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Robbie Sinclair

Partner

London

Sinclair Robbie
Robbie Sinclair

Partner

London

Robbie has experience in the full range of contentious and non-contentious issues which impact on companies both in the UK and overseas.

Working across a range of sectors, Robbie advises clients on general advisory issues, such as redundancy programmes and discrimination claims and has experience advising on disputes with employees and former employees, including litigation in the Employment Tribunal, Employment Appeal Tribunal and High Court.

Robbie also supports our corporate practice on transactions and outsourcings, including advising on TUPE issues and contractual work, including employment agreements, consultancy agreements and compromise agreements.

Robbie Sinclair regularly posts on subjects such as family friendly employment law for Allen & Overy’s Employment Talk blog.

News & insights

diversity and inclusion

Blog Post: 22 JULY 2021

What is meant by diversity and inclusion?

Ask anyone what is meant by diversity and inclusion in the workplace and they are likely to give an answer along the followings lines: Diversity is about having the presence of different…

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People talking with a focus on their shadows

Blog Post: 21 JULY 2021

Diversity and inclusion in the financial sector: the regulators want more done, more quickly

Few would disagree that a lack of diversity and inclusion in any setting can have a negative impact. The financial sector regulators (the FCA and PRA) are addressing this issue, starting with the…

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Financing, investment and restructuring

Publications: 06 MAY 2021

Employee reorganisations – what do you need to know?

With local job saving schemes drawing to a close and a record recovery in M&A activity, we can expect a renewed focus on corporate reorganisations that will have an impact for the workforce.

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The Gherkin, London

Blog Post: 09 MARCH 2021

Does a whistleblower’s motive matter?

The motive of a whistleblower is often questioned, with good reason. Disclosures of malpractice or wrongdoing are often made in the context of performance management, a dismissal, or a grudge by a…

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