insights
Employment Tribunal claims: Time limits extend to six months from 1 October 2026
New legislation will give workers and employers additional time to resolve workplace disputes before Tribunal proceedings are commenced
Kate’s clients praise not just her deep knowledge of employment and data protection law, but also her insightful, engaging approach to supporting them
Kate Wyatt is a Partner in our Employment law team, acting primarily for employer clients, and working from our Edinburgh and Dundee offices.
Kate’s clients work in varied sectors, including the sporting, social care and education sectors and national charitable organisations. Work for charities is a particular focus of Kate’s practice, advising on strategic and day-to-day issues ranging from advice on collective redundancies to TUPE to senior staff dismissals.
She also provides guidance on the employment aspects of business and property sales, including acting on the Scottish aspects of cross-border transactions, managing risk by negotiating indemnities and warranties.
And she advises senior employees, including in relation to negotiating contracts of employment and settlement agreements, and on post-termination restrictions.
Kate has a further focus on data protection law and regularly advises clients on data protection management and compliance, including handling data subject access requests and managing data protection issues in the employment context and more broadly.
Clients say that she provides “really clear direction and insight”, is “always very practical and pragmatic” and that she is “first-rate in the employment field. She just knows her stuff; is exceptionally engaging; more than sufficiently direct; is very insightful and we all enjoy working with her”.
Kate is a member of ELA (Employment Lawyers Association) and holds a Masters degree in employment law, along with a Law Society of Scotland Certification in data protection awarded by TQUK.
She is a member of the Menopause Café’s advisory board and a trustee of Dundee Law Centre.
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Highlights
- Acting for a corporate client in respect of collective redundancies as part of a wider cross border process
- Defending threatened action against a client company for asserted breach and procuring breach of post-termination restrictions by the client and its senior employees
- Advising on the employment aspects of the sale of a group of hotels
- Acting for a Scottish educational institution in respect of trade union relationships and a request for recognition
- Acting for a senior employee in respect of his exit, involving release of restrictive covenants and managing share entitlements from prior and future transactions
Recognition
Meet the team
We help employers and employees deal with workplace issues in a clear, fair and practical way. From contracts, policies and restructures to grievances, investigations and tribunal claims, we’ll help you understand options and next steps.
Who we help
We support private and third sector organisations managing workforces, as well as individuals navigating change at work. If you need advice that’s commercially aware but grounded and practical, we’re here to help.
Insights from Kate
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Data governance for charities: managing risk, responsibility and opportunity
As charities embrace new technology, understanding data governance has never been more important
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Charity trustees and whistleblowing protection: the latest position
Trustees are expected to speak up when concerns arise, but what protection do they have for doing so?
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April employment law changes: All that you need to know
New April employment laws bring major ‘day one’ rights that all employers must prepare for
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ERA 2025: A practical implementation timetable for SMEs
The Employment Rights Act 2025 (“ERA 2025”) will introduce wide‑ranging reforms to UK employment law, affecting everything from statutory leave to dismissal rights, trade union engagement, record‑keeping and working time.
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Life is about to get simpler for many charities (and businesses)
Kate Wyatt explains how the Data (Use and Access) Act 2025 will make data compliance simpler for charities and other organisations
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Employment Rights Bill: Government revises qualifying period for unfair dismissal
A look at the latest change to the Employment Rights Bill, as the UK unfair dismissal qualifying period is revised to six months
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The Data (Use and Access) Act 2025 becomes law with phased implementation
The Data (Use and Access) Act 2025 has now become law. While the Act doesn’t introduce significant change, it makes a number of adjustments and changes…
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Understanding ‘Rights of Access’ under UK GDPR
DSAR rules are updated: organisations must only conduct "reasonable and proportionate" searches and can "stop the clock" for clarification.
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How businesses can strengthen UK GDPR compliance through HR processes
HR teams must conduct annual data audits to align with UK GDPR and the 2025 Data Act, ensuring lawful basis and secure retention.
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AI is already in your workplace – it’s time to take control
Employers must urgently implement AI policies to manage "shadow AI" risks, ensure data security, and maintain human oversight of generated work.
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Flat fees and part-time workers: Clarification from the Court of Appeal
Part-time workers can only claim discrimination if their status is the sole reason for less favourable treatment, the Court of Appeal ruled.
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At your side to provide peace of mind, our people are here to listen and advise in the moments that matter most.
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Managing your private or third sector workforce with commercially focused advice and solutions.
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At Lindsays, we believe great legal representation starts with real connections. That’s why we put people first in everything we do – working with you, not just for you.
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