Legal expert in termination and dismissal, the redundancy process, equal opportunities and TUPE.

Alan has more than 30 years’ experience in dealing with the full range of contentious and non contentious employment law matters, providing practical and commercial solutions to the problems faced by both employers and individuals in the modern workplace.

In particular, Alan advises on the drafting of all employment documentation ranging from standard contracts and bespoke service agreements to detailed advice on terms and conditions, non-compete and confidentiality restrictions, structured remuneration packages, policies and procedures. He also advises on non employment issues regarding consultancies, sub-contractors and IR35 companies.

He is an expert in respect of the redundancy process, equal opportunities, transfers of undertakings, termination and dismissal. His particular areas of expertise include acting for American Corporations with a UK subsidiary, bankers in redundancy negotiations, care and nursing homes and for charities where the legal issues are different from the commercial sector.

Alan has a reputation as a strategic thinker and problem solver. His clients range from food manufacturers, educational establishments and charities to SMEs and high net worth individuals.

He qualified as a solicitor in 1974.

Work highlights


A High Court action regarding allegations of breaches of post termination restrictions in the financial services sector.


Negotiating the terms of a Managing Director’s settlement agreement for a property development company.


An application to the Companies Court to protect company assets following the death of the sole director and shareholder.

Recent articles


Joke telling and banter in the workplace – when does it become discriminatory?

Have you heard the one about…? Alan Finlay reviews two cases as he discusses what might and might not be an offence



The making of a good manager – how has this evolved?

Alan Finlay discusses friendliness as an effective management tool and how the expectations of managers have changed over the years.



What control does an employer have over an ex-employee’s LinkedIn account?

If an employment is terminated, can the ex-employee contact the client/customers on their LinkedIn account, and what can an employer do to protect their business?



Employer’s question: Notifying employees of an extension to their probationary period

Alan Finlay discusses the importance of notifying an employee of an extension to their probation within the period itself, or risk a longer notice period being applicable