Management

Oleg Sabelnikov

Oleg has obtained a law degree from the Sverdlovsk Institute of Law (SUI), currently - the Ural State Law University, Sverdlovsk (Ekaterinburg), Russia in 1990. He had the Voice and Speech Training Course in the State Institute of Theatre Arts (GITIS), Moscow. Studied law in the University of Oxford. Practises law starting from 1990. Oleg founded a firm initially called PAI in Moscow on 3 October 1990. Consequently the firm was transformed into Sabelnikov and Partners. Oleg is fluent in Russian, English and Greek. Studies Arabic. Author of four books and numerous articles.

Olga Chigasova

Olga has obtained law degree from Krasnoyarsk State University in 2003. She was employed as in-house lawyer at large finacial companies and law firms. She practices law from 2003. Fluent in Russian and English.

Igor Donskoi

Igor has obtained his first law degree from the Moscow State Law Academy in 1996 and LLM in Maritime Law from University of Southampton, United Kingdom in 2004. He practices law from 1996. He was working as a lawyer at large pharmaceutical and transportation companies. Fluent in Russian and English.

Notable cases of our lawyers

• Defending interests of a shareholder of a major telecommunication company base in several countries in dispite between shareholders. Defending against attempts to raider overtaking the company.
• Running very complicated case including divorce, numerous financial orders regarging property in several jurisdictions. Enforcement of financial orders in England and two other countries.
• Representing claimants at numerous Pre-Hearing Reviews concerned with status of claimants (employed or self-employed).
• Representing a claimant in employment case against a food production UK company with around 8,000 employees (1. Unfair dismissal. 2. Race discrimination. a. direct (dismissal); b. harassment and direct discrimination throughout the employment; c. victimisation. 3. Disability discrimination. а. direct discrimination on grounds of less favourable treatment (s 3A(5) of DDA 1995); b. failure to comply with duty to make reasonable adjustments. c. harassment (s 3B of DDA 1995). 4. Wrongful dismissal. 5. Failure to provide employment particulars within two months (s1(2) of ERA 1996). 6. Detriment in employment).
• Acting on behalf of a claimant in employment case against NHS trust (arrears of payment; compensation for damages)
• Representing a claimant in employment case against a catering company with about 8,500 employees (1. Unfair dismissal (constructive dismissal) 2. Race discrimination 1. direct (constructive dismissal) 2. harassment and direct discrimination throughout the employment 3. victimisation 3. Detriment in employment 4. Failure to provide statement of changes of employment particulars within one month (s4(1) of ERA 1996).).
• Representing a claimant in employment case against a major international logistic company (1. Direct race discrimination. 2. Disability discrimination. а. direct discrimination on grounds of less favourable treatment (s 3A(5) of DDA 1995); b. failure to comply with duty to make reasonable adjustments; Page 4 of 5 c. harassment (s 3B of DDA 1995). 3. Age discrimination. a. discrimination on grounds of age (reg 3); b. harassment (reg 6). 4. Equal Pay.)
• Representing a claimant in employment case against a food production company with more than 200 employees (unfair dismissal).
• Representing a claimant in employment matter against a large provider of logistics services in airline industry (Race discrimination (on grounds of national origin)).
• Representing two claimants in employment cases against a large construction services provider (1. Unfair dismissal. Automatic unfair dismissal. 2. Race discrimination. a. direct (dismissal); b. harassment and direct discrimination throughout his employment. c. victimisation (dismissal). 3. Detriment in employment. 4. Unlawful deductions from wages. 5. Wrongful dismissal. 6. Failure to provide employment particulars. 7. Failure to pay holiday pay. 8. Unfair dismissal on the grounds of protected disclosure.)
• Representing a claimant in employment case against a large international food manufacturing company that employs over 20,000 people (Unfair Dismissal. Race Discrimination).
• Acting on behalf of a claimant in Employment Appeal Tribunal process against a large cosmetics manufacturer.
• Representing two claimants in employment cases against an advertisement company (1. Race discrimination: direct (dismissal). 2. Wrongful dismissal. 3. Failure to provide employment particulars. 4. Failure to provide itemised pay statements. 5. Failure to pay holiday pay. 6. Breach of Working Time Regulations. 7. Arrears of wages.)
• Representing a claimant in employment case against a large chemical company (1. Unfair dismissal (constructive dismissal). 2. Direct race discrimination. 3. Detriment in employment. 4. Unlawful deduction from wages.)
• Representing a claimant in employment case against a large international hotels company (1. Breach of implied duty to provide safety working environment. 2. Race discrimination. a. direct; b. harassment. 3. Detriment in employment. 4. Unlawful deductions from wages.)
• Representing a claimant in employment case against a large cleaning company (Race discrimination (harassment and direct discrimination)).
• Representing a claimant in employment case against a large UK hotels company (1. Unfair dismissal (constructive dismissal). 2. Race discrimination. a. direct; b. harassment and direct discrimination throughout his employment; c. victimisation. 3. Detriment in employment (contrary to s.47C).)
• Advising and drafting all documents regarding a redundancy process for a UK company with 500 million pounds approximate annual turnover.