Lee Harding
Lee Harding is a Partner in the DLA Piper Employment team and has been with the firm since 2022. Prior to this, Lee was partner at Morgan Lewis for four years. His extensive expertise and experience span all aspects of contentious and non-contentious employment law. This includes sophisticated, high stakes litigation in the Employment Tribunals and in the High Court, especially with respect to business competition cases for insurance and technology clients.
Whilst his practice is industry agnostic, Lee has notable experience advising clients in the financial services sector on the cross-over between employment and regulatory issues, especially where this relates to investigations into allegations of non-financial misconduct or whistleblowing.
Lee regularly counsels on international employment needs, including global restructuring, business integration and pay equity audits, as well as advising on, negotiating, and drafting critical business protections as part of major outsourcing and other corporate transactions.
Practice Area
Panel
- Contributing Author
Qualified Year
- 2006
Experience
- Morgan Lewis (2014 - 2022)
Education
- University of the West of England: LPC (2005-2006)
- University of Westminster: PGDL (2003-2005)
- The University of Manchester: BA (Hons), History (First Class) (1998-2001)
1 Contributions by Lee Harding
PRACTICE NOTES
Global corporate whistleblowing schemes: UK, EU and US requirements, GDPR/UK GDPR compliance, EU Whistleblowing Directive obligations, DPIAs, confidentiality and international data transfers
This Practice Note provides an introduction to the data protection implications of establishing a global corporate whistleblowing scheme.
To deliver effective corporate governance, companies need dependable ways to spot and remedy unlawful or unethical behaviour within their organisations. One means of meeting this aim is to set up internal whistleblowing arrangements, giving staff a trusted, confidential route to raise concerns about misconduct.
Worldwide, more national laws are obliging businesses to put in place internal financial control procedures—often realised through whistleblowing frameworks. The US sets the pace with rigorous expectations for internal reporting and investigation of suspected wrongdoing under the Sarbanes-Oxley Act 2002 (SOX). For a US‑regulated multinational, designing a uniform corporate whistleblowing programme across every territory in which it trades can be challenging.
In Europe, organisations must also reconcile their governance goals with protecting the privacy rights of individuals named through the operation of a whistleblowing scheme, especially where reports are submitted anonymously. A company active in EU jurisdictions...
Employment
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