Leeds 0113 228 5000
Newcastle 0191 221 2121
Called 1996 Email Kirti
Kirti Jeram was called to the Bar in 1996. Her principal areas of specialisation are employment and professional discipline and regulation.
She lectures to diverse audiences on employment law and procedure and conducts in-house training for solicitors and local authority employees.
"Kirti has a good eye for detail in factually complex cases. Her straightforward, open approach makes her a hit with clients and reassures witnesses." "Kirti is excellent. Her attention to detail and approachability makes the working relationship easy."Chambers & Partners 2018
Kirti’s principal area of specialism is employment law and she has an extensive experience of all key areas of employment including discrimination, whistle blowing, TUPE, unfair dismissal, breach of contract and equal pay.
She is frequently involved in lengthy hearings involving complex issues of both fact and law. Kirti is regularly instructed by public sector employers including NHS Trusts and local authorities and has been instructed in a number of national and test cases.
Chambers & Partners 2019 (Band 3)
"She is excellent. She is clever and knows the law. She is also good at coming up with arguments and putting them in a persuasive way." "A hard-working and approachable advocate."
Legal 500 2018/2019 - "She remains very composed under pressure."
Chambers & Partners 2018 (Band 3)
Recognised for her diligent practice representing public sector employers, which is inclusive of several local authorities. She has particular expertise in equal pay and unfair dismissal-related cases.
Strengths: "Kirti has a good eye for detail in factually complex cases. Her straightforward, open approach makes her a hit with clients and reassures witnesses." "Kirti is excellent. Her attention to detail and approachability makes the working relationship easy."
Recent work: Appeared in Southgate v Wilf Ward Family Trust, in which a care home manager brought claims relating to various allegations including unfair dismissal, sex discrimination and harassment.
Chambers & Partners 2017 (Band 1)
Strengths: "Very competent and very capable advocate. She is a pleasure to work with." "She's level-headed and straighforward." "She is experienced and the tribunals listen to what she has to say."
Recent work: Appeared in Richards v Manpower and Tynch v Manpower, cases concerning several claims involving harassment, race discrimination and disability discrimination among others.
Legal 500 2017 - "Clients appreciate her impressive command of details."
Legal 500 2016- "She is always well prepared and very organised, and has excellent attention to detail."
Chambers & Partners 2016
She is typically instructed in equal pay cases, mainly acting on behalf of organisations in the public sector, such as NHS entities and local authorities.
Strengths: "Kirti Jeram presents cases really well and judges the mood of the Tribunal."
Recent work: Acted in Ottey & Haslem v GM Packaging (UK) Ltd, where claims of unfair dismissal, upheld in the Employment Tribunal, were later reversed at the Employment Appeal Tribunal.
The Legal 500 2015
"Clients and witnesses often comment on her attention to detail and grasp of the facts."
Chambers & Partners 2015
"Handles a broad range of employment matters. She is well known for her experience in proceedings relating to discrimination and unfair dismissal."
Expertise: "She is very tenacious at tribunal and outstanding with clients." "She is terrific and incredibly bright."
Legal 500 2014
"Great at getting to the nub of the issue"
Chambers and Partners UK 2014
Focuses her practice on respondent work, and is frequently instructed by local authorities and NHS trusts. She is especially experienced in equal pay and discrimination claims.
Expertise: "She is a great choice for long and detailed cases. She is quick and well prepared, and a real client favourite."
Chambers & Partners UK 2013
An “approachable and knowledgeable” barrister, “able to inspire confidence even in the most demanding of clients”. She acts mostly for NHS trusts and local authorities as respondents.
Chambers & Partners UK 2012
Kirti Jeram, who has a busy employment practice with an emphasis on acting for local authorities, NHS trusts and police authorities in equal pay matters.
The Legal 500 2012
"Well-regarded and well-liked."
The Legal 500 2010
"Really knows her stuff and is very enthusiastic."
Nesbitt -v- Holt (of the Citizen’s Advice Bureau)  EWCA Civ 249
Pratt -v- City of Bradford MDC  IRLR 192 (where an employee had failed to comply with the modified grievance procedure pursuant to the Employment Act 2002 Sch.2 para. 9, the employment tribunal had no jurisdiction to hear the complaint).
Hovell -v- Ashford & St Peter’s Hospital NHS Trust  EWCA Civ 670 (whether an employment tribunal had erred in law in refusing an application by the appellant that a decision to appoint an independent expert in an equal value case should be revoked. The decision was of broader application in providing guidance as to how employment judges should approach similar applications in the context of equal pay litigation).
Forward -v- East Sussex Hospital NHS Trust (Newcastle ET – the role of an Independent Expert in equal pay litigation)
Emmanuel -v- (1) City & Hackney Teaching PCT (2) Secretary of State for Health (Newcastle ET – national test case establishing that market forces and recruitment and retention issues did amount to genuine material factor defence and objective justification)
Hall -v- Gateshead MBC EAT 2011Richards v Manpower Services Ltd UKEAT/0014/13/LA - substantial compliance was insufficient to prevent unless order operating to strike out defence.
GM Packaging (UK) Ltd v Haslem UKEAT/0259/13/LA - where the disciplinary process was delegated to external HR consultants, the decision maker was the consultant, even though her recommendation for dismissal required approval from the employer; where the reason for dismissal is misconduct, all the constituent parts of that reason is relevant to the reasonableness to dismiss.
GM Packaging (UK) Ltd v Ottey UKEAT/0045/14/LA - reconsideration application - Employment Judge should have stayed the application, or alternatively proceeded to consider it on its merits in circumstances where the EAT were seized of an appeal in respect of a colleague which could have materially affected the Tribunal’s decision on remedies.
Richards -v- Manpower UK Ltd UKEAT/0014/13/LA - substantial compliance was insufficient to prevent unless order operating to strike out defence.
LLB (Hons) Newcastle upon Tyne University