- Has your employer paid you less than you believe you are entitled to?
- Have you received proper wage slips?
- Is your contract unclear?
- Are you unsure whether your employer has breached your contract?
- Are you receiving the correct amount of overtime?
- Are there issues about the amount of leave you are entitled to?
For all of these, and many other day to day employment issues, please contact Chris for specialist advice.
Have you recently been dismissed? Are you about to be dismissed?
What you do at or around the time of a resignation or dismissal can sometimes be key to whether you win or lose at Tribunal. You may be wondering:
- whether your employer can do that to you?
- what action you should take to protect your positon and maximise the chances of a successful claim?
- what any action might cost or be worth?
- whether an out of court settlement is possible?
- whether some aspect of your claim makes it a whistleblowing or health and safety claim (where damages are not subjected to a statutory cap)
Simcocks will answer these questions and help you find a way forwards. Call Chris for more information.
Case study
Tom works for a local e-gaming company as an executive. The company decides it doesn’t require his services any longer and terminates his contract on the basis that he is not up to the job. What should Tom do?
Tom seeks expert advice from Simcocks who help him bring an Employment Tribunal claim. Tom later settles out of court.
Have you recently been suspended?
Simcocks can guide and advise you if you are the subject of a disciplinary investigation. We can also advise on the possibility of a High Court Injunction if your employer is not abiding by a contractual disciplinary process or has unlawfully suspended you. Chris Brooks acted in the leading case of Khan and Chohan v DHSC in which an injunction restraining suspension was obtained.
Are you being bullied at work?
Do you feel that your employer treats you really badly?
All employment contracts contain within them an implied term – that the employer will not do any act calculated or likely to destroy the relationship of trust and confidence that should exist between employer and employee.
If your employer is behaving seriously unreasonably to you then it may be that it has breached this duty. You may be unsure what to do next. Advice on whether a claim for constructive dismissal is possible or recommended or whether a settlement might be an option is highly advisable. Call Chris to talk matters through.
Workers have the right not to be subjected to detriment or dismissed as a result of making a protected disclosure. A protected disclosure is, in broad terms, any disclosure of information which is made in good faith and is made showing that:
(a) a criminal offence has been committed, is being committed, or is likely to be committed
(b) that a person has failed, is failing, or is likely to fail to comply with any legal obligation to which he is subject
(c) that miscarriage of justice has occurred, is occurring or is likely to occur
(d) that the health or safety of any individual has been, is being or is likely to be endangered
(e) that the environment has been, is being or is likely to be damaged or
(f) that information tending to show any of the above has been, is being or is likely to be deliberately concealed.
There are detailed rules governing in what circumstances a worker can make a disclosure and to whom.
If you are contemplating making a disclosure or blowing the whistle on conduct within your organisation or you are being disadvantaged or victimised as a result of having done so or you have been dismissed, then please contact us for expert advice.
Case Study
Steve works for a financial services firm. He knows that the firm are not abiding by the FSA Rule Book. He tells the FSA and he mentions that he has done so to a colleague in an e-mail in which he also describes his manager as a muppet. This comes to the attention of the directors who ostracise and side line him. He is overlooked for promotion. What should Steve do?
Steve calls Simcocks for expert advice and a claim for detriment or constructive dismissal is considered.
For all of these, and many other day to day employment issues, please contact Chris for specialist advice.
It is very important that an employer follows correct procedure when considering how to dismiss an employee, or the employer leaves themselves open to the possibility of Tribunal proceedings and substantial compensation being ordered to be paid to the employee. It is far more cost effective to get things right in advance.
Simcocks can give your business advice on troublesome situations and provide strategic planning to help your business from a human resources perspective. This can offer a helpline type service to your HR department, charging only for time spent, which employers often find beneficial. Call Chris for more details of this.
Simcocks can tell you what to do to minimise the risk of any claim or litigation arising and can also assist you to put in place policies and procedures to do so.
Contracts of Employment and Staff Handbooks
We can frequently advise on the effectiveness of your standard employment contracts for both junior and executive staff and the provision or updating of appropriate staff handbooks and policy documents. Our message is that prevention is better than cure.
Redundancy and Changes to Contract Terms
If you are planning redundancies or wish to implement changes to your contract terms, then it is very important that you take legal advice at the outset as failure to do so may result in a claim for unfair dismissal or for redundancy pay. Simcocks can guide you through the redundancy process to ensure that the process is fairly handled so as to mitigate the chances of any claim in the employment and equality Tribunal.
Simcocks can give expert advice and guidance as to how to reduce your workforce or to change terms for existing members of staff.
Contact Irini or Chris to discuss your needs.
Chris Brooks 
Irini Newby
An alternative to Court
Alternative dispute resolution (ADR) are processes and techniques for disagreeing parties to resolve their differences as an alternative to going to court such as mediation and arbitration.
At Simcocks, we consider all of the options having arranged and hosted mediation and settlement sessions covering a wide variety of cases. We work with our clients to achieve objectives in the way most beneficial to their business or personal circumstances.
ADR techniques can be more speedily concluded than going through the Isle of Man Courts. It may also be more cost effective than traditional litigation and is beneficial if there is a preference for confidentiality. It can help to reach a more flexible settlement solution as there is greater control over the selection of the individual(s) who will decide a dispute.
Cross-border disputes are increasingly common and often complex, time consuming and costly. Many businesses adopt International arbitration procedures in their commercial agreements so possible disputes may be resolved efficiently.
Mediation
A successful early mediation is cheaper than litigation or arbitration, taking into account both the monetary cost and the management and potential reputational costs that may be associated with a lengthy dispute.
Mediation can be an effective way of resolving disputes without the need to go to Court. It involves using an independent third party – a mediator – who helps both sides endeavour to reach a negotiated settlement of their dispute by encouraging and facilitating discussion between them.
It is a confidential, non-binding process where the terms of the negotiation are not disclosed to the Court or tribunal. If parties are unable to reach agreement, they can still go to Court.
The Isle of Man Courts also recognise the importance of this process and encourage the parties to endeavour to resolve disputes through mediation. This was emphasised by His Honour The Deemster Corlett in the Family Court Review 2017: “The benefits of the parties reaching their own solutions without the Court imposing them cannot be underestimated.”
The First Deemster, His Honour The Deemster Doyle in Association of Cosmetic Surgery & OTR v Bentley 2009 observed: “… as experienced counsel will be aware the law is sometimes a very blunt instrument to resolve disputes of this nature and I would encourage the parties if they had not already endeavoured to do so to endeavour to resolve their disputes through the mediation process.”
Engaging a mediator to assist parties in resolving their differences will provide:
- A flexible approach to the issues
- A confidential and less adversarial process
- A more cost-effective process than taking a case to Court
- Where applicable, an opportunity to preserve the relationship between the parties
- More certainty of outcome rather than a judgment issued by a court which might not suit any of the parties.
Further Information:
For more information in relation to the Mediation process email enquiries@simcocks.com or telephone +44 1624 690300.
Arbitration
Arbitration can be either voluntary or mandatory and either binding or non-binding. It is a process by which a third party (the arbitrator) is employed to decide the case after considering written submissions or conducting a private hearing with evidence being called. The identity and experience of an arbitrator can be agreed between the parties.
ADR in family matters
The main types of ADR available in family cases are mediation and collaborative law – in which the lawyers and their clients enter into an agreement to negotiate a settlement without going to court.
Additional information about our Litigation & Dispute Resolution services can be found here. You can find information on the Isle of Man Courts of Justice here.
Simcocks are able to assist in all types of ADR, just as readily as with the more traditional approach both in civil and family matters, arbitration and collaborative law. Our Isle of Man lawyers can facilitate someone who can preside as an independent mediator or arbitrator to help to try to resolve a dispute between parties who are already represented by other firms.
Commercial litigation and business disputes can be extremely costly and time consuming. At Simcocks, we will devise the right strategy, decide the best tactics, scope and plan the work and deliver it efficiently and communicate the costs clearly.
We work with companies of all shapes and sizes, resolving commercial litigation issues to our clients’ best advantage. If the desired outcome isn’t possible, we are tenacious in protecting our clients’ rights and promoting their interests.
Our Isle of Man commercial lawyers have an impressive track record of success in high stake disputes. The team’s technical knowledge generates many complex referrals and our lawyers have considerable experience dealing with cross-jurisdiction disputes with particular emphasis on trust disputes, shareholder matters, emergency injunctive and discovery remedies and judicial review applications.
Our depth of knowledge and breadth of experience means we are able to assist with a variety of business disputes, from simple cases to extremely complex issues spanning multiple jurisdictions.
The manner in which business disputes are resolved is constantly changing and we will, where possible, consider alternative means to settle disputes before resorting to court proceedings. We will seek to protect clients from facing the prospect of lengthy and expensive court proceedings if alternative forms of resolution can be used.
Our Litigation & Dispute Resolution department has the expertise and tenacity to achieve results for our clients. Contact Chris Brooks, Elizabeth Simpson, Charlotte Ronan or Michael Mudge to discuss your needs.
Our Litigation & Dispute Resolution team provides an effective and comprehensive Criminal Litigation service from representation at the police station to the Summary Court and the Court of General Gaol Delivery.
Winston Taylor is experienced in a wide variety of criminal cases including road traffic, offences against a person, drugs, harassment, theft, public order and sex offences.
Contact Winston to discuss your needs.
We recognise how important it is for your business to collect unpaid debts as quickly and efficiently as possible and our team specialises in recovering commercial debts.
Simcocks usually deals with debts exceeding £20,000 but please contact us to discuss your requirements.
The team operate within our Litigation & Dispute Resolution department and our debt recovery service includes advice on:
- Chasing of debts and pre-action negotiations;
- Statutory demands to threaten winding up;
- Issue and service of court proceedings;
- Recognition and enforcement of foreign or UK judgments;
- Judgment and execution;
- Bankruptcy or winding up petitions;
- Tracing and asset recovery.
We have a special interest in cross-border enforcement. Head of Litigation, Chris Brooks, wrote the Isle of Man chapter of ‘Enforcement of Foreign Judgments’ published by Kluwer Law. If you have an international judgment to enforce in the Isle of Man or wish to enforce a Manx judgment overseas please get in touch with Chris.
Get in touch Michael Mudge for Debt Recovery services.
“Excellent advice.”
Chambers & Partners UK Guide 2026
Simcocks is a market leader in the field of Isle of Man employment law with a team of experts who can offer practical, effective and swift advice on both contentious and non-contentious matters.
Choose the area of advice:
The Team
Simcocks Director, Irini Newby, advises on a variety of issues arising from employment. She acts for individuals, directors, shareholders and corporate service providers on matters of Isle of Man employment law.
“Irini Newby is professional, knowledgeable, contactable and a good communicator.” – Legal 500, 2025
Irini has been placed in the Legal 500 Hall of Fame UK, a sought-after commendation that indicates “exceptional legal talent”.
Tel: +44 1624 690339
Chris Brooks is Head of Litigation & Dispute Resolution, and regularly advises on employment matters for both employer and employee. He has dealt with a wide range of issues including protected disclosures, maternity rights, unfair dismissal, sex discrimination and victimisation, unlawful deductions and restrictive covenants. He obtained the first injunction restraining suspension in the Isle of Man.
“Christopher Brooks is very responsive and commercial. Sensible in his tactical approach and has an excellent record in his advocacy.” – Legal 500 UK, 2025
“Chris is always aware of the bigger picture and has a great intuition for what his clients want and how to get there.” – Chambers & Partners UK Guide, 2025
“He is very thorough and comes out with responses beyond client expectations.” – Chambers & Partners UK Guide, 2025
Tel: +44 1624 690309
Louise Byrne is a consultant within our Litigation & Dispute Resolution department with over 30 years of experience as a litigator.
“Louise exudes confidence and puts her client’s at the very forefront of her case strategy. Her experience and standing within the Isle of Man legal market allows her clients to feel totally reassured and understood.” – Legal 500, 2024
Charlotte Ronan is a consultant within our Litigation & Dispute Resolution department.
Insights
Restrictive Covenants in Contracts of Employment – The Exception Proves the Rule…
Our Private Client and Litigation & Dispute Resolution teams work together to offer a comprehensive service covering all manner of estate and probate disputes. Contact Phil Games, Chris Brooks, Charlotte Ronan or Louise Byrne.
Insights
Where There’s A Will There’s A Way – Chris Brooks discusses how UK assets can include Channel Island assets in a will.