Nick Chronias
Nick advises on all aspects of employment law. He has over 25 years’ experience of advising clients across many sectors including health (NHS and independent providers), consumer goods, logistics, professional services and manufacturing. His clients include UCL Hospitals NHS Foundation Trust, Royal Mail, BAE Systems and BT.
Nick is one of the rare specialists in trade union relations. He also has substantial experience of team moves, High Court litigation, group litigation (including acting in the largest single test case in Employment Tribunal history), organisational change and board level issues.
Recent experience includes advising:
- Multiple household name employers on responding to national strikes in 2022 and 2023.
- Many clients on changing collectively bargained terms through negotiations with trade unions.
- Royal Mail in obtaining injunctions to restrain national strike action in the lead up to the 2019 General Election and Christmas period and 2017 Christmas period.
- Multiple NHS clients and handling concerns relating to internationally renowned doctors, including defending High Court claims challenging the clients handling of them.
- Many NHS clients on Chief Executive, Non-Executive and Executive Director arrivals and departures.
Nick is top ranked by Chambers for Industrial Relations work. Nick was the Times Lawyer of the Week in November 2019 for his Royal Mail work already mentioned.
Nick has supported clients in responding to numerous government consultations on changes to collective employment law, including the proposed changes to trade union and industrial action laws in the Employment Rights Bill.
Practice Area
Panel
- Contributing Author
Qualified Year
- 1992
Experience
- EEF (now Make UK) (1993 - 1997)
Membership
- ELA
- ILS
Qualification
- LLB (1990)
Education
- Queen Mary College, University of London (1987-1990)
3 Contributions by Nick Chronias
PRECEDENTS
Precedent: UK Employer Gender Equality Action Plan (Gender Pay Gap and Menopause Support, Actions, Monitoring and Reporting)
1 Policy statement
1.1 The Company is dedicated to realising gender equality across our organisation and to putting in place sustained measures that will meaningfully advance progress in narrowing the gender pay gap. We acknowledge the value of building a more inclusive and supportive workplace and of assisting employees at varied life stages, including colleagues experiencing menopause.
2 Plan summary and scope
2.1 Plan period: [ insert period, eg April 2026–March 2027 ]
2.2 Executive sponsor: [ insert name ]
2.3 EDI lead/plan owner: [ insert name ]
2.4 Geographical scope: UK
2.5 Plan objectives: [ insert details ]
3 Legal and policy framework
3.1 Under the Employment Rights Act 2025, employers with more than 250 employees will face a statutory duty to develop an action plan addressing specified matters relating to gender equality, ie:
3.1.1 tackling the gender pay gap; and
3.1.2 offering menopause support.
The duty becomes mandatory from Spring 2027; however, we will adopt it on a voluntary basis from 6 April 2026, acting in line with its intent. This Plan may require revision once regulations and further guidance are issued...
Employment
PRECEDENTS
Trade Union Recognition and Collective Bargaining Agreement with Joint Negotiating Body (Pay, Hours and Holidays) – Great Britain
This Agreement is entered into on [ insert date ] between the Parties hereto.
Parties
[ Name of employer ], a company registered in England and Wales under number [ insert company number ], with its registered office at [ insert address ] (Employer)
[ Name of union ], of [ insert address ] (Union)
Together, the Parties to this Agreement.
1 Commencement date
1.1 This Agreement takes effect from [ insert commencement date ].
2 Scope and purpose of the Agreement
2.1 This Agreement applies solely to [ insert description of the workers or employees in the bargaining unit ] (Employees).
2.2 This Agreement affords the Union recognition in respect of collective bargaining, restricted solely to pay, hours of work and holiday entitlement, and only in relation to the Employees.
3 Objectives
3.1 Industrial relations are a shared duty of the Parties and depend on the genuine engagement and meaningful participation of all concerned.
3.2 The Parties have a shared aim to use negotiation, consultation and the exchange of information to secure mutually advantageous outcomes for the Employer and its Employees.
3.3 The Parties will deal with one another courteously, in a respectful, honest and trustworthy manner...
Employment
FLOWCHARTS
Industrial action statutory immunity under TULR(C)A 1992: practitioner flowchart on trade disputes, prohibited action, balloting and union liability
Inheritance (Provision for Family and Dependants) Act 1975: Applicant Classes
This flowchart sets out the groups of potential claimants who can seek reasonable provision from a deceased person’s estate pursuant to the Inheritance (Provision for Family and Dependants) Act 1975 (I(PFD)A 1975). For each applicant type, it lists the requirements to be met and identifies matters to weigh up before commencing any claim, while signposting these points and referring the practitioner to supplementary guidance, where necessary for further guidance...
Employment
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