Arvin Sandhu

Arvin studied Law at the University of Bristol, graduating in 2017, before completing a Master’s in Law (LLM) at the University of Law in Moorgate. 

Following university, Arvin worked as a paralegal in the employment team of a Top 100 Legal 500 firm, where he gained early, hands on exposure to complex employment work. During this time, he supported on contentious and advisory matters, assisting senior solicitors with Tribunal preparation, discrimination claims, redundancy processes and contract reviews – experience that laid a strong practical foundation for his later qualification as a solicitor. 

In addition to his employment law background, Arvin has experience acting for litigation clients in mediation and in landlord and tenant disputes, including carrying out advocacy in court. This contentious grounding has strengthened his approach to employment litigation, giving him a confident presence in negotiation settings and a strategic, evidence focused mindset. 

Since qualifying, he has developed a broad employment law practice advising both employers and employees. His work spans discrimination, whistleblowing, unfair dismissal, redundancy, contractual disputes, restrictive covenants, and Employment Tribunal litigation. He regularly supports employers with disciplinaries, grievances, performance management, restructures, HR compliance, and drafting employment documentation. He also represents employees in complex disputes, exit negotiations and discrimination matters. 

Across his practice, Arvin is known for his clear, pragmatic advice and his ability to guide clients through difficult situations with confidence and clarity. 

2022

Arvin was part of the legal team representing an employer facing a complex Tribunal claim involving allegations of protected disclosures, hostile treatment and a breakdown of trust and confidence. He played a key role in analysing documents, preparing witness evidence, and identifying inconsistencies in the claimant’s account. The Tribunal accepted the employer’s version of events, and the claims were dismissed, protecting the client from significant financial and reputational risk. 

2023

Arvin assisted on supporting a medium sized business dealing with an employee who had been signed off for an extended period with multiple overlapping conditions. He helped advise on occupational health instructions, reasonable adjustments, consultation obligations and the medical‑capability process. By guiding the employer through each procedural step, he helped them reach a fair, lawful outcome while reducing the risk of disability discrimination or unfair dismissal claims. 

2024

Provided guidance for an employer client on challenging maternity related issues, including risk assessments, phased returns, and discrimination sensitive restructures. He also advised the client on a long term sickness case involving medical capability, reasonable adjustments, and fit note inconsistencies. His tailored advice helped the business stay compliant while balancing operational needs and employee wellbeing. 

Advised a business undergoing organisational change that required a significant role restructure. He designed a clear, legally robust consultation process, prepared the necessary documentation, and coached managers on conducting sensitive discussions. By anticipating and addressing potential risk points, he helped the employer implement the redundancy process smoothly, with no grievances or Tribunal claims arising. 

Acted for an employee who had been offered a minimal severance package following workplace tensions and an attempted capability process. After identifying legal and procedural weaknesses in the employer’s approach, he negotiated firmly and presented the employer with a persuasive basis for significantly increasing their offer. His work resulted in a settlement six times higher than the amount originally proposed, allowing the client to exit with dignity and financial security. 

2025

Acted for an employer facing a multifaceted discrimination claim involving allegations of disability and victimisation. The claimant presented an extensive schedule of issues and sought significant compensation. Arvin conducted a thorough review of internal processes, identified key procedural strengths, and prepared detailed evidence that directly challenged the factual basis of the allegations. Through strategic case management, the Tribunal ultimately found the claims unsubstantiated and dismissed them in full. 

Represented an employee who had been treated unfavourably following a cancer diagnosis, including failures around reasonable adjustments and insensitive handling of their personal data. He carefully built the evidential narrative, drawing out the discriminatory impact of the employer’s actions, and negotiated firmly on the client’s behalf. His strategic approach resulted in a substantial five‑figure settlement that provided financial security and closure at a critical point in the client’s recovery. 

Acting for a business accused of unfairly dismissing an employee for misconduct, Arvin analysed the employer’s internal investigation, tightened the documentary evidence, and prepared the management team for examination. His work ensured the employer’s decision‑making process was presented clearly and credibly to the Tribunal. The judge accepted that the dismissal fell within the band of reasonable responses, and the claim was dismissed. 

Arvin supported a fast growing business on ongoing HR issues, helping them modernise their contractual documentation, update internal policies and navigate sensitive employee relations matters. This included advising on managing underperformance, handling grievances, and guiding senior managers through capability related exits. His proactive assistance helped the client avoid multiple potential claims and maintain a stable workforce during a high growth period. 

• Unfair Dismissal 
• Settlement Agreements 
• Discrimination & Harassment 
• Contract Reviews 
• Employment Policy Drafting  
• HR Advisory Support for Employers 
• Grievances  
• Redundancy & Restructuring 
• Restrictive Covenants 
• Employment Tribunal Claims