Amelia J Quinn

Associate

Amelia J Quinn

Amelia J Quinn

Associate

Tel

+44 (0)1624 695800

Email

ajq@mplegal.im

General

2013

University of Exeter, Bachelor of Laws LL.B (Hons)

2016

Nottingham Trent University, Bar Professional Training Course
Called to the Bar, England and Wales

2018

Advocate Isle of Man
General Practitioner's Certificate in Data Protection

2019

Commissioner for Oaths

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Memberships

Isle of Man Law Society
Isle of Man Young Lawyers Association
Honourable Society of the Inner Temple


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Legal directory endorsements


"Amelia Quinn was very helpful and understood the problem straight away. She was always contactable and wrote a really concise mitigation letter. Gave very good advice and helped in positive ways that progressed to a satisfactory conclusion."

Legal 500 (2022 Edition

Amelia Quinn - Rising Star for employment.
"M&P Legal is uniquely positioned as the only employment specialist practice in the Isle of Man"

Legal 500 (2022 Edition

Historic legal directory endorsements


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Articles and publications

Offshore Assets and Isle of Man Probate Applications -
M&P Review 2021

Data Protection - Considerations for Employees going back to work during Covid-19 - June 2020

Happy to be Executor, but at what cost? - May 2020

A 'simple' data breach: to report to the Commissioner or not to report?
M&P Review 2019

The €20 million question - are you ready for GDPR
M&P Review 2018



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Significant cases

Corrin v Department of Infrastructure (Isle of Man Employment and Equality Tribunal, 2 November 2020): Represented Complainant, a Unite Member, at hearing for unfair dismissal. The Complainant had been summarily dismissed as a result of an incident involving the bus he was driving as the hold-brake failed and the bus rolled away. The Tribunal held that on the evidence available to the Respondent immediately after the incident, the finding of gross misconduct was within the band of reasonable responses but that the decision to summarily dismiss the Complainant was outside the band of reasonable responses as it could not be said that the Complainant had been adequately trained in respect of the hold-brake and also that it was inconsistent with sanction of another employee. The Tribunal also held that the unfair dismissal could also be reached as there was a flawed investigation process such that with adequate investigation, the outcome of the summary dismissal would or should have been different. Click here for judgment.

Corrin v Department of Infrastructure (Isle of Man Employment and Equality Tribunal, 28 October 2021): Represented Complainant, a Unite Member, in respect of quantum arising out of a decision in his favour of unfair dismissal where the Respondent was claiming that a contributory reduction should be applied to any award. The decision of the Tribunal was reached upon written submissions and it found that the conduct of the Complainant was not culpable or blameworthy and “the Complainant did not culpably contribute to what happened to cause the bus to run away” such that it would not be just and equitable to reduce either the Basic Award or the Compensatory Award. The Complainant was awarded the full amount for compensation capped at £56,000 plus a Basic Award of £4,816. Click here for judgment.

Halsall v Cedar Developments Limited (Isle of Man Employment and Equality Tribunal, 1 February 2019): Represented Complainant in successful unfair dismissal claim. Click here for judgment.

Historic cases


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Languages

English
French (Basic)