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Marcus Rowland

Consultant

Consultant solicitor specialising in Employment Law

Marcus has been a specialist employment lawyer for more than 30 years.   Over that time he has advised individuals and employers of all shapes and sizes - from manual workers to chief executives and from start-up businesses to some of the largest and most successful companies in the world.

Whilst he covers the full range of employment law matters, he has a particular focus on dispute resolution, employment tribunal litigation, the enforcement of post-termination restrictions and advising on the employment law issues arising out of business transfers, corporate restructurings and redundancy exercises.  As well as advising employers, he regularly represents senior executives and other employees in contract and severance negotiations.

He says: “One of the things I’ve learnt over the years is not to make life more difficult than it needs to be.  I keep that in mind when advising my clients - I see my role as helping them to achieve their goals with the minimum amount of fuss as possible.  I focus on what’s important and don’t waste their time and money arguing over points that don’t matter in the grand scheme of things.”

Career

Marcus qualified as a solicitor in 1995 with Osborne Clarke in Bristol.  After working in London for almost 10 years (initially for a global law firm and then for a boutique technology firm) he returned to Bristol in 2004 and subsequently joined  niche media and entertainment firm Wiggin LLP where he led the firm’s employment law team for almost 14 years.  Whilst at Wiggin, Marcus primarily advised companies and executives working in the film and TV industry.  He joined Peter Peter & Wright as a consultant in 2021.

Expertise

Marcus can assist in all areas of employment law including:

  • Employment contract drafting and negotiation
  • Consultancy agreements
  • Statutory employment rights (holiday pay, minimum wage, maternity leave, flexible working etc.)
  • Discrimination
  • Redundancies and business reorganisations
  • Sickness absence and attendance
  • Disciplinary and performance concerns
  • Grievances and investigations
  • Restrictive covenants and confidentiality
  • TUPE and other employment aspects of business transfers
  • Data protection
  • Business immigration
  • Employment tribunal litigation
  • Settlement agreements