Employment Law
Follow Stephen for practical commentary and professional insight on employment law.
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Stephen Wyeth
Barrister at 3PB Barristers
Employment LawWorkplace DisputesEmployment Tribunals
Barrister at 3PB Barristers.
Stephen Wyeth is a leading junior with a specialist employment law practice.
Prior to transferring to the Bar in June 2010, Stephen practised as a solicitor for ten years following his qualification in 1999 and offers an advanced level of service in all areas of employment law. He was appointed a fee paid Employment Judge in 2009 and sits in the Watford Employment Tribunal.
He has developed a reputation for being a fearless litigator, delivering practical solutions and first class results for both employer and employee clients.
Stephen is particularly experienced in high-value claims involving discrimination (with emphasis on disability and maternity issues) and is highly knowledgeable in all forms of detriment and unfair dismissal complaints, especially those involving allegations of whistleblowing. He frequently appears, and succeeds, in complex lengthy multi-day trials. He also has notable experience in cases involving employment status. In addition, he regularly undertakes TUPE work, usually with multiple respondents.
Stephen Wyeth’s profile brings together professional experience, specialist subjects and published Chronicle Law contributions.
Workplace Disputes
Follow Stephen for practical commentary and professional insight on workplace disputes.
Employment Tribunals
Follow Stephen for practical commentary and professional insight on employment tribunals.
From Stephen’s Chronicle Law profile.
COURT APPEALS · 8 MIN READ
Unfair dismissal: When does future loss end?
This article explores how tribunals and the EAT assess future loss in unfair dismissal cases, highlighting Polkey reductions, tribunal reasoning, and the need to properly evaluate evidence when setting compensatory awards.
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COURT SYSTEM · 10 MIN READ
Tackling amendment applications: lessons for practitioners
In CX v Ministry of Justice, the EAT upheld the Tribunal’s refusal to allow a late amendment adding disability discrimination claims, finding it would introduce entirely new issues and expand the case significantly. The decision reinforces that amendment applications must be judged by their practical impact, timing, and potential prejudice, not just legal form. Practitioners are reminded to plead clearly, act promptly on new evidence, and prepare detailed arguments on the necessity and consequences of proposed amendments.
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