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Lewis Silkin LLP

Work 0207 0748000
Fax 0207 864 1200
Cardiff, Hong Kong, London, Oxford

Lucy Lewis

Work 020 7074 8054
Lewis Silkin LLP

Work Department

Employment, reward and immigration.


Full range of employment advice, with particular experience in advertising and marketing and the implications of TUPE.


Trained Simmons & Simmons; qualified 2002; associate Lewis Silkin LLP 2002; partner 2009; partner and head of Cardiff office 2012.


Employment Lawyers Association; Ius Laboris.


The Tiffin Girls School, Kingston Upon Thames; University of Birmingham (1998 LLB, first); Nottingham Law School (1999 LPC, distinction).


Winter sports, hiking, reading, theatre.

Wales: Human resources

Employment: Cardiff

Within: Leading individuals

Lucy Lewis - Lewis Silkin LLP

Within: Employment: Cardiff

Headed by the ‘very highly regarded’ Lucy Lewis and aided by a broad-ranging domestic network of offices, Lewis Silkin LLP’s ‘pragmatic and professional’ eight-strong team provides ‘responsive and tactical advice’ across a range of employment projects including as it relates to strategic redundancies, restructuring and TUPE matters, as well as on other discrete contentious and non-contentious matters. The ‘fantastically astute’, ‘robust and commercial’ Richard Moore is an ‘excellent problem-solver and never shirks from giving the tough advice when it is needed’, particularly in relation to corporate M&A and outsourcing transactions. ‘Excellent’ managing associate James Walters excels at handling contentious matters and is a key member of the team that also includes ‘commercial and diligent’ associate Charlotte Morgan. Clients include Marks & Spencer, MTV and Zara.

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Legal Developments by:
Lewis Silkin LLP

  • Negotiating the minefield of administrative decisions

    There are many situations where decisions are made by organisations such as local authorities (during the tendering process, the grant of contracts or planning decisions, for example) or professional or disciplinary bodies where a party may wish to challenge the outcome. A party with an interest in a decision may feel aggrieved by the outcome due to what appears to be a conflict of interest by those making the decision, or the appearance of bias. This may have serious consequences for in-house lawyers acting for organisations subject to such decisions, and therefore this briefing is intended to provide a general overview of the areas to consider. Challenging judicial or quasi-judicial decisions where there is a conflict of interest was considered by James Levy in a previous briefing (IHL146, p37-40).
    - Lewis Silkin LLP

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