Julie supports employers working in a wide range of sectors from small charities to large multi-national companies. She particularly specialises in supporting charities and educational organisations. Julie also sits as a part-time judge in England.
Julie provides advice to employers across a wide range of sectors but particularly specialises in advising clients from the public sector and the third sector. She has substantial experience of advising on both contentious and non-contentious matters.
Julie is particularly skilled at managing risks associated with employee disputes. She has built strong working relationships with HR teams and regularly acts as a sounding board to advise on mitigating risks in internal employee disputes, restructures and pay reviews, TUPE disputes and complex employment litigation.
Julie has expertise in advising on all employment law-related issues from drafting and revising employment contracts and procedures to resolving internal disputes and managing Employment Tribunal claims.
Throughout, Julie’s advice, its clarity (verbal and written), her responsiveness and speed of delivery was of a consistently high quality. She was also brave, unafraid to posit radical solutions which, I believe – had bidders had an ounce of Julie’s courage and informed conviction – would have broken new ground in public procurement and set new best practice for public bodies to follow. She was also, by way of icing on the cake, a pleasure to work with.
I have been dealing Julie Bann and her employment law team from Sharpe Pritchard for the last two years. In relation to all instructions I have sent through to them, I have found them consistently quick to respond, thorough and accurate in advice given and straightforward to talk to. I have no hesitation in recommending such a reliable service.
Experts in their field, their advice is always professional, timely, contemporary, and above all practical. In partnership with the HR team, they have the ability to see through and provide sound guidance in even the most complex of employment law issues with confidence and professionalism.
30 March 2026
23 December 2025
The Employment Rights Act 2025 is finally here! Having received Royal Assent on 18 December 2025, marking the most significant overhaul of UK employment law in decades. With reforms rolling out in waves from April 2026 through 2027, public sector employers, including local authorities and central government bodies, must prepare for sweeping changes that will…
Read more12 December 2023
What has changed? The Employment Relations (Flexible Working) Act makes amendments to the Employment Rights Act 1996 (“ERA”) and under the new legislation: Employers must consult with their employees before a flexible working request can be turned down; Employees can make two flexible working requests in any 12-month period -employees are currently only able to…
Read more22 August 2023
The Employment Appeal Tribunal has stepped in again in this controversial arena in this case and has ruled that “the freedom to manifest belief (religious or otherwise) and to express views relating to that belief are essential rights in any democracy”. This is another decision in the fraught tug of war between employees claiming they…
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