Published: 17th Apr 2020
"Aysha is technically strong in employment law and very experienced. She is commercial in the approach taken, which is important for clients, she manages client expectations well, and her honesty on prospects is welcomed. Aysha is confident and robust in her delivery, which clients find reassuring."
Legal 500 2022
"Superb, a tenacious cross-examiner, she also takes a proactive and assertive approach to claimant litigation."
Legal 500 2021
She regularly acts for both Claimants and Respondents before Employment Tribunals and the Employment Appeal Tribunal. She also has experience of dealing with a wide range of commercial and contractual litigation.
Aysha brings a commercial insight into her practice from having worked as In-House Counsel in a City Solicitors firm, Raymond Saul & Co from 1998 – 2000. In this role she managed their Employment and Commercial litigation and was in charge of a BCCI group action related to the cases of Malik v BCCI and Mahmud v BCCI (1998) AC 20 and BCCI.
In 2000-2001 Aysha was one of the first four Legal Assistants appointed to the Law Lords. She was individually assigned to Lord Steyn and Lord Hope. Her work covered commercial and employment disputes and due to her previous experience In-House, she was individually assigned to the Three Rivers Case  2 AC 1 which involved the creditors of BCCI suing the Bank of England for breach of regulatory duty.
Aysha regularly advises and gives seminars to clients, HR advisors and solicitors on employment tribunal procedure, the avoidance and management of claims and witness training.
Aysha specialises in employment and discrimination Law. Clients value her approachability and sound commercial sense. Her experience as an advocate is underpinned by her former role as a Legal Assistant to the House of Lords.
Her employment law practice covers the full range of employment law including the following areas:
Her Discrimination practice covers areas such as:
Aysha is accredited to undertake public access work and is trained on the handling of vulnerable witnesses. This is invaluable when conducting complex and sensitive disability discrimination claims.