Colin Baran Employment

Call: 2003


Colin joined St Philips in 2003. After completing a pupillage dealing largely with personal injury, employment and commercial law, he has developed a busy common law practice as a tenant in those fields dealing with all aspects of High Court, County Court and Employment Tribunal litigation.  In addition, he has expertise in the field of clinical negligence and medical law.

What the directories say:

Colin is listed as a leading junior in the 2014 UK Legal 500 Regional Bar in Personal Injury and Clinical Negligence practice.  He is recommended as ‘tactically and technically strong’.

Qualifications and Appointments:

BA Jurisprudence, University College Oxford

BVC, Nottingham Law School






Colin is an employment law specialist, with extensive experience advising and representing both Claimants and Respondents in Employment Tribunal and County/High Court litigation.

He is regularly instructed in relation to unfair dismissal, redundancy and discrimination claims by individuals, insurers, trade unions, public authorities, NHS Trusts and private sector employers of all sizes, from small businesses to large corporations and charities.

He has dealt with complex claims involving the TUPE Regulations, employment status, health and safety dismissals, working time (including flexible working) and protected disclosures.  His practice covers Employment Tribunals throughout England and Wales and also in Scotland.

Recent case highlights include:

Successful defence of an Academy school following allegations of unfair dismissal and detriments on the basis of health and safety protected disclosures.

Acting for the successful claimant (instructed via her trade union) in a constructive dismissal claim involving allegations of indirect discrimination and failures to allow flexible working upon her (attempted) return to work following maternity leave.

Advising a managing director in relation to jurisdiction in his unfair dismissal and race discrimination claim against his former employer, a large public limited company, the case having an international dimension on account of his expatriate status.

Representing a vulnerable Asian Tanzanian migrant domestic worker in a complex discrimination, working time and deduction from wages claim involving allegations of domestic violence, sexual abuse and enslavement.

Colin has been a panel member on the Birmingham Employment Rights Advice Line, a pro bono initiative led by the College of Law, Birmingham, since 2007.

+ Add to Brochure


Colin has extensive experience in advising and representing both Claimant and Respondent clients in all areas of discrimination law.  He has a particular interest in disability discrimination claims where he can utilise his experience of expert medical evidence in other areas of practice to full effect.

His Respondent clients include public sector organisations (local authorities, police forces, probation trusts and NHS trusts) along with major blue chip City institutions and high street names, for whom he has responded to claims of race, sex and disability discrimination in Tribunals across England and Wales, and also in Scotland.

On the Claimant side of work, Colin regularly accepts instructions from trade union and insurer backed clients across a wide range of employment sectors.  He has recently represented at hearing a successful Claimant junior doctor in a claim against a prospective employer NHS Trust in a claim involving pre-employment failure to make reasonable adjustments for a mental health condition.

+ Add to Brochure

Employment in the High Court

Colin has expertise in High Court litigation relating to contracts of employment, confidentiality and restrictive covenants, including without notice applications for injunctive relief.  He has particular experience in advising recruitment and agency worker organisations on commercial litigation following the supply of recruitment services, and also on commercial agents.  He has recently been instructed in claims relating to unpaid bonuses in contracts of employment and unilateral attempts to change terms of employment resulting in deductions from salary.

+ Add to Brochure