulated businesses. Whistleblowing claims are not subject to a cap on compensation and are amongst the most high-value claims brought in the Employment Tribunal, as well as being some of the most reputationally damaging. The financial services sector has seen a raft of new regulation designed to increase the accountability of those in senior leadership for encouraging whistleblowers to come forward and acting on their disclosures. Main contacts Suki Harrar +44 (0)7939 633 555 Alan Lewis +44 (0)7814 384 745 Will Clayton +44 (0)7563 145 981 Reviewing or drafting whistleblowing policies and related contractual documentation to ensure they are effective and legally compliant. This includes advising on the new whistleblowing requirements which apply in the financial services sector. Training your staff on whistleblowing obligations and procedures in order to reduce the risk of a claim arising and delivery of a Whistleblowing Tool-Kit. Advising you on how to investigate and respond to whistleblowing allegations. Defending whistleblowing claims brought against the company or its staff or representing individuals wishing to pursue a whistleblowing claim . Case study Advising one of the UK’s leading private banks to resolve a complex whistleblowing claim and working alongside the bank’s HR Director and General Counsel. Conducting an internal investigation for a FCA regulated business in relation to a whistleblowing claim brought by a former employee, mitigating the risk in relation to the same and achieving a favourable settlement. Advising a senior manager in a high-value whistleblowing claim, drafting his claim and representing him at a preliminary hearing before the case settled.

Recruitment Businesses We are one of the main firms in the UK advising the recruitment industry, especially agency suppliers. We are Trusted Members of APSCO and the REC and we have deep sector-level expertise. We count, as clients, some of the largest privately owned recruiters in the UK. We advise recruiters on: enforcing restrictive covenants/drafting contracts of employment/on CLEAR retainer packages/on IR35 and risk mitigation. We go on a journey with business owners of recruitment firms to make their businesses “future-proof” and fit for sale. Main contact John Hayes Number +44 (0) 20 3696 8230 We can help your business by: Advising on the Conduct of Business Regulations and Agency Workers Regulations. Advising on self-employment models and the implications of tax issues, such as IR35 and the Construction Industry Scheme. We work with some of the UK’s leading accountants to provide specialist tax advice where required. Drafting or negotiating documentation such as consultancy agreements, umbrella contracts, temporary labour supply agreements and master or neutral vendor contracts. Acting on transfer fee disputes. Business protection advice in relation to the recruitment sector (see our Restrictive Covenant services) Case study Acting for an employment business in the Mercantile Court in relation to transfer fee litigation. Drafting a temporary labour-supply contract for an employment business. Delivering training on the reforms to travel and subsistence allowances and the impact on umbrella company arrangements.

Business Crime and Fraud Business Crime Bribery & Corruption Cartels and Illegal Price Fixing FCA Investigations, Insider Dealing & Market Abuse Money Laundering Funding We can discuss the funding options, the proposed scope of work and budget with you. Depending on the situation, you should check whether you have any legal expenses insurance (for example under professional indemnity, Directors’ & Officers’ or household insurance policies) or consider whether a third party, such as an employer, will contribute to your legal fees (eg under an indemnity). Contact It's important to get specialist advice as early as possible. Get in touch with our crime and regulatory teams using the contact details below and find out how we can help you. Contact the regulatory team Contact the crime team