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Kevin Harris

Kevin Harris started his career working in solicitors firms and believes it is important to be involved throughout the case in order to get the best results for the client, working closely with his instructing firm.

Kevin has considerable experience in disability and maternity discrimination, and in particular with depression and anxiety and the issues surrounding flexible working, reasonable adjustments, and returning to work. Kevin is interested in the impact that increasing remote working will have on the law in these areas.



Kevin Harris

Kevin's Experience

Called in 1999

Specialist sectors

  • Health Services
  • Banking & Finance
  • Life Sciences Technology

Barristers in England and Wales are regulated by the Bar Standards Board

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Employment Law

Kevin is experienced in all areas of employment tribunal litigation, with particular experience in:

  • Disability discrimination claims - particularly depression and mental health issues such as PTSD. 
  • Maternity discrimination claims
  • Bullying and harassment at work
  • Unfair dismissal, including issues of TUPE and redundancy selection

As well as litigation in employment tribunals, Kevin has advised both employers and employees on disciplinary and grievance procedures and drafting of employment contracts, directors service agreements and company policies. He regularly advises on employment law settlement agreements, staff training, business reorganisation and redundancy.

Memberships & Advisory
  • Employment Lawyers Association
  • International Association on Workplace Bullying and Harassment
  • Industrial Law Society
Case Profile
  • Reed v Rex Goldsmith ltd (2022) Unfair dismissal claim from employee following dismissal for gross misconduct. Successfully defended claim and obtained a finding that the employee had stolen and costs.
  • I v I Ltd (2022) Claim for sex and disability discrimination after termination following an absence from work. The case involved appeals to the EAT on ET allowing amendment of the claim out of time following disclosure of internal emails.
  • Kaminska v Marchesani & Others (2021) Claim for unfair dismissal, victimization and maternity discrimination, with issues in relation to the vicarious liability of directors and shareholders for the actions of the company.
  • Dolcy v Body Beautiful (2021) Claim for unfair dismissal and maternity discrimination following a return to work.
  • H v P (2020) Claim by a husband and wife who worked at the same company for constructive unfair dismissal and disability discrimination, following failure to deal properly with their grievances and discrimination after a cancer diagnosis.
  • London Underground Ltd v O'Sullivan UKEAT/0152/15/DA (2016) Claim for unfair dismissal and disability discrimination, involving appeals to the EAT on liability and quantum. The Employment Tribunal awarded over £220,000, one of the highest Tribunal awards that year.
  • P v B Ltd & Others (2015) Claim for unfair dismissal and maternity discrimination following a TUPE transfer. The client was on maternity leave at the time of transfer and was not taken on by the Transferee and was subsequently made redundant by the Transferor.
  • S v D (2013) Claim for unfair dismissal of employee suffering from depression following allegations for misconduct at work.
  • C v L (2014) Contractor for a large financial organisation was terminated after reporting wrongdoing and brought a complaint for ‘whistleblowing.’
  • Coyne & Others v RPL & Another (2011) Multiparty TUPE claim for unfair dismissal following employer going into liquidation and sale of assets to a new company; some of the employees were transferred over, but others retained with the Company in liquidation.
  • L v C (2011) Bullying and harassment at work on the grounds of sexual orientation; The Claimants were senior managers who were subjected to comments about their sexual orientation for several years. Claimants also asserted they were constructively dismissed and claimed unfair dismissal.

  • Eastbourne Borough Council v Hafez (2004, UKEAT 0188/04) EAT case on bias by the Tribunal and perversity, following a claim for unfair dismissal involving bullying at work.

  • Peart v Dixons Store Group Retail PLC (2004, UKEAT 0630/04) EAT case on incorrect reasoning and analysis of evidence in claim for sexual harassment and bullying at work.

  • Port of Tilbury v Birch & others (2003) Unfair dismissal case, involving two appeals to the EAT on liability and calculation of award of pension loss ([2005] IRLR 9).

  • Latchman v Reed Business Information Ltd [2002] ICR 145 EAT case on the definition of disability and whether the Claimant, who suffered from bulimia, fell within the definition.

Privacy Policy

1. This is a privacy notice that describes how, why and for how long I will process or keep your personal data in accordance with the General Data Protection Regulation (‘GDPR’).
2. The GDPR governs how an individual’s personal data is used, and your rights in relation to that data.
3.  I, Kevin Harris, have been instructed by you or your litigation friend (usually a parent), through your solicitor or agent, or via the Bar Pro Bono Unit.
4.  It is necessary for me to process your personal data in order for me to provide you with legal services, for example:

  • Advise on the prospects of litigation;
  • Advise on the value of your claim;
  • Representation at a court hearing;
  • Representation at trial;
  • Advise, review or comment on legal issues or evidence.

5. Processing means anything done to data such as: recording, organising, adapting, altering, copying, consulting, transmitting, combining, erasing or storing it.

6.The processing for the purposes listed above will take place in accordance with either Article 6(1)(a) GDPR or Article 6(1)(b) GDPR, depending on how you instructed me.

7. If you have instructed me on a direct access basis, or engaged a solicitor (or legal agent), to assist you in bringing or defending a claim then the processing is necessary to perform a contract to which you are a party (Article 6(1)(b) GDPR). To give effect to that contract (i.e. to bring a claim) it is necessary for me to process your personal data for litigation purposes.

8. If I am assisting you on a pro bono basis, it will be necessary for me to seek your consent to be able to represent you (Article 6(1)(a) GDPR). In this scenario, you will be sent a consent form.

Recipients of your data

9.  I may also be required to share your data with others, depending on the nature of your case. This may include:

(i)  Courts and other tribunals to whom documents are presented;

(ii) Your solicitors, or agent representing you, through whom I have been instructed;

(iii) Potential witnesses, experts and other persons involved in the case;

(iv) Solicitors, barristers, or other legal representatives;

(v) Ombudsman and regulatory authorities;

(vi) Education and examining bodies; and

(vii) Current, past or prospective employers.

Special Categories of Data

10.  In some cases I will have been given your personal data that is within the ‘special categories’ of data described in GDPR Article 9(1). For example, personal data that reveals your race, ethnicity, sexual preferences, political or religious beliefs, trade union membership or health. There are also restrictions for processing information regarding criminal convictions.

11. This type of personal data will only be processed where it is necessary in order to represent you in your legal claim, or advise on the prospects of a legal claim.


12. I will retain your personal data for no longer than is necessary, and where it is possible, I will anonymise your data.

13. How long your personal data is kept will depend on a number of factors. The retention period will be reviewed when the service I am providing you with is complete. However in general, I am obliged by the Bar Code of Conduct to retain records of my cases, and by HM Revenue and Customs to retain records for 6 years.

14. Once your case has concluded and fees have been paid, I shall retain only the personal data necessary for the following purposes:

(i) The legal and professional obligation to retain information relating to my cases;

(ii) To check for any potential conflict of interests that may arise in the future when I am instructed on other cases;

(iii) For use in the defence of potential complaints, legal proceedings or fee disputes;

(iv) To refer back to in future cases which raise similar legal, factual, or procedural issues.

15. The processing for the purposes listed in paragraph 14 (ii), (iii), and (iv) above, will take place in accordance with Article 6(1)(f) GDPR. That is, for the purposes of legitimate interests that are not outweighed by your interests or fundamental rights and freedoms.

16. The processing for the purposes listed in paragraph 14(i) above, will take place in accordance with Article 6(1)(c) GDPR. That is, the processing is necessary for me to comply with a legal obligation. 

Your Rights

17. Where processing of your personal data was based on your consent (see paragraphs 6 and 8) you have the right to withdraw that consent at any time. This does not affect the lawfulness of the processing based on consent before its withdrawal.

18. Withdrawal of your consent to process such data will most likely mean that I am no longer able to provide you with the legal services you seek.

19. You may request confirmation that your personal data is being processed by me and details about the personal data, the source, the processing, the purposes of the processing, the recipients and the retention period.

20. You may request a copy of your personal data that is being processed by me. You may also request rectification (i.e. correction) where there are inaccuracies in the personal data.

21. You have the right to object, on grounds relating to your particular situation, at any time, to processing of your personal data in paragraph 14 of this privacy notice. Should you object, the processing will only continue where there are compelling legitimate grounds for the processing which override your fundamental rights, freedoms and interests. 

22. Where the processing or retention of your data is necessary for the establishment, exercise or defence of legal claims, it will not be possible to object. 

23. You have the right to request that your personal data is erased where any of the following apply:

(i) The personal data are no longer necessary in relation to the purposes for which they were collected or otherwise processed;

(ii) You withdraw your consent where the basis of processing was based on consent and where there is no other ground for the processing;

(iii) Where your fundamental rights, freedoms and interests override the legitimate interests of processing in paragraph 14;

(iv) The personal data has been unlawfully processed; or

(v) The personal data have to be erased to comply with a legal obligation.

24. You have the right to request that your personal data is restricted from processing, so that it is simply stored, for the following reasons: as an alternative to deletion; so that it can be corrected; for the establishment, exercise or defence of legal claims; to verify if a legitimate ground exists (paragraph 14).

25. Where it is necessary to correct your personal data, or you have requested the restriction or erasure of your personal data, I shall endeavour to contact the recipients of the personal data, unless this involves disproportionate effort. 


26. I take appropriate physical and technical procedures to safeguard your personal data to prevent it from being accidentally lost, used or accessed in an unauthorised way. 

Complaints or Queries

27. If you have any questions regarding this privacy notice, or how I use your personal data please email me: mailto:kevin.harris@tbgbarrister, or my clerks: telephone 01823 247 247.

28. I shall aim to respond as soon as possible, and within 30 days.

29. You have the right to complain to the Information Commissioner's Office (ICO) if you believe I have not handled your request in an appropriate manner. For information on contacting the ICO please go to:



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