Oleg Sabelnikov. Curriculum Vitae

Employment Law

Chartered Financial Analyst (CFA) Institute Program (2002-2005)

Equivalent of LLB Program. University of Oxford (1997-2000)

Voice and Speach Training Course. State Institute of Theatre Arts (GITIS), Moscow (1996)

Graduate Diploma in Law (Equivalent of LLB (Hons)) with Distinction. Sverdlovsk Institute of Law (SUI),
Sverdlovsk (Ekaterinburg), Russia (1984-1990)

School No 9, Sverdlovsk, Russia (1982-1984)

2010 - Current. Principal Partner and English Employment Law Specialist at Sabelnikov LLP, London, UK

2008 - Current. Managing Director and English Employment Law Specialist at Sabelnikov and Partners Ltd, London, UK

1996 - 2008. Legal Consultant and Caseworker on English Employment Law to Various Law Firms in the UK

Since 1993. Advocate. Member of the Inter-Republic Bar Association in Moscow

1990 - 1996. Managing Director and Lawyer at PAI, Moscow, Russia (Legal and Accounting Services, about 150 employees)

1989 - 1990. In-House Lawyer and HR Manager at Firm Nadezhda, Sverdlovsk, Russia

Russian (native), English (fluent), Greek (fluent)

Author of four books and numerous articles. Legal columnist for two Russian newspapers in London, Pulse UK and Angliya, since 2008 till now.

• 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 advertiment 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 mln pounds approximate yearly turnover.

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oleg@sabelnikov.com