Grace Cullen > Chambers of Stephen Hockman QC > London, England > Lawyer Profile
Six Pump Court Offices
Six Pump Court
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Grace is recommended in the Legal 500 for her work in employment law. She has a strong reputation and has acted for individuals, companies and local authorities in a wide range of cases including unfair dismissal, breach of contract, working time, redundancy and discrimination claims, including discrimination on grounds of philosophical belief, in tribunals and the EAT. She has recently and successfully represented Claimants in age discrimination claims against the Ministry of Justice and the University of Oxford. Grace also acted for one of the first emergency workers to attend the London bombings and who subsequently developed PTSD, in a claim of constructive unfair dismissal and disability discrimination. She has acted in other cases that have generated national interest.
Grace also has a strong advisory practice and has experience with and advised upon many aspects of employment law, including complex pension claims and international TUPE cases. In addition, Grace provides training seminars with CLT in employment law and on civil law for the Kent Law Society. Grace’s civil practice includes health and safety at work and negligence claims.
Qualified 2005; Lincoln’s Inn.
Employment Law Bar Association
Family Law Bar Association
Trinity College, Cambridge.
Lawyer Rankings(Leading Juniors) Ranked: Tier 5
Grace Cullen –Six Pump Court ‘Grace has a knack for cutting to the key issues and understanding the commercial and legal issues that need to be addressed. Even where a case has obstacles, she has been helpful in finding a solution that meets with the client’s desired objectives.’(Leading Juniors) Ranked: Tier 1
Six Pump Court is home to Gordon William Menzies and Grace Cullen, who both have substantial practices in the South Eastern Circuit. Menzies represented the employee in Heskett v Ministry of Justice, an Employment Appeal Tribunal case concerning changes to pay banding brought in as part of the 2011 public sector pay restraint, with at issue the extent to which cost can be taken into account as part of the justification for alleged indirect age discrimination.