Birmingham Law Society Bulletin December 2024 - January 2025

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President’s Letter

Welcome to the Latest Birmingham Law Society Bulletin!

And just like that, we’re heading into Hanukkah, Christmas, and the dawn of a brand-new year. While I haven’t spotted the iconic Coca-Cola truck on TV yet, and the John Lewis advert hasn’t quite struck the same chord this year, I’m fully embracing the festive spirit.

This time of year often prompts us to reconnect with family, friends, colleagues, and professional networks—attending social events, enjoying some well-deserved rest, and recharging for the year ahead. If you haven’t already, I encourage you to seize this opportunity.

Now, you might be wondering why you should take advice from someone whose festive mood is often determined by whether or not a red truck rolls into town. But in all seriousness, burnout is a very real issue in the legal profession. We’re not machines, and it’s crucial to give ourselves the space to step back, relax, and nurture both personal and professional relationships. Taking the

time to recharge and reconnect may not offer immediate results, but trust me—it will pay off in ways you might not always expect. Besides, the final episode of Gavin and Stacey is on, so really, you don’t have much of a choice!

I’ll be running workshops on the topic of burnout soon, so please keep an eye out for those. And if you’re reading this thinking, “Burnout will never affect me—I’m like the Duracell bunny,” I’m afraid I have to tell you: it can happen to anyone.

This holiday season, I’ll be taking the time to connect with our members, other organisations, and individuals to discuss all things Birmingham Law Society-related—while hopefully indulging in some delicious food along the way.

On 30th October 2024, I had the great honour of speaking at the Violence Against Women and Girls event organised by Shoosmiths. The event focused on domestic abuse, and I had the privilege of hearing firsthand accounts from individuals affected by this issue. It was a powerful reminder

of the work still needed in this area. I also attended the Festival of Light organised by Sikhs in Law, a fantastic celebration that truly showcased the diversity and vibrancy of our legal community.

On 12th November 2024, we held a wonderful membership breakfast, sponsored by Gleeson Recruitment. It was an opportunity for members to hear from our Committee representatives about the exciting work being done by our committees, which play such a vital role in shaping the future of our society. The key takeaway from the event? Get involved! Our committees are open to all members and offer an incredible opportunity to have your voice heard and make a tangible impact.

I’ve also been visiting neighbouring law societies and other organisations to spread the word about the incredible work Birmingham Law Society is doing. Most recently, I attended an outstanding event hosted by the Midlands Asian Lawyers Association, where it was clear that everyone truly understands the essential role we play in supporting the legal community.

Our Newly Qualified Celebration on 26th November 2024, saw us joined by guest speakers Claire Darley, Family Partner at FBC Manby Bowdler, and barrister Maisie Carter from 3PB Chambers. It was an honour to celebrate the achievements of our next generation of lawyers.

As I’ve mentioned before, my focus this year has been on our members, our communities, and the organisations that support Birmingham Law Society. Without all of you, we wouldn’t be the incredible law society we are today.

I also want to take a moment to recognise those individuals and organisations who don’t always get the credit they deserve—the ones who work tirelessly behind the scenes to contribute to our sector in ways that often go unnoticed. If you know of anyone deserving of recognition, please do reach out to the office with any suggestions for next month’s bulletin. Your input is always welcome. Finally, I’d like to wish you all a Hanukkah Sameach and a very Merry Christmas. I look forward to seeing you all in the new year!

Kind regards,

Richard Port MBE President, Birmingham Law Society

Support Trauma Survivors with She Beasts: Drop Points & Gym Kit Donations

From 25 November to 10 December, She Beasts is supporting the 16 Days of Activism against Gender-Based Violence—a global campaign to raise awareness and help survivors of domestic abuse.

Why Your Gym Clothing Donations Matter

Survivors often leave their homes with very few belongings. Access to clean,

comfortable and practical clothing can make a huge difference in their lives by:

1. Meeting Immediate Needs: Many arrive at refuge with only the clothes they’re wearing. Donations help them feel safe and cared for. Whilst removing the barrier of not being able to comfortably participate in movement sessions.

2. Supporting a Fresh Start: Clothes are essential as they take steps to re-enter the workforce, this works alongside the She Beasts offerings of diplomas in level 2 and 3 diplomas in gym instruction and personal training. Which can be provided through funding and sponsorship opportunities.

3. Restoring Dignity and Comfort: Fresh clothes provide a sense of normalcy, boosting confidence and helping survivors regain self-esteem.

About She Beasts & Our “She Cares” Initiative

Since 2021, She Beasts has supported trauma survivors through “She Cares,” a simple, accessible donation program. We ask that organisations provide space for a drop-off point and share this initiative.

How can you help? Donations of

● Women's Athletic Apparel

● Gym and Sportswear

● Training Shoes

● Sports Bras (BNWT)

● Fresh Socks (BNWT)

● Feminine Hygiene Essentials (BNWT)

Together, let’s help survivors rebuild with dignity and hope. Contact info@ shebeastscic.co.uk for further details

How you can better support male victims of domestic abuse

It has been an important few months in the world of domestic abuse especially as work begins on implementing the Victims and Prisoners Act 2024 which the last Government got through at the eleventh hour before the election. It will ensure there is better support for all victims of domestic abuse including placing more responsibilities for public authorities to collaborate with local services. We have been ensconced in meetings with the new Government to support them in making it a reality on the ground.

According to the Office for National Statistics, one in three victims of domestic abuse is male. This equates to 750,000 men every year with two thirds of these being victims at the hands of partners or ex-partners. In the West Midlands, figures from the police state that 14,000 men report to them annually as victims of domestic abuse. It shows the scale of domestic abuse that impacts men – young men, old men, disabled men, gay men and men from all ethnic backgrounds.

Yet we know so few are coming forward to get the help they need – even though local councils across the West Midlands ensure their local domestic abuse services support men too. We also know that the legal community does too, and our website has a range of solicitors who provide first class help.

We hear every day from the 2,000 men who call us anonymously every year, from the emails we receive and the challenges we see from a society that does not always take men seriously. Too many are unaware there is support locally, when there is.

Our charity’s helpline and website receives over 200,000 visitors every year and includes an online directory of support. It is funded solely through donations and fundraising.

As mentioned at the recent AGM, including those kindly provided by members of the Birmingham Law Society, are ring-fenced for the helpline. It means it is all focused on the frontline and in recent years we have been able to expand the number of people working on the helpline due to the donations received.

The support from members of the Birmingham Law Society will help us continue to save the lives of men that

call us. We listen to them, provide information and signpost them to the police, local support and of course, the legal community. Our popular law pages signpost men to those who have said they will support them. Please do visit https://www.mankind.org.uk

We also regularly carry out presentations and training within the legal community specifically on male victims. So if you would be interested in this, please do email training@mankind. org.uk. More information again is on our website.

From all of us at the ManKind Initiative, and more importantly, from all those we help – thank you for your support over the coming year. It really will make a difference to the lives of men and their children.

Mark Brooks OBE Chair of Trustees.

EVENTS

MEMBER’S EVENTS

Networking Social for Lawyers sponsored by St Philips Chambers

23rd January, 6pm – 8pm, St Philips Chambers. FREE for members | £10 +VAT for non-members

DBT Business & Professional Services

Global Trade Mixer, 30th January, 5.30pm – 7.30pm, No5 Barristers’ Chambers. FREE for all to attend

Supporting Aspirations in Law

4th February, 5pm – 7pm, Venue TBC. FREE for students only

Social Networking in partnership with Solihull Chamber of Commerce

5th February, 5.30pm – 7.30pm, Solihull Crowne Plaza, Solihull. FREE for all to attend

BLS & PA Forum Partnership Networking Event

6th February, 6pm – 8pm, thestudio. FREE for all to attend

2025 Legal Awards

13th February, 6.45pm – 11.30pm, The ICC.

£120 +VAT for member ticket | £150

+VAT for non-member ticket | £1,200

+VAT for a member table of 10 | £1,500

+VAT for a non-member table of 10

Networking Social for Lawyers sponsored by 3PB Barristers

27th February, 6pm – 8pm, 3PB Barristers. FREE for members | £10 +VAT for nonmembers

To reserve your place and find out more, make sure that you visit www.birminghamlawsociety.co.uk

BLS, BSG & BTSS Legal Eagles Quiz

BLS International Committee’s International Law Students’ Networking Event

Pro Bono Week Event

BLS Sponsors’ Drinks Reception

The 2025 Legal Awards Host Announced!

Birmingham Law Society is pleased to announce our host for the 2025 Legal Awards, PJ Ellis!

He said “I’m thrilled to be hosting the Birmingham Law Society Legal Awards next year. Having previously attended as a solicitor, it’s truly an honour to return in this new capacity. The Birmingham Law Society plays a pivotal role in nurturing and recognising the excellence of local lawyers, and I look forward to celebrating the incredible talent and dedication within our legal community. Bring it on.”

PJ read Law at the University of Birmingham and then practised as a solicitor for 7 years.

PJ set up the social media agency, Blake7, which merged with Lightbox Digital in the summer of 2018. He exited that business in July 2023.

An advocate of all things Birmingham, PJ was a founding trustee of the cancer charity, Help Harry Help Others in 2012, and was responsible for establishing, and organising, the Harry Moseley Charity Ball which raised over £230,000 in its first two years. The annual event continues to this day.

He then co-founded the charity LoveBrum in 2014, which shines a light on the “hidden gem” projects of Birmingham.

LoveBrum has since funded over 300 local charitable projects addressing vital issues and serious challenges the city faces, including homelessness, serious crime, drug addiction, social injustice, art and culture, and education.

The charity has connected hundreds of volunteers and businesses along the way.

PJ has mentored entrepreneurs, helped raise over £1m worth of funding for start-up businesses, and sat on the advisory boards of the Birmingham Law Society, BPS Leaders, TedX, and the English Schools Football Association.

Having taken the stage at TedX to discuss the intricacies of unconscious bias, he is also an Associate Lecturer at Aston University and a visiting guest lecturer at BCU and Warwick Business School.

A school governor at Little Sutton Primary School, he was recently announced as the first-ever Charity Ambassador for the Birmingham Dogs Home.

Having helped raise nearly £1m for charity, PJ received a Points of Light award from the Prime Minister in 2018, which recognises outstanding UK volunteers in their community, and was selected to be a Batonbearer for the Commonwealth Games in 2022.

He is currently also working as a presenter for BBC Radio WM.

He has been married to Kelly for 14 years, has two children, Blake aged 13, and Minnie aged 9, and lives in Streetly.

Partner Promotion at Averta Employment Lawyers

Averta Employment Lawyers, a boutique employment law firm and one of The Times Best Law Firms, has announced the promotion of Andrew Lester to partner.

Lester joined Averta in 2018 and has been a key contributor to the firm’s success. His promotion reflects his expertise and commitment to delivering high-quality legal services to clients.

Commenting on his promotion, he said, “I am delighted to be taking on this

new role as partner and look forward playing my part in the firm’s future successes. I want to ensure we remain ‘the place to go’ for senior executive and professionals who can struggle to find high quality legal advice elsewhere.”

Before joining Averta, Lester was a partner at Bowling & Co Solicitors in London and has extensive experience advising SMEs, partnerships, and individuals, and representing clients at Employment Tribunals and in the High Court and County Court.

1 In 6 Lawyers Lack Confidence At Work – Can Popping ON An Office Playlist Make a Positive Change?

One in six (16%) legal professionals lack confidence at work, reveals a recent survey* from music licensing company PPL PRS. Only a quarter (25%) of legal professionals would describe themselves as ‘very confident’ in the workplace.

Even the most confident legal professionals explained that performance reviews (48%), client meetings (42%) and starting new projects (26%) jeopardise this.

According to the survey results, it’s playing pop music (60%) and RnB (33%) in the office that have the biggest confidence-boosting capabilities in law firms. Heavy metal (5%) and jazz (3%), meanwhile, are the least effective genres.

The optimal tracks for boosting

confidence in law firm workers are either 90s hits (45%) or modern pop (2000s to present) (45%); respondents ranked both eras on top.

In professional settings, such as a law firm, the survey showed that the benefits of music include improved productivity, reduced stress, and improved memory; less than one in 10 (8%) believe music does not affect their confidence levels.

How can legal professionals leverage music to boost productivity and morale?

Although legal professionals recognise the confidence-boosting benefits of music, over half (53%) have not tried listening to a track to bolster courage ahead of tasks or meetings that need extra motivation. However, nearly a quarter (22%), although not currently listening to tunes to boost confidence, will be putting it to the test.

When it comes to the features that help to build confidence, the tune (53%), lyrics (48%) and tempo (47%) are what can help legal professionals feel less anxious (21%), more relaxed (18%) and more confident (18%).

Marianne Rizkallah, pictured above, music therapist for PPL PRS, said “Music, when chosen carefully, can positively impact the mood of a space and help bring high-pressure temperatures down when needed. In a high-stress environment, there’s a finer balance to be drawn between

music that might be intrusive and music that is helpful - the aim should always be to compliment the space and enhance a productive space rather than inadvertently contribute to the pressure. So, to promote productivity, choose music with a steady BPM, around 100 BPM, so it’s not too slow or fast. A smooth set of textures will add to the general ambience, and choosing music without lyrics will help to enable concentration without becoming a distraction.

“Listening to music can lead to the release of dopamine and serotonin. Dopamine is associated with positive mood, and serotonin, in particular, fights against cortisol, the stress hormone. So, music can both increase your mood and decrease the likelihood of feeling stressed in a highstress environment like a law firm.

“Empowering lyrics could help boost confidence, although use with caution in a high-pressure environment where you also need to concentrate! Listening to music at a BPM slightly faster than your resting heart rate will see your heart rate shift to match it, increasing oxygen flow around the body and encouraging the release of those happy hormones. Don’t underestimate personal preference too - hearing a song you know makes you feel good and sharing it with others around you who validate your taste in musical choice gives the perfect opportunity for a confidence boost.”

Study Reveals Poor Mental Health Costs An Average Law Firm Over £25 Million Annually

October 24, 2024 — Unmind, the leading provider of global workplace mental health solutions, have released results of its influential “Wellbeing in Law 2024” study.

Featuring insights from 4,448 legal professionals across mid-size law firms in the US and UK, the report highlights the significant emotional and financial toll that unaddressed mental health issues are taking on the legal sector. Mental health challenges are estimated to cost an average mid-size law firm over £25 million in losses each year, and account for a 19% loss in productivity.

The analysis provides a stark look at the high levels of presenteeism, which account for 69% of all mental health-

related annual productivity losses per employee, and details the substantial risks of burnout, particularly among younger and female lawyers. The study also reveals that almost one in five (17%) lawyers say work negatively impacts their mental health. Three quarters (75%) of associates specifically cite burnout and mental health as primary reasons for leaving their firms. The disproportionate stress borne by associates, nearly double that experienced by partners and those in other roles, makes a compelling case for urgent reform within the industry.

Advocating for a proactive approach to workplace wellbeing, Dr. Nick Taylor, CEO of Unmind, said: “To remain competitive in this fiercely competitive

space, it’s critical for leaders in the legal community to prioritise the wellbeing and performance of their teams by incorporating mental health strategies into their leadership models – investing in high-quality support services, harnessing AI to distribute the right care at the right time, and demonstrating impact with data.”

The study provides strong evidence that targeted interventions can effectively close the wellbeing gaps related to age and gender differences, thereby increasing employee satisfaction and boosting firm performance.

To read the report,click here

Firm Expands Corporate Team With New Legal Director

Social purpose law firm, Anthony Collins, has announced the appointment of new legal director, Joe Mulrenan from HCR Law, as part of the ongoing expansion of its corporate team.

Joe has over 10 years’ experience in supporting dealmaking activity, advising organisations in the health and social care sector such as specialist care, supported living and children’s care.

As well as advising specialist care providers, Joe has acted for

many financial institutions, and entrepreneurs, supporting them through a variety of complex mergers and acquisitions (M&A) transactions. His experience also spans the manufacturing and communications sectors.

This appointment comes at an extremely active time for the firm’s corporate team having completed several deals in quick succession over the past year. Led by Laura Jordan, the team has completed or exchanged at least one deal every month since she took on the role in November 2023.

As the next phase of its growth plan, the corporate team is looking to build on its strength in the health and social care sector at the same time as providing exemplary corporate M&A services including governance and funding, corporate social impact and not-for-profit M&A.

Laura Jordan, partner and head of corporate at Anthony Collins, said: “I’m delighted to welcome Joe to our expanding corporate team. He comes with a strong track record and reputation in the midmarket space for his consistency in

supporting and completing deals successfully. This strategic addition to our team comes at a period of significant growth as we respond to market demand.

“Our corporate team is quickly gaining a reputation both nationally and regionally for diligence and a depth and breadth of strategic understanding, which enables us to take on the most complex transactions.”

Joe Mulrenan, legal director at Anthony Collins, said: “I look forward to using my sector knowledge to further enrich Anthony Collin’s thriving corporate team. I am looking forward to leveraging my dealmaking experience and forming transformational relationships with clients to help take the firm’s success to the next level.

“Working for Anthony Collins was an important choice for me as I strongly align with the firm’s social purpose and its commitment to improving lives, communities and society through its activities. I am looking forward to working towards this goal.”

Firm Bolsters Environment Team With New Partner Hire

Rob Biddlecombe joins Mills & Reeve to grow the firm’s environmental team reputation in the Midlands.

Rob joins the firm from Brabners, where he led their environmental practice.

In his new role, Rob will sit within the real estate team. His responsibilities will include enhancing the firm’s profile,

leading the environmental team and delivery complex environmental projects. His primary focus areas will include contaminated land, environmental permitting, waste management, greenwashing, and sustainability requirements to name a few.

Rob has over 20 years of experience in the legal profession spanning various sectors such as energy, manufacturing, retail, sport and the public sector.

Rob commented: “It’s a great honour to join a prestigious firm like Mills & Reeve. I aim to utilise my expertise and experience to raise the profile of the firm as a key player in the environment sector.

“It’s the ideal opportunity for me and the firm can provide me with the perfect bedrock to achieve our shared goals - I’m looking forward to beginning this phase with my new colleagues.”

Vincenzo Maggio, head of real estate at Mills & Reeve, added: “We’re honoured to welcome Rob to our ever growing team. We’ve always taken environmental law and concerns around ESG very seriously here at Mills & Reeve. Rob’s expertise in this key sector will be instrumental as we move forward.”

Festive Season Survival Tips

As the holiday season approaches, a mix of joy and anxiety fills the air, particularly in the legal sector, where tight deadlines and client demands add to the pressure. The hustle and bustle of family gatherings, gift shopping, and meal preparations can quickly lead to stress. Given the challenges in the world today many people feel more anxious than joyful, making the festivities feel less like a time for celebration and more like a test of endurance - especially if work is already busy and you're putting in long hours.

In this article, we’ll share practical tips to help you navigate the chaos and embrace the Christmas spirit a little more.

1. Take a proper break: Make the most of the holiday by fully stepping away from work. Resist the urge to check emails or tackle projects during your time off. This is your chance to recharge, so give yourself permission to completely disconnect and relax.

2. Set an out-of-office message: It sounds obvious, but make sure you set an out-of-office email reply to let people know you won’t be available during the holidays. Include a date when you’ll return and provide alternative contacts if urgent issues arise. This allows you to disconnect

without worrying about incoming requests.

3. Use technology wisely: While technology can help you stay connected, it can also increase stress if you are supposed to be taking time off. Consider turning off notifications for work-related apps during your time off to create a clearer separation between work and holiday relaxation.

4. Master the art of prioritisation: The key to a stress-free break is prioritising. Let go of the idea that everything must be perfect. Make a list of your top priorities – activities and traditions that genuinely matter to you, your family, and your friends. Focus your time and energy on these, and don’t hesitate to delegate tasks that don’t have to be done by you.

5. Learn how to say ‘no’: It's okay to politely, but firmly, say no invitations or requests that will cause you unnecessary stress. Your mental health is more important than obligations that don't bring you joy. Prioritise your wellbeing and choose activities that help you relax and enjoy the season.

6. Create boundaries: Setting boundaries is vital during all holidays. Whether it’s about gifts, gatherings, or the length of family visits, communicate openly with friends and family about your limits. Establishing clear boundaries helps manage expectations and ensures that you have the time and energy to enjoy the festivities without feeling overwhelmed.

7. Practise self-care: In the midst of the hustle and bustle, carve out some time for yourself. Whether it’s a quiet evening with a book, a brisk winter walk, or a long bath, self-care is essential, not a luxury, especially during such a busy time.

Join the In-House Committee of Birmingham Law Society!

The committee is looking for new committee members to join and help build a thriving in-house community in the region.

If you are interested, please email events@birminghamlawsociety.co.uk before the 1st January 2025.

To join the committee you must:

1) be working in an in-house legal role, 2) work or live in the West Midlands and 3) be a member of Birmingham Law Society. You can join as a member if you are selected for the committee.

For any questions, feel free to email events@birminghamlawsociety.co.uk

8. Be flexible and keep realistic expectations: The festive period can be unpredictable, with changes in the weather or last-minute changes to plans. Staying open to adjustments can make things easier. Remember, the holidays aren’t always perfect like in movies. Embrace the flaws and accept your family and friends as they are, even if things don’t go exactly as you hoped.

9. Connect with others: This can be a great time of year to be with people. Try to reach out to friends and family and attend gatherings that bring everyone together. Spending time with others can (sometimes) help reduce holiday stress.

10. Plan for the new year: Be mindful of the post-holiday slump. To help with this, plan some fun activities like a weekend trip or take time to relax. Before you go back to work, set aside a few quiet days to look over your schedule, prioritise your tasks, and set realistic goals.

The festive season is a time to be kind to yourself. By setting priorities, establishing boundaries, and embracing flexibility, you can enjoy this festive period with a renewed sense of joy. Remember, taking a break is not only good for your wellbeing but will also boost your productivity and creativity when you return to work. So, relax and make the most of your well-deserved time off.

At LawCare, we understand that the holidays can be challenging for some. If you find the season difficult and need someone to talk to, our free, independent, and confidential helpline is here for you throughout the festive period (except weekends and bank holidays). Call 0800 279 6888, email support@lawcare.org.uk or visit www. lawcare.org.uk.

All Rise Workshops

It was a pleasure to attend the recent Birmingham Legal Leaders Roundtable meeting last month. I would like to take this opportunity to thank Matt O’Brien, Becky Lynch and Jess Uppal for all their help and support in facilitating my attendance. It was lovely to meet you all writes James Stewart, founder of All Rise Workshops.

My story Benjamin Franklin said ‘an investment in education always pays the highest returns’.

I set up All Rise Workshops last year to do just that; invest my energy, dreams and ambitions into our next generation.

Inspired by my unique experience and skills as a primary school teacher and solicitor, All Rise Workshops are designed to make a positive social impact with young people.

I provide a range of legal education workshops in primary and secondary schools, focusing on areas of high socio-economic deprivation. With my workshops, I aim to introduce legal literacy in a fun, accessible and meaningful way. They include an introduction to law and justice, are practical, hands on and immersive. The highlight of every workshop is a captivating mock crown court trial where every student has a part to play.

It has been a magical journey since launching, and I’m excited to see how far we can reach.

My dreams

My goal is to deliver 100 workshops by the end of this academic year, which will positively impact the lives of 5000 young people. I have three key objectives for the workshops:

1. Too many people leave school with no grasp of their basic legal rights and how to navigate a legal problem. I want to empower our young people to be informed citizens. I want them to understand the justice system, why law matters, their rights and responsibilities, and how to access justice.

2. I believe that too any children develop self-limiting beliefs that critically impact opportunities and choices later on. I want to raise young people’s expectations and aspirations, showing them that anything is possible with hard work and the right attitude. Social mobility is central to what I do.

3. Career related learning, especially in primary years offers huge benefits. It broadens horizons, challenges stereotypes and connects learning with futures. All Rise is not about careers advice but career exploration.

Innovation

Schools are facing significant financial pressures, meaning that budget for my workshops is scarce. To be successful I needed to find innovative ways to secure funding,

Undaunted, I built relationships through my network of legal professionals and have secured

sponsorship from 12 different UK law firms.

I’ve also connected with law societies, local careers hubs, and Chambers of Commerce.

Positive social impact

I’ve received tremendous feedback for my workshops about their positive social impact. One headteacher shared that a child from a challenging socio-economic background now aspires to become a judge after attending my workshop:

‘The child, who has a strong sense of justice, has now been given the opportunity to see a future in law—something they may not have previously considered’.

The former president of the Law Society, Dr. I.Stephanie Boyce, said

‘The work you are doing is so important to ensure our children are able to not only better understand the law and how it affects them, but to consider it as a career also.’

The Future

I would love to deliver my workshops across England and Wales. I want to engage with young people from varied and challenging backgrounds and I want to make sure their first impression of the law is a positive one and encourage them to believe that where they come from does not determine where there are going. I want to break down barriers to opportunity. I want to ensure that young people are equipped with important transferable skills (such as information literacy, communication, teamwork and problem solving). It’s a long list but I am determined to achieve my goals.

Please contact me at allriseworkshops@gmail.com if you are interested in supporting my mission. I’d love to hear from you

Spotlight: Gabriela Goldberg NEWS

Gabriela Goldberg is a Trainee Solicitor at George Green LLP, with a deep passion for law that began at an early age.

Gabriela has always believed that to make a meaningful difference in the world, she must be the one to initiate the change she wants to see. This mindset has driven her both in her legal career and in her active involvement in various initiatives designed to create positive, lasting change.

Gabriela is a committee member of the Health and Disability Subcommittee at the Birmingham Law Society (BLS), where she works to raise awareness of both visible and hidden disabilities. Her advocacy aims to promote a more inclusive and accessible society, and through the subcommittee’s initiatives, Gabriela helps to create environments—both professional and personal—that empower individuals with disabilities to thrive.

In addition to her work with BLS, Gabriela is also a committee member of the Wolverhampton and Black Country Junior Lawyers Division. In this capacity, she plays an instrumental role in bringing junior lawyers together, organizing events that promote networking, knowledge-sharing, and collaboration. Gabriela is a strong advocate for the importance of building a professional network and is committed to providing opportunities that help junior lawyers form meaningful connections and explore innovative approaches to legal practice.

Gabriela is also a proud ambassador for WAITS (Women Acting In Today’s Society), a charity that supports women facing challenges such as abusive relationships or uncertainty about their legal rights. Her work with WAITS allows her to channel her passion for advocacy into action, giving a voice to those who need it most and helping to create positive change in their lives.

In addition to her committee roles, Gabriela’s contributions to the legal profession and the wider community have earned her recognition as a Rising Star in the Women in Law (WIL) Awards. She is also deeply committed to charity work, volunteering each Christmas to support the homeless, and dedicates time to mentoring aspiring lawyers on a one-on-one basis, offering guidance and encouragement to the next generation of legal professionals.

For Gabriela, being involved in these committees and initiatives is of great personal significance. They allow her to collaborate with like-minded individuals who share her vision of creating a more accessible, supportive, and fairer society. Gabriela remains passionate about using her legal career to drive positive change both in the profession and in the wider community.

Meet The Council

The role of Council is to represent the members of the Society in overseeing the activities of the Board. Compromised of 22 members, the Council is a diverse and representative sample of our membership.

Warren Barr, The University of Birmingham Law School

Catherine Edwards

James Farmer, Gent Legal Services Limited

Simon Harris, DWF LLP

Nigel Hollett, Birmingham Law Society

Neena Janda, Zappi

Shereen Johal, Shoosmiths

Sabina Kauser, Acuity Law

Mary Kaye, Rayden Solicitors

Alice Kinder, Bexley Beaumont Limited

Pardeep Lagha, Liverpool FC

Grace Mullis, Irwin Mitchell LLP

Matt O’Brien, Jonas Roy Bloom

Janai Parker, Gateley Legal

Richard Port MBE, George Green LLP

Sarah Ramsey, The University of Law

Bernard Shepherd, BES Legal Solicitors

Lubna Shuja, Legal Swan Solicitors

Daniel Skermer, PA Forum

Dee Smythe, The Barrister Group

Peter Wiseman

Victoria Zinzan, Irwin Mitchell LLP

Guy Barnett, Acuity Law

Budget Burdens Threaten To Push Businesses To The Brink

New tax burdens introduced in the latest budget could tip even more businesses into financial distress, an insolvency expert from Shakespeare Martineau has warned.

The caution comes after analysis by the full-service law firm revealed that 1,445 companies filed for administration in the first 10 months of 2024 alone. According to data from The Gazette Official Public Record, the number of filings has surged by 37% since 2022.

A significant portion of cases has affected high-employment sectors, with retail, manufacturing, construction, hospitality and real estate being among the hardest hit, collectively accounting for 56% of all administrations.

Delivering Labour’s first budget in 14 years, chancellor Rachel Reeves announced significant changes

to employer national insurance contributions. Under the new rules, employers will pay 15% on worker earnings, up from 13.8%, with the base threshold lowered from £9,100 to £5,000.

In tandem with the national living wage increase to £12.21 an hour, these changes are set to drive up labour costs significantly for businesses already grappling with inflationary pressures, high interest rates and a consumer spending slump.

Andy Taylor, partner and head of restructuring at Shakespeare Martineau, said: “This was a tough budget for UK businesses to swallow.

“Many companies are already operating on razor-thin margins, and the increased national insurance contributions, combined with a lower base threshold, will strain cash flows even further. Businesses in high-labour and supply chain-intensive sectors, in particular, could struggle to absorb these costs.

“Without targeted support, many businesses may be unable to weather the compounding pressures, which could lead them to cut costs, lay off employees or close their doors entirely.

New Chair For Health & Disability Committee

Sana Saddique has been appointed as the new Chair of the Birmingham Law Society’s Health and Disability sub-committee.

Sana is the Director of Collective Law Solicitors and leads initiatives to promote inclusivity and accessibility within the legal profession. With a passion for supporting individuals with health and disability challenges, she focuses on creating opportunities for underrepresented talent to enter and thrive in law. As a Solicitor with over 10 years experience of working within the legal profession, Sana combines her legal expertise with a commitment to equity and thoughtful leadership. Dedicated to driving meaningful change, she works to ensure the legal profession becomes a space where everyone can contribute and succeed.

It may not be glamorous topic of discussion, but we need to start the conversation and ensure those with health conditions or disabilities, whether visible or hidden, are given the same opportunities to excel in the profession.

The term disability can often be seen as a label, that may appear negative and sometimes non-applicable to people. Even those who have a condition may feel that they are not disabled or may feel uncomfortable talking about their condition with others – perhaps because of how they would be perceived. However, the word disability is an umbrella term which covers many conditions from physical impairments to hidden conditions such Dyslexia, Autism, Diabetes etc and ranges even further to cover conditions relating to mental health, learning disabilities and so much more . The committee would like to encourage people who not only live with conditions but who may live with, care for, or know someone with a condition to join us to help start the conversation and embrace what makes us different.

The committee subscribes to the social model of disability - people are disabled by barriers in society, not by their impairment or difference. Barriers can be physical, like buildings not having accessible toilets. Or they can be caused by people’s

“With the potential for further business failures, it is vital companies proactively assess their financial health and develop strategies to manage the upcoming changes.

“Our advice remains consistent –seeking professional advice early can open up more options for struggling businesses. Taking a proactive approach now can help companies navigate these challenging conditions and, ultimately, increase their chances of survival.”

attitudes to difference, like assuming disabled people can’t do certain things or won’t be able to commit to the role. The social model helps us recognise barriers that make life harder for disabled people. Removing these barriers creates equality and offers disabled people more independence, choice and control. We appreciate that not everyone uses the social model and that’s ok. How anyone chooses to talk about their impairment is up to them, it’s a personal choice. Our aim is to ignite the conversation around this topic and to create a safe space for everyone to come together and share their experiences.

If you’re interested in joining the committee, please do not hesitate to contact Sana at: Sana@ collectivelaw.co.uk. Membership to the committee is free and is open to anyone that is a member of Birmingham Law Society and working within the legal profession, regardless of position.

Transitioning From Paralegal To Solicitor

The legal profession has undergone significant changes in recent years, making the transition from paralegal to solicitor more accessible than ever before. This is certainly a positive development for our sector writes Rob Dudley, Head of Employability & Engagement at BARBRI.

The introduction of the Solicitors Qualifying Examination (SQE) has streamlined this journey, but it requires a strategic approach. Although, for many, being a paralegal is their chosen career path, for others the allure of transitioning across to be a solicitor is appealing. I’ve seen a growing number of paralegals contemplating this transition with both enthusiasm and apprehension; here are a few practical insights to help navigate the SQE process effectively.

Leveraging Existing Skills and Qualifications

Transitioning from the role of a paralegal working in a vital support role, to a solicitor is more than just a career move; it represents a significant shift in both responsibilities and opportunities. Paralegals bring a wealth of legal knowledge and practical experience which can be an invaluable foundation of skills and insights during this transition. The key is to effectively leverage these existing skills while meeting the new SQE requirements.

Paralegals often handle substantial legal work, including drafting documents, conducting research and interacting with clients. This hands-on experience is highly beneficial for the SQE, particularly for its practical components. Unlike traditional methods that emphasise theoretical knowledge, the SQE evaluates practical competencies which aligns well with the real-world skills paralegals have developed over time. Importantly, this opens up new paths to a career as a solicitor for those who didn’t have access to an academic route.

For those with qualifications from the National Association of Licensed Paralegals (NALP) or the Legal Practice Course (LPC), there’s encouraging news. Although NALP qualifications do not directly substitute SQE components, they provide a strong foundation, and LPC qualifications can potentially exempt you from SQE1, saving you both time and money. This recognition highlights how previous achievements can significantly advance your career.

Utilising Qualifying Work Experience

A key feature of the SQE route is the requirement for Qualifying Work Experience (QWE), which requires two years of practical experience that can be accumulated before, during, or after the SQE exams. For paralegals, this is an opportunity to have their extensive experience count towards this requirement, but it is essential to ensure that this experience aligns with the competencies required for QWE. Properly managed, your background can streamline this part of the qualification process considerably.

Overcoming Challenges and Gaining Support

Becoming a solicitor comes with its own set of challenges, particularly when it comes to the costs involved in preparing for and taking the SQE exams. For many paralegals, financial constraints can pose a significant hurdle in pursuing career advancement or transition. That’s why it is essential to maintain open communication with employers. Many firms are committed to supporting professional development and might offer financial assistance or study leave to help offset these costs. Additionally, organisations like BARBRI offer funding options and specialised courses, which can make the path to qualification more attainable for aspiring solicitors.

A key aspect of overcoming these challenges is the support available

through our partnership with the National Association of Licensed Paralegals (NALP). This collaboration provides valuable resources and guidance for paralegals seeking to transition into solicitor roles. Upon completing and passing the first part of the BARBRI Solicitors Qualifying Exam (SQE1), NALP members exclusively receive Associate Membership status with NALP. Additionally, they also gain access to valuable webinars and resources specifically tailored to their career development as well as a 10% discount towards their SQE1 with BARBRI.

Balancing a full-time job while studying for the SQE can also be challenging, so effective time management and opting for flexible study options are essential considerations. BARBRI offers preparatory courses designed to help create a work-study-life balance, helping aspiring solicitors to study effectively without compromising their current roles.

Addressing potential reservations from employers about a paralegal’s transition to a solicitor is another thing to think about and tackle early on. It’s important to demonstrate how your qualification will enhance your contributions to your firm and align with broader organisational goals, so ensure you highlight how it will benefit both your career and your employer when you come to have those conversations.

Key Steps for SQE Success

The fact there is now a transition path from paralegal to solicitor is a testament to the evolving landscape of the legal profession, offering new opportunities for career advancement no matter your background or journey. With the introduction of the SQE, paralegals now have a more accessible route to becoming solicitors, if that’s a path they wish to take. But it requires thoughtful preparation and strategic use of existing skills.

To make the most of this opportunity, it’s crucial to fully understand the SQE requirements and seek support from trusted course providers and professional networks. Organisations like the Solicitors Regulation Authority (SRA) and the National Association of Licensed Paralegals (NALP) are valuable resources that can guide you through this process.

As you consider this transition, remember that it’s not just a career move but a chance to build on your existing expertise and embrace new challenges. With careful planning and the right support, the path to becoming a solicitor is not only achievable but also a rewarding step forward in your professional journey

BOOK NOW!

Don’t miss out on your chance to attend the biggest and best event in the West Midlands legal calendar.

Tickets for the Birmingham Law Society Legal Awards 2025 are on sale now.

The Awards, now in their 23rd consecutive year, will shine the spotlight on the firms, teams and individuals who have excelled over the past 12 months.

Guests will enjoy a pre-dinner drinks reception from 6:45pm, followed by a four-course meal called at 7:30pm.

Please see overleaf for details on how to book your tickets. Booking Form >

BOOK NOW!

13TH FEBRUARY 2025, 6.45PM

INTERNATIONAL CONVENTION CENTRE, BIRMINGHAM

Members - £120 + VAT

Non-Members - £150 + VAT

Alternatively, you can return this form to: Birmingham Law Society Office 292, 2nd Floor, The Lewis Building, 35 Bull Street, Birmingham, B4 6AF

I

Committee News

Transgender Awareness Week Reflections: Gender Inclusivity in

The LGBTQ+ sub-committee was excited to host its first panel event on 19th November, chaired by Marc Forrest-Thomas and Shereen Johal, to celebrate Transgender Awareness Week. We heard personal stories and powerful insights from an inspiring panel of speakers, including Jamie Adams (sub-committee member and Barristers’ Clerk), Robin Moira White (Employment Barrister), Claire Byatt (Senior Technical Service Representative) and Steph Keeble (Director of Birmingham LGBT). The sub-committee was also pleased to raise donations for Birmingham LGBT, which is doing great work in the city for the transgender community, especially through its transgender youth group ‘emerge’.

Following the success of the event, Lucy Williams, sub-committee member and Employment Associate at Mills & Reeve, has been reflecting on Transgender Awareness Week and how employers can support their transgender employees in the workplace all year round:

“Gender diversity and inclusivity has become an increasingly important concern and priority for employers in recent years, which is positive to see. But what does gender inclusivity mean? In essence, it is developing a workplace culture for employees of all genders – including transgender employees and nonbinary employees - where everyone feels valued and respected. A lack of diversity and inclusivity limits opportunities for the LGBTQ+ community, each of whom should be able to bring their authentic selves to work. In fact, according to a YouGov survey in 2021, more transgender

people hide their identity at work now than they did five years prior in 2016. The survey also found that 32% had experienced discrimination in the workplace, and 43% had quit their jobs because their work environment was unwelcoming.

These are disappointing statistics. As well as risking losing valuable talent, failure to consider gender inclusion in the workplace can also carry serious legal risks for employers and have a significant detrimental effect on employees’ mental health and wellbeing.

Discrimination and legal obligations

Employees and job applicants are protected from direct or indirect discrimination, harassment, victimisation at work, or instructing, causing, inducing and helping discrimination under the Equality Act 2010 in connection with particular protected characteristics, which include sex and gender reassignment.

The wording of the Act has been criticised for being outdated given that terminology and our understanding of gender has evolved since the introduction of the Act in 2010. However, the Equality and Human Right commission has made clear that an individual does not need to be medically transitioning or have a gender recognition certificate to be protected by the Act. Best practice

I would recommend that employers consider adopting the following measures to avoid gender-based discrimination or harassment in the workplace:

1. Produce an equal opportunities policy EHRC Employment Statutory Code of Practice recommends having a clear equal opportunities policy in place to set minimum standards of behaviour and to take a proactive stance against discrimination. By having an equal opportunities policy in place, in the event of any breach by a worker, the Company can seek to establish a ‘reasonable steps’ defence if legal action is taken.

2. Combine policies with training Diversity and/or anti-bullying and harassment training should ensure that workers understand their obligations under workplace policies and the Equality Act 2010. I would recommend that company-wide training covers what it means to be transgender or non-binary, the correct terminology and pronouns to use, and the relevant legal protections.

3. Have a zero tolerance approach to harassment and transphobia The most common form of discriminationbased complaints revolve around inappropriate interactions between colleagues. Employees should be reminded that it is irrelevant as to whether they intend to cause offence, if the comment or action has the effect of doing so, harassment will have taken place. “Banter” will not be a defence at a tribunal. All complaints should be taken seriously and investigated properly. If it is found that harassment has occurred, then formal disciplinary action should be taken against the perpetrator.

4. Review and amend existing policies and procedures Employers should regularly review all internal policies and procedures to ensure that they are not indirectly discriminatory. Indirect discrimination is where a policy, practice or rule applies to all workers in the same way, but detriments a group of people with a shared protected characteristic. For instance, having set dress codes could detriment certain employees. Employers should therefore consider introducing gender neutral dress codes for all members of staff to encourage inclusivity and mitigate the risk of a claim.

The wording of policies and procedures should also allow for and recognise all gender and nonbinary identities. For example, family

Committee

the Workplace New Chair For Property & Development

leave policies should be inclusive of all LGBTQ+ employees, including same-sex partners and non-binary employees.

Employers should also consider implementing policies that cover support for those transitioning at work, including information on confidentiality, dress codes and using facilities. Organisations and businesses should be aware that employees have the right to take time off work for appointments related to transitioning. They are entitled to sick pay in the same way as anyone else undergoing a medical procedure and should not be penalised or treated unfairly for taking it.

5. Gender pronoun sharing The normalisation of general pronoun sharing is another common policy introduced by employers in recent years. Employers can prevent employees from being referred to by the incorrect pronouns by encouraging their staff to all actively share their pronouns in their email signatures or on their name badges.

The above steps not only help to protect employees from discrimination and employers from discrimination claims, but they also undoubtedly have a positive impact on the lives and wellbeing of LGBTQ+ employees in the workplace – something which I am sure is very much at the forefront of many people’s minds during Transgender Awareness Week.”

Sam Ingram, of Davisons Law, has been appointed Chair of the Birmingham Law Society Property and Development Committee.

In her role as Chair, Mrs Ingram will arrange and host meetings, collate discussions, and report back to relevant parties and bodies. The committee also responds to government consultation papers on topics such as the privatisation of the Land Registry and proposed changes in leasehold and conveyancing practice.

Mrs Ingram said: “It’s a privilege to take on an important role which I see as gathering, as well as sharing, information from/with my fellow professionals in the industry and hopefully using the same to shape the property legal sector.”

With over two decades of experience at Davisons Law, Mrs Ingram has been a vital part of the firm’s growth and success. She joined the firm in 2001, qualified as a Solicitor in 2006, and became a Partner in 2009. As Head of the Residential Property Department, she oversees a team dedicated to providing high-quality service to clients near and far.

Mrs Ingram specialises in all aspects of residential conveyancing, with particular expertise in new build and shared ownership purchases. She also acts for property developers managing investment portfolios. Her approach combines professionalism with approachability, aiming to make the often daunting process of moving house as stress-free and simple as possible for clients.

In addition to her client work, she oversees Davisons Law’s Lexcel and Conveyancing Quality Scheme Accreditations. Her appointment as Chair of the Property and Development Committee builds on her existing involvement with Birmingham Law Society.

Richard Port, MBE, President of Birmingham Law Society said: “Samantha takes over from Denise Watkins from Gordon Jones & Co who has served as chair for many years and sat on council. We all give thanks to Denise for her commitment to the Society.”

Birmingham Law Society Vacation Scheme 2024-2025

The Birmingham Law Society Social Mobility Sub-Committee are delighted to announce that the Birmingham Law Society Vacation Scheme will be running for a second year. First launched in 2023 during the Presidential Year of Alice Kinder, the scheme is designed to the Society’s member students with the opportunity to gain insights into the profession, build their networks and develop valuable skills.

Alice Kinder, Past President and Chair of the Social Mobility Sub-Committee commented “ The aim is for students who may be struggling to get legal work experience to gain a useful insight into the legal profession which they can refer to on their CV. ”

The vacation scheme extends to member law students and will include

four video sessions during December – March. Students who would like to take part will need to email events@ birminghamlawsociety.co.uk at the beginning of each month (December, January, February and March) to ask for the latest video link. They will then be sent the video to watch in their own time alongside a form to fill out detailing when they watched the video and one piece of information they took away from that session.

December’s session is by Rebecca Mander, the founder and coach at GuruYou who will go through confidence and resilience. January’s session is with Peter Hill who appeared on BBC’s Dragon’s Den. He will be talking about first impressions and networking tips. February’s session is with Chrissie Wolfe, Solicitor and

Founder of LAB Consultancy who will guide you through the SQE.

When the scheme comes to an end in March, students are required to send back their completed form and complete an online virtual work experience session designed by Browne Jacobson and Forage where they can access and obtain a certificate of completion. This will be followed by an opportunity for eligible students to attend an in-person session to support them with their application preparations. The day will be run by both Higgs LLP and Browne Jacobson.

Birmingham Law Society is keen to support as many students as possible to access and progress in the legal profession, regardless of their background.

Committee News

Major reforms proposed to employment rights

The recently released Employment Rights Bill (the Bill) contains some far-reaching reforms proposed to several areas of employment law. Much of the detail will be provided via regulations which won’t be passed until consultation with stakeholders has concluded, expected mainly during next year. Our Employment Committee will be carefully considering proposed changes and will be submitting detailed responses on behalf of the Society writes Charlie Rae.

A headline grabbing proposal is the existing two-year qualifying period for protection from unfair dismissal will be removed, meaning that it becomes a “day one” right.

The Government will consult on a new statutory probation period during which, an employee could be dismissed using a ‘lighter touch’ process where the dismissal is because of capability/qualifications, conduct, contravention of a duty or “some other substantial reason”. If the dismissal is because of redundancy, it seems employers won’t be able to use this ‘lighter touch’ approach.

The suggestion is this ‘lighter touch’ process might require employers to hold a meeting with the employee to explain concerns about their performance before deciding to dismiss.

On zero hours contracts, the Bill proposes an obligation on employers to offer a ‘guaranteed hours contract’ to zero/low hours workers to reflect the hours they regularly work over a reference period.

There is no requirement for the worker

to accept the offer. If more hours become regular over time, subsequent reference review periods will provide workers with the opportunity to reflect this in their contracts. The Government will consult with employers and trade unions on how these subsequent review periods will work and has confirmed that “where work is genuinely temporary, there will be no expectation on employers to offer permanent contracts.”

The Bill also proposes a right for eligible workers to receive reasonable notice of changes to working hours and compensation if their shift is cancelled or ended early.

Another headline grabbing aspect are rules on so-called “fire and rehire”, proposals entail that dismissals are “automatically unfair” in two situations: (i) where the employer “sought to vary” the contract and the employee did not agree; (ii) where the employer was seeking to employ another person or re-engage the employee under a varied contract of employment to carry out “substantially the same duties as the employee carried out before being dismissed.”

An exception will be made where employers can show evidence of ‘financial difficulties’ affecting (or likely to affect) its ability to carry on business as a going concern or carry on the activities of the business where in all the circumstances, it could not reasonably have avoided the need to make the variation.

On flexible working there is a proposal to tighten up the ‘right to request’ mechanism. Employers would be able to refuse a flexible working request on specified grounds (as currently)

but will only be able to rely on one of those grounds if it is ‘reasonable’. An employer would need to explain in writing to the employee why their refusal is reasonable. Many commentators have suggested this adds little to the existing regime, there’s certainly no right to a 4-day working week, as some news reports were suggesting.

Some other highlights (more briefly) include the duty to take reasonable steps to prevent sexual harassment will be increased to an “all reasonable steps” standard; there is a reintroduced duty to prevent third party harassment. Also proposed are an extension of collective redundancy consultation provisions removing the requirement for the redundancies to be at one establishment; the removal of qualifying periods for unpaid parental leave and statutory paternity leave, enabling paternity leave to be taken after shared parental leave and a new day one right to bereavement leave.

Stronger protections against dismissal for pregnant employees and removing the three-day waiting period and lower earnings threshold for statutory sick pay are also planned.

Allowing for regulations to be passed that may require large private employers to develop and publish equality action plans addressing the gender pay gap and supporting menopausal employees are interesting new requirements. Numerous updates are planned to the legislative landscape on trade union and industrial action, including requiring employers to notify employees of their right to join a union and making the process of trade union recognition easier.

Alongside the Bill, a ‘Next Steps’ document describes how the government will deal with promises made in its manifesto not been covered in the Bill. These include introducing a right to switch off (preventing employees from being contacted out of hours) by way of a statutory code of practice, publishing rules to make it mandatory for large employers to report their ethnicity and disability pay gaps, starting consultation on a possible move towards a single status of ‘worker’, and reviewing the existing laws on parental leave, carers leave and TUPE.

International Experience Graduate Visa

International students who complete a UK Bachelors, masters, or research degree can stay and work in the UK for 2 years without visa sponsorship

International graduates and foreign qualified lawyers often have enhanced expertise, language skills and diverse perspectives and qualifications ideal for employers

About the BLS International Committeee

Supporting Applicants

Hiring managers can support international applicants by understanding the key features of the Graduate Visa and providing clear recruitment information

The Birmingham Law Society (BLS) International Committee was set up to support BLS members who have multijurisdictional and global legal interests The Committee supports our members by providing international insights and opportunities and connects members with third parties seeking legal advise in our region. The Committee has been invited to speak at the Commonwealth Lawyers conferences in the Bahamas and Goa and at the forthcoming conference in Malta in April 2025 BLS cohosted the Commonwealth Legal Conference which ran alongside the Commonwealth Games in Birmingham in 2023 The BLS International Committee also rose to the challenge of supporting Ukrainian Lawyers displaced to Birmingham and helped them set up a Ukraine Lawyers Network The BLS International Committee works closely with firms who have an international focus and supports firms looking to pursue overseas opportunities. The Department for Business and Trade is represented on the committee and co-hosted an event which showcased a member firm’s journey of setting up divisions in the EU. The International Committee also supports BLS student members by facilitating events and signposting them to professional development opportunities

Committee News

In House Committee: Keeping your eye on the (legal) ball…

Pardeep Lagha, Senior Associate at Liverpool Football Club and Committee Member of Birmingham Law Society In-House Committee on what it takes to get ahead, in house.

1.What is your current role and how did you find it? I am a Senior Associate within the commercial legal department at Liverpool Football Club (the “Club”). This role involves being part of a small team that is responsible for: (i) commercial contracts, sponsorship, digital media, technology, licensing and retail; (ii) ensuring compliance with data protection laws and regulations; (iii) advising on broadcasting rights; (iv) advising on intellectual property matters; and (v) managing contentious matters. I am also the supervisor for the Club’s first ever trainee. This spread of work relates to Liverpool Football Club and Liverpool Women’s Football Club, meaning no two days are the same!

I was approached for this specific role by a specialist recruitment agency that focuses on placing lawyers in-house within the sports sector.

2. What is your favourite part of the role?

The challenge! Working for a worldrenowned football club within a fastpaced and dynamic industry, across a breadth of legal work, keeps me on my toes. This constantly pushes me outside of my comfort zone and to develop. As my work actively helps to shape the day-to-day operations and activities of the Club, so that it continues to serve its worldwide fans and be one

of the world’s best football clubs, this naturally means that my role brings with it a great sense of fulfilment and accomplishment.

3. How does this role differ from private practice? Having been on both sides of the pitch, my view is that the role of an in-house lawyer and private practice lawyer are different. Both environments require you to have the technical capability of being able to provide commercially sound legal advice. However, the role of an in-house lawyer is to bring more than legal acumen to the table. In fact, an in-house lawyer has a key seat at the table. You are relied on by colleagues to help get things done and to get things done quickly. You are viewed as a strategic business partner, which requires you to have a unique mindset that allows you to be decisive and exercise creativity to help the business achieve its ambitions while keeping within the parameters of the law. This is different to working in private practice. Your role as an in-house lawyer also requires you to see the results of an initial legal query through to implementation and beyond. This full circle piece and responsibility of ongoing support is not something you usually experience or are expected to assume as a private practice lawyer.

4. Why do you think more lawyers are looking at in-house as a career option? In recent times, due to social, political and financial influences, a once very traditional profession has been forced to adapt and evolve. However, the sentiment seems to be that this evolution has not happened quickly enough and has caused aspiring and existing lawyers to re-evaluate their career trajectory and whether they have work-life balance and job satisfaction. A career in-house offers an alternative to the traditional ‘climb up a law firm ladder’ to reach the peak of partnership (or similar) as the doors that an in-house role opens and the opportunities it presents are endless. It goes without saying that many lawyers are also drawn to the allure of working in an atmosphere that is driven by business goals that extend beyond chargeable hours and fees. It also presents an opportunity to work within an industry that aligns with personal interests and/or values.

5. Has your role changed your perception of the industry you are in? In short, yes. Sport has always been a big part of my life. However, my

perception of the sports industry was driven by my experience as a supporter and/or participant. This has changed now due to my role in-house. I now have a deeper understanding of how the sports industry and, in particular, football operates from a legal and business perspective, which allows me to enjoy and experience football differently. To date, it really has been as rewarding and exhilarating as people think. However, the learning curve has been steep, and it has not always been fun and football games. There is so much more added time (both on and off the pitch) that goes into bringing the game for everyone to enjoy.

6. Do you have any advice for any current or aspiring lawyers wanting to move in-house? Here’s a hat-trick of top tips for anyone seeking a career in-house:

1. Research – No one business or in-house role is the same and the old saying of “that sounds too good to be true” really is applicable to a career in-house. You need to do your research to fully understand what you are letting yourself in for and whether a specific business and in-house role aligns with your personal and career ambitions. Remember, a career in-house is no longer an “easy” legal career option. It does not mean working less hours – it could mean the same, or more, without the same level of resources that are readily available in private practice. You are also responsible for your own technical and professional development. This is why research is key and why it should be focused on the kind of work you want to do and the environment you want to do it in.

2. Network – Given the above, it is important to speak to those who work within the industry and/or business that you are interested in to see if it would be right for you.

3. Patience – The in-house market is buoyant at the moment, but the roles that are live at the moment may not be suitable for you. Show strength of character and be patient – the role that ticks all of your boxes will come up. Rather than solely focusing on securing a role, take the time to perfect your technical and interpersonal skills as these will be key when it comes to interviewing for the in-house role that is perfect for you.

Membership Survey 2024 – your views are important to us!

Dear Member,

Thank you for being part of the Birmingham Law Society.

As we plan for the future, we want to understand which aspects of membership matter most to you. Whether you're a regular at our events or simply value being part of Birmingham's legal community, your insights will help shape our future services.

This is your opportunity to:

• Tell us what you value most about your membership

• Share ideas for new services and benefits

• Help us build a more inclusive professional community

• Influence how we support your career development

• Highlight other areas important to you

We've commissioned Birmingham City University to conduct an independent survey that takes around 6-7 minutes to complete. Your responses will help determine our priorities and shape our service provision. Your responses will be handled confidentially by Birmingham City University, with findings to be shared in early 2025.

Ready to share your views? Complete the survey here.

Upon completion, you'll have the opportunity to enter a prize draw for a £50 gift voucher of your choice.

The survey is only open for a short while and closes on Monday 9th December 2024. Please don't miss this chance to help shape your Society.

For queries contact: info@birminghamlawsociety.co.uk.

Thank you,

The Birmingham Law Society Team

Compare My Move Launches Wills & Probate Services

Compare My Move has been working with solicitors for 6 years, and has helped our conveyancing partners generate over 54,000 leads in the past year alone. On the back of this, the company want to open the door to the wider legal community and from October 2024 will be offering will-writing and probate leads to solicitors.

Head of New Business, Connor Bartlett answered some questions on why Compare My Move has made this step, and what benefits lead generation can have for solicitors that offer will-writing and probate services.

Why have you started taking will-writing and probate partners?

We have had a high demand from both our existing network of conveyancing solicitors as well as a high demand from the public looking for advice through our website. We already have a strong network of nationwide solicitors taking leads through conveyancing and we have seen a good number of these solicitors also opt in for will writing and probate leads already. As well as completely new solicitors joining the partner

network that specialises in will writing and probate.

How does lead generation help solicitors?

Our solicitor partners have already seen over 54,000 leads for conveyancing come through Compare My Move this year, those solicitors also offering will writing, probate, or both want to find the same success with those services alongside their conveyancing service.

If you’re a solicitor and want to know how we can help you specifically call our team on 02920 660143 or check out our partner page. We’re happy to advise new solicitors who want to offer wills and probate as well as seasoned solicitors who want to know more about lead generation.

Your Roadmap To Law Firm Success

Why is legal practice management important, what impact does it have on risk and compliance, and how can your law firm drive efficiency and maximise revenue?

What Is Practice Management Software?

Practice management for law firms is essentially the art of keeping all the moving parts of a legal practice working seamlessly.

It’s the combination of strategic, administrative, and operational processes that optimise the day-today operations of a legal practice.

We’re talking about:

• Client, case, and document management

• Automatic time capture

• Know your client (KYC) checks

• Ensuring compliance and addressing risk management

• Managing legal accounts

• Customisable reporting suite

Why Is It Important?

It’s not an overstatement to say that practice management software is essential for law firms striving to succeed in today’s competitive legal market.

A well-managed law firm delivers exceptional client service, consistently meets deadlines and maintains clear communication. These advantages lead to higher client satisfaction and retention.

The Benefits Of Practice Management Software For Law Firms

There’s a whole host of benefits to implementing a solid practice management system.

ensure nothing is overlooked, saving time and costs.

Know your legal clients: Conduct and record due diligence checks to verify identities before engagement. Secure client information: Store all client, contact and case information securely, making it easily accessible. Reduced risk: Robust compliance features help your firm meet regulations and ethical standards, reducing the risk of malpractice and legal disputes.

Financial control: Ensure accurate financial records with general and trust accounting, and straightforward billing to help you stay in control of your firm’s finances.

Reporting and analytics: Gain valuable insights through reporting tools that enable you to make datadriven decisions for growth.

Why Choose Unity® Practice Management?

Dye & Durham delivers a flexible, friendly and scalable solution – taking the stress out of running your law firm while remaining fully compliant. Cloudbased and robust, and delivered by a Law Society Strategic Partner, Unity® Practice Management offers a comprehensive dashboard overview of your practice so that you can focus on what matters most – building a more efficient, profitable, competitive and successful law firm.

Our software is trusted by over 750 small to medium-sized law firms in the UK and meets all rigorous regulatory requirements to ensure that you’re managing cases and monies correctly.

And now, Unity® Practice Management includes new features to make your practice even more

• DeeDee, your legal information AI assistant, that can help research, draft, and answer legal questions and streamlines tedious tasks so that you can compete better and maximise

• Easy-to-order residential conveyancing searches that meet independent compliance standards, follow a standardised format that makes it easy to quickly share key insights with your clients, and simplify accounting and cost management

• Instant AML checks including PEP, Sanction, Adverse Media, Law Enforcement, and Disqualified Director checks for improved risk management.

Practice Management Top Four Tips

If you remember anything from this article. Let it be these key points:

Tip 1: Actively encourage everyone in your firm to use the practice management system as their primary tool.

Tip 2: Use the data insights from your practice management system to make informed decisions, monitor performance and identify areas for improvement.

Tip 3: Allow the practice management software to handle tedious admin tasks, freeing your team to focus on practising law and impressing clients.

Tip 4: Ensure client information is securely stored. Protecting your firm’s data not only meets ethical and legal standards but also reaps benefits for your firm with clients by building client trust and enhancing your reputation as a trustworthy and reliable practice.

Further Reading

The Complete Legal Practice Management Playbook: Your Roadmap to Law Firm Success is available in full as our latest eBook, covering everything from the evolution of cloud-based practice management systems to potential pitfalls of software selection, to glossary of practice management terms, and more. Download our eBook here.

Compliance Top Ten Topics For 2025

What does 2025 have in store for us on the compliance front?

Jayne Willetts Solicitor Advocate & Bronwen Still Solicitor Consultant both of Jayne Willetts & Co Solicitors Ltd share ten of the most significant compliance issues for the coming year. Firms need to be aware of all these hot topics to ensure that their policies, systems, and procedures adequately deal with the current requirements and the planned changes.

1. Continuing competence

Since the need to acquire a fixed number of hours (known as Continuing Professional Development (CPD)) was abandoned in favour of continuing competence, the onus has been on solicitors to assess their own training needs and ensure that they are met. The approach allows much greater flexibility and gets rid of the need at the end of every practice year to chase down what were often inappropriate courses simply to acquire the necessary CPD hours. On the face of it the pressure is off. However, think again!

This is another area that is very much under the LSB’s microscope which in

turn puts pressure on the SRA. In July 2022 the LSB set out its expectations of regulators with regard to assuring ongoing competence. The outcomes required, to be implemented by January 2024, included reviewing levels of competence and taking suitable remedial action where required.

The SRA issued a progress report and action plan in January 2023 setting out how it was meeting the LSB’s outcomes. This included continuing to undertake thematic reviews and reviewing training records. Thematic reviews are planned in relation to work identified as high risk such as immigration advice and services.

At present most solicitors only interact with the continuing competence regime when they are required to make an annual declaration as part of the practising certificate renewal exercise. It is to be expected, however, that the SRA will start to take a closer look at the training records of individuals who have made these annual declarations. This will be particularly so in relation to high-risk areas of work.

This means that solicitors should ensure that they have been through the learning and development cycle each year which involves:

• Reflection on issues which have arisen which during practice which may addressing;

• Planning training around areas that need addressing;

• Undertaking appropriate learning and development activities;

• Recording and evaluating these activities.

The most important aspect of this is that these processes are recorded. When the SRA requests to see them or comes calling it is important that the records are in place and up to date. The SRA is also now asking to see these records when firms or individuals become involved in SRA investigations so even more reason to be kept up to date.

2. SRA anti-money laundering thematic review on training and the next thematic review

The SRA recently published their thematic review on anti-money laundering training (https://www.sra. org.uk/sra/research-publications/ thematic-review-aml-training/). Key take aways are that, where money laundering compliance officers had taken additional training, firms were around 50% more likely to be complaint, some training of staff

was too focussed on the regulations and not about practical processes and why they are important. Also of note firms should not rely on external providers which provide generic training and training ought to be bespoke where possible. Thematic reviews have a history of being repeated and so firms would do well to consider the review and consider how it might amend its training programme.

The next thematic review as confirmed at both the Law Society AML Conference and the SRA COLP COFA conference, is source of funds and wealth. The SRA will undoubtedly be looking to see the depth and quality of the information firms and solicitors are seeking in this area and whether an analysis and view as to the risk has been documented. Every firm needs to have in their mind that it is not a matter of ‘if’ they have an SRA visit but ‘when’. To that end, firms should consider if they have given appropriate training and guidance to their people in this area and audit compliance. Thematic reviews can birth warning notices and this could well be the next one.

3. Sanctions

Sanctions compliance is vital to all practices as acting in breach of sanctions is a strict liability offence and the approach is not therefore risk based. Ensuring that the firm has robust sanctions screening (to include where appropriate screening of opposing parties as far as possible) is a must. The SRA issued and revised its guidance on 5 August 2024 (https://www.sra. org.uk/solicitors/guidance/financialsanctions-regime/) and it is now common to see firms have a specific sanctions risk assessment (though this is not strictly necessary and can be covered in a firm’s practice wide risk assessment required when work is being conducted in scope of the antimoney laundering regulations) and policy.

Many firms now also adopt technology to continually monitor their clients for politically exposed status, sanctions and adverse media, ensuring that should a client become sanctioned the firm will be alerted. Firms that do not have this technology should subscribe to the Office of Financial Sanctions Implementation alerts so they are aware when new

entrants to the sanctions list are made and they can check their client data base. Firms also need to consider nonUK sanctions such as US sanctions and whether in the event of a professional negligence claim, whether their insurer would pay damages. If not, this leaves the firm with a large risk to grapple with. Finally, within the SRA’s guidance is a useful table setting out the differences between the anti-money laundering regime and sanctions compliance. They are separate, different and should be seen as so.

4. Failure to prevent fraud

The Economic Crime and Corporate Transparency Act 2023 introduces for the first time a failure to prevent fraud offence, making it easier for firms to be criminally prosecuted. The fraud needs to be conducted by an associated person (employee, agent, subsidiary or someone who provides services for or on behalf of the relevant body). A defence against the offence is that the firm took all reasonable measures to prevent fraud from occurring.

On 6 November 2024 the government issued long awaited guidance and confirmed that the offence will come into force on 1 September 2025, so there is time for firms to get their house in order. The guidance sets out what reasonable measures would be and it starts with top level commitment and communicating and endorsing an organisation’s stance on preventing fraud as well as leading by example.

Next is to complete a risk assessment to understand an organisation’s exposure to fraud being committed by relevant persons. This risk assessment should identify the risk and put in place mitigation to lower any risks found. This will be a familiar concept for law firms who must have a practice wide risk assessment under the anti-money laundering legislation and may have a risk assessment also for two other failure to prevent offences under the Bribery Act 2010 and Criminal Finances Act 2017.

Measures that an organisation may wish to implement will depend on the risk found but will undoubtedly include the implementation of a policy and training. It may also include more vetting of associated persons, making sure new service offerings are considered for fraud risk, having a procurement process that considers

fraud risk and undertaking due diligence of some kind on suppliers. For more information, please read the guidance https://www.gov.uk/ government/publications/offence-offailure-to-prevent-fraud-introducedby-eccta

5. Complaints handling and improving quality

Poor complaints handling is on the radar of both the Legal Ombudsman(LeO) and the Legal Services Board (LSB) following a report by the LeO that first tier complaints handling by firms is inadequate in 45% of cases. “A step-change is needed in the way lawyers and law firms deal with complaints” says the LSB. It has issued a policy statement which requires that regulators must pursue the following outcomes:

• the best possible complaints resolution system for legal services users by using information and intelligence gathered from firsttier complaints and second-tier complaints;

• a culture of continuous improvement and learning from complaints and feedback to improve legal services.

Following the LSB’s prompt, the SRA will undoubtedly be taking a close look at the way firms handle complaints. It, therefore, makes sense for firms to make time to review their complaints handling procedures and any recent complaints. Were they handled promptly, in accordance with the published procedures and were complainants dealt with fairly, taking into account any known vulnerabilities? This should be looked at not just from the perspective of compliance but also with a view to service improvement and client satisfaction. Was there evidence, for example, of procedural failures, lack of training or supervision that needs addressing?

Expressions of client satisfaction with the quality of services is the reverse side of the coin to complaints handling. In this context, it is worth noting that the LSB also wants regulators to do more to develop quality indicators as a further means of clients being able to make informed choices about the purchase of legal services. In response the SRA published on 30 September 2024,

REGULATION REPORT

Compliance Top Ten Topics For 2025

“Customer reviews and comparison websites” in which it recommends that “proactively managing online reviews and engaging with comparison websites can be extremely helpful in making sure your firm stands out, and that you are showcasing the quality of your services and the people in your firm”. The SRA is actively looking at this subject. It is worth reviewing its current statements on the subject and keeping an eye open for updates.

6. Legal Ombudsman guidance –challenging legal fees

In recent years, there have been a number of high-profile court cases that has put a spotlight on complaints about legal costs. Clients have been challenging legal fees charged by solicitors, especially for “no win no fee” arrangements. Refunds of legal fees paid in the past have been sought. Advice to these clients is provided by other law firms with expertise in this area often led by experienced law costs draftsman. This process of checking legal fees begins with a review of the solicitor’s invoice. Many clients have not retained the invoice and in some cases have not received an invoice. Requests for copies of invoices and/ or the file are made to the original law firms, some of whom have responded positively, others have not. This in turn has led to complaints to the Legal Ombudsman (“LeO”) about the original solicitors’ firm.

In order to inject clarity into this issue, the LeO published detailed guidance on 30 September 2024 for firms on how to respond to requests for historic invoices and when time starts to run for the purposes of the one-year time limit for complaints to the LeO. Case studies are also included as well as guidance on complaints about the calculation of success fees on conditional fee agreements. The guidance is also aimed at clients who might be thinking of complaining to the LeO in such a situation.

The guidance is well written and very practical. It will help firms facing a challenge to historic invoices and former clients can be directed to the guidance. It is worth making sure that fee earners are aware of this guidance especially in the personal injury field. Also, firm’s appointed complaints handling partners will be able to reply upon this guidance and/or incorporate into internal policies when handling challenges to legal costs. Link to https://www.legalombudsman.org. uk/for-legal-service-providers/learningresources/preventing-complaints/ complaints-about-legal-costs/

7. Transparency Rules and costs

Firms need to be aware that the SRA has a programme of ongoing, proactive checking of websites to monitor compliance with the Transparency Rules. Since May 2023,

it has issued 439 official warnings, and 36 fixed penalty fines, to law firms in relation to breaches. These mostly relate to costs information.

In addition to the SRA’s findings about non-compliance, the LeO also reports that the most common complaints are unclear costs information and costs which vary from an estimate.

Although the costs information in the Transparency Rules is only required in relation to certain services, it must not be forgotten that the Code of Conduct says clients must “receive the best possible information about how their matter will be priced and, both at the time of engagement and when appropriate as their matter progresses, about the likely overall cost of the matter and any costs incurred”. This applies to all services.

Clear information set out on its website about a firm, its services and the costs involved is often what attracts clients so it is crucial for firms to make this information as user-friendly as possible as it makes good business sense. To assist with this, the SRA issued new guidance in September 2024 to help firms with compliance and presentational issues - https:// www.sra.org.uk/solicitors/guidance/ transparency-in-price-and-service/.

The guidance includes updated pricing templates that firms can adapt. It is not difficult to predict that the SRA will continue to be increasingly tough on firms that do not meet the expected standards set by the rules. This is another area of compliance for ongoing monitoring as changes to fee earners, services and charges are always inevitable.

8. SRA regulation of CILEX members

In 2022 CILEX approached the SRA with a proposal to transfer its regulatory functions from CILEx Regulation Limited (CRL) to the SRA. This rumbles on. Initial consultations were held in 2023 by both the SRA and CILEX with their members which focused on the possibility of the SRA regulating authorised CILEX members. In 2024, a further consultation was issued on whether consideration should also be given to the SRA regulating non-authorised CILEX members including student members and paralegals.

As 75% of CILEX members are

employed in SRA regulated firms, this makes some sense as it would remove the current dual system of regulation for them and make it clearer for the public about the rules that applied and the regulator responsible for them. The greatest impact would appear to affect those that work in CILEX regulated entities, of which there were 19 in June 2023. Some, which are eligible, would be automatically be passported to become SRA regulated entities in the event that the proposals proceed to fruition.

Solicitors, including the Law Society, have provided the main opposition to the proposals largely because of concerns about the solicitor brand being diluted. In particular, the suggestion that “chartered legal executives” should be termed “chartered lawyers” would muddy the distinction.

A decision on whether this proceeds must be in the pipeline. Ultimately, LSB approval of the changed arrangements will be required. If it is to proceed, it seems inevitable that a further consultation finalising the arrangements and associated rule changes will be issued. All firms, in particular those that employ CILEX members, need to monitor developments and be prepared to respond to what might be proposed. There is also the thought that this might lead to other smaller legal services regulators following suit by trying to transfer their regulatory functions to the SRA. Watch this space.

9.

This subject has come to prominence for solicitors with some high-profile cases in the SDT involving sexual harassment usually linked to alcohol consumption.

Solicitors are already subject to greater scrutiny over the way they treat colleagues following the ramped-up obligations now set out in rule 1.5 of the Code of Conduct: “You treat colleagues fairly and with respect. You do not bully or harass them or discriminate unfairly against them. If you are a manager you challenge behaviour that does not meet this standard.”

On top of this comes a new section 40A(1) which amends the Equality Act 2010. This states that: “An employer (A)

must take reasonable steps to prevent sexual harassment of employees of A in the course of their employment.”

Both these obligations – regulatory and statutory – put a greater onus on managers to deal with the behaviour of their colleagues/employees.

In relation to rule 1.5, the action required arises where they actually see discrimination, bullying and harassment occurring. With regard to the new section 40A(1), the obligation is focused on preventing sexual harassment arising.

The difficulty with the new statutory obligation is that it requires “reasonable steps” to be taken, without any indication currently of what those steps might look like. It also appears to require managers to protect employees from third parties with whom the firm has dealings. Given that the evidence of sexual harassment tends to involve events where alcohol is present – parties, celebrations, client hospitality – does this mean that managers need to lecture staff on this subject before these events take place? Should they police those who attend? Many firms are adopting a zero alcohol policy at client events.

There is more help available in relation to the interpretation of rule 1.5. The SRA issued guidance in 2023 - https:// www.sra.org.uk/solicitors/guidance/ workplace-environment/ together with case studies to help firms gauge what might be acceptable and what not.

The bottom line for firms is that they need to demonstrate that they take these obligations seriously and this will undoubtedly require that there is evidence available of how they have done this. More training especially aimed at managers and a policy review would be a good New Year’s Resolution.

10. Consumer Protection Review & the future of the profession

And finally, will the SRA be permitted to abolish solicitors’ client accounts and the Compensation Fund?

These are two proposals included in the SRA’s Consumer Protection Review which was launched in February 2024 following the fallout from the Axiom Ince intervention where more than £60 million of client money was found to

be missing. The view of the profession is that this Review is an attempt to deflect attention from the SRA’s failings in monitoring Axiom Ince (as highlighted in the LSB’s independent report) and that it is not based on hard data and/or need.

By the time this article appears, the SRA will have published a formal consultation on these proposals. The suggestion that third party managed accounts could fill the gap now occupied by solicitors’ client accounts is naïve and impractical where there is currently only one provider of such accounts. Similarly, the involvement of a third party in the holding of client money is no guarantee that fraud can be eradicated forever.

Also on the agenda will be proposals relating to:

• how client account residual balances are held;

• interest on client money;

• increasing requirements relating to accountants’ reports;

• taking money up front.

The Law Society is opposed to these proposals, not least because it believes client accounts are “a fundamental tool for the efficient and effective delivery of many types of legal services”. It could also be said that preventing solicitors from holding client money sends out the message that they cannot be trusted, which is the reverse of how the profession would like to be viewed.

What is being considered by the SRA could create fundamental change to how solicitors are viewed by the public and how they can organise their affairs. The anticipated consultation will affect all practitioners. It is, therefore, vital that as many people as possible respond to the consultation. It is, without doubt, the most important consultation for the profession for very many years.

Sexual harassment and other behaviour issues in the workplace

At a glance planning due diligence

Commercial

Property Trends: Some Reasons For Optimism

In November we released Landmark’s latest Commercial Property Trends Report and this quarter’s insights offer some reasons for optimism. Notably, commercial search trends don’t seem to have been impacted by the same volatility seen in the residential market by factors such as the General Election.

market.

Our unique polygon data provides an accurate representation of a development’s potential impact for easy analysis and communication.

Large-scale planning data continues to perform well, with levels up 9% in Q3 2024 compared to Q3 2019. Conversely, smallscale planning volumes continue to struggle, down 32% in Q3 2024 versus Q3 2019.

RiskView Residential is Landmark’s gold standard, all-in-one environmental search report, used by property lawyers to assess a wide range of potential hazards on behalf of prospective purchasers. These include flooding, ground stability, contaminated land, energy and infrastructure and now includes daily planning application updates and constraints data.

The Scottish market also warrants a special mention. In Aug ’24, search activity increased by 20% compared to August ’19, and by 40% in Sep ’24 compared to Sept ’19 – likely driven by the renewables market. Environmental search activity experienced consistent growth throughout the third quarter of 2024. This increase is particularly encouraging as it’s unlikely that this trend was influenced by seasonal factors. Commercial completions for June, July and Aug ’24 recorded steady growth – with Aug ’24 just

“The hope is that these trends persist into Q4 2024, leading to a sustained period of steady growth in the commercial sector.”

Landmark products now incorporate daily updates to planning data providing the most current view of planning across Great Britain.

We are privileged to have the single most complete view of the entire market, since we operate essential services that underpin each key stage of transactions for property portfolios, commercial property or land development, from legal and due diligence services to geospatial data analysis.

Landmark Planning allows you to understand any nearby residential planning applications which might impact the property transaction. All the data within the report is supported by easy-to-understand guidance and next steps.

We hope this resource, like our now well-established Residential Property Trends Report, will provide a valuable source of insights to help and inform industry professionals and interested observers alike.

To find out more contact your Landmark Account Manager or search provider.

If you’d like to read the report in full, you can download it here.

The hope is that these trends persist into Q4 2024, leading to a sustained period of steady growth in the commercial sector.

Are you ready to help your firm transition into a better future?

As the UK’s leading provider of property insights and expertise, Landmark’s in-house sustainability consultants are not only driving net zero and supply chain due diligence in our business but are also helping property professionals achieve the same goals.

Where do you need to start?

• Helping your firm reduce GHG emissions and start their net zero journey?

• Advice on the impact of climate change for law firms and your clients?

• Support with supply chain due diligence?

Landmark Information empowers property professionals to navigate sustainability challenges, wherever they are on their journey.

Going from bored to board!

Stepping up into any promotion or going for one means digging deeper into your self-awareness and boosting your confidence. These two traits have the ability to fast-track your journey to success, but only if you focus on developing them writes Rebecca Mander of GuruYou.

When you are better equipped with confidence and self-awareness, you can make decisions, impact your team, inspire others, and navigate challenges effectively.

Why does confidence and selfawareness matter?

The definition of confidence is the feeling or belief that one can have faith in or rely on someone or something. People who exude confidence create trust in their team and employers and inspire action. While this is admirable, confidence without self-awareness can create problems and frustration (surely, I’m

not the only one who has worked with a muppet who thinks they are awesome!?)

Self-awareness allows you to understand your strengths and recognise areas for growth, which helps you avoid overconfidence and muppetry. These traits are a powerful foundation for your purpose and personal brand when used together.

“Whenever you are about to find fault with someone, ask yourself the following question: What fault of mine most nearly resembles the one I am about to criticise?” Marcus Aurelius

How can you begin to build that all-important confidence and selfawareness?

One of the easiest ways is to reflect on your past achievements. Create a list of moments when

you succeeded in something, big or small. This exercise allows you to revisit how you overcame any challenges and the skills you used. Resilience is a key element of career development, and this exercise helps you see where that resilience has been evident. It reinforces the mindset that you are capable of overcoming obstacles and boosts your self-belief.

Self-belief is essential, but don’t overlook self-compassion! Building confidence isn’t about perfection, its more about accepting and learning from your mistakes. When you practice self-compassion, you acknowledge that everyone has setbacks and imperfections.

If you follow me on LinkedIn or are a member of my Career Confidence and Clarity Facebook Group, you will have heard me talk about the Imposter Phenomenon and imperfection. Reframing negative

self-talk and celebrating progress is the key to building a solid leadership mentality and feeling more confident.

“I still have a little impostor syndrome… It doesn’t go away, that feeling that you shouldn’t take me that seriously. What do I know? I share that with you because we all have doubts in our abilities, about our power and what that power is.” Michelle Obama.

More strategies for building confidence and self-awareness

What else can you do to help yourself when it comes to confidence and career success?

Consider seeking constructive feedback – did you know that selfawareness thrives when you seek feedback from others? I mentioned the Imposter Phenomenon earlier; this is an excellent example of how feedback can help thwart those feelings of being an imposter. Swap feedback with a peer after a

meeting, ask someone you admire to give you an honest critique, or, in the absence of others, why not look for your repeats and refines after a high-value meeting or project?

Be warned: Comparing yourself to others can harm your selfesteem and self-awareness. To avoid feelings of inferiority, ask for constructive feedback from trusted colleagues, mentors, or friends who can provide a broad perspective on how you and your actions are perceived and relevant evidence that the observer has witnessed. This can help you learn more about yourself, your strengths, and your behaviours.

Identify your strengths and weaknesses - once you have honest feedback, you can begin to assess your strengths and areas for development. A SOAR analysis (Strengths, Opportunities, Aspirations, Results) can be a helpful exercise. When you focus on your strengths, you can play to them in your career and address any weaknesses that might be holding you back from leadership roles.

Set stretch goals – confidence is built through action. Setting stretch goals (challenges that are slightly beyond your comfort zone) will push you to grow. These types of goals help you expand your skills and achieve things you didn’t think were possible. Set your goal, check your resources, monitor your progress, and celebrate your successes. I have been amazed at the times I have tried something I thought wouldn’t work, and it did. Nothing exciting ever happens inside your comfort zone.

The more you achieve, the greater your confidence becomes.

Enhance your confidence and selfawareness

Reflect on your success. This means regularly reviewing your achievements to reinforce a positive mindset and recognise your potential. By understanding your strengths and using them as a foundation, you can build on your leadership capabilities.

Stepping outside your comfort zone also provides opportunities to build the confidence you need to take on more responsibilities but remember to practice self-compassion as you

learn from your experiences.

Building confidence and selfawareness takes time, but it is a rewarding journey. Continue to reflect on your strengths, seek honest feedback, and venture beyond what is familiar.

Take these steps today to start your transformation into a more confident and self-aware leader.

Working with a coach is the perfect way to help you and your teams build confidence. In our 6-week Bounce Mindset programme, we include:

• Goal setting without fear

• Overcoming imposter phenomenon

• Resilience and mindfulness

• Purpose and personal brand

• Increasing visibility within the organisation

• Coaching skills

And much more.

“Rebecca’s style is warm and affable. She quickly secured the trust of the group meaning we could “get to work”. Always impeccably prepared, she quickly sussed each of us out and we benefitted greatly from Rebecca’s knack of knowing exactly what to ask and how to guide the discussion to really crack the key issues. The real triumph though is that she has left us equipped with a new skill set that we are confident to deploy to support one another as a group and our other colleagues going forward.” Fiona Teague -Shoosmiths

Find out more about The Bounce Mindset Programme for your teams and take the first step to helping them gain confidence, embrace promotion opportunities and feel valued.

Sign up here for our bi-weekly emails, packed with coaching advice and tips! AND get a free gift!

Top tips for maximising the power of your data

Law firms using LEAP Legal Software, integrated with Microsoft’s Power BI tool, backed by the Jayva Global consultancy and training team have access to impactful data visualisations, analytical insights, business-intelligence reporting and statistic-driven decision making. This article explains why…

LEAP’s the first-and-only Microsoftcertified Power BI connector for legal software

On 25th April 2024, LEAP announced its prestigious accolade of developing and certifying the inaugural Power BI connector in the legal software industry. This achievement is testament to the LEAP development team’s sterling efforts to always make the latest software innovations available to its users in order to add value to their businesses.

Jayva is LEAP’s trusted certified consultancy partner

Having launched in 2014 as LEAP’s first certified consultants in the UK and globally in 2018, we supply the full range of implementation services including installation, configuration, training and ongoing helpdesk support in the UK, USA, New Zealand, Ireland and Australia.

LEAP and Jayva work together hand in hand – LEAP supplies the software; Jayva supplies the accompanying technical services. In terms of Power BI, our trio of offerings span training, support and report creation.

Power BI is an analytics tool for optimum business intelligence

Power BI is made up of a collection of apps, connectors and systems that combine data from various sources –such as Excel spreadsheets, cloud-based data warehouses and on-premise data warehouses – into interactive, visually immersive reports within a single data source.

With LEAP integrating smoothly with legal accounting software such as QuickBooks Online and Xero, this centrally stored data is financial too, thereby giving an at-a-glance snapshot of what’s happening in a law firm’s back-office accounts function as well as in its frontoffice, client-facing division.

Power BI is a cost-effective purchase

There’s a free version of Power BI, called ‘Power BI Desktop’ which is recommended alongside either a ‘Power BI Pro’ or ‘Power BI Premium’ licence. Licences are only needed for software admin users to create reports for firm-wide circulation.

Rolling out Power BI is ease personified

It’s super easy to implement Power BI and connect it to your LEAP data. Head to Google or the Microsoft App Store and search for ‘Power BI Desktop’. Download this free desktop version to your device locally, open the application, find your data source and connect the two systems by entering your LEAP credentials.

Power BI comes with popular-andcustomisable reporting templates

In your LEAP-Power BI combined solution, there’s a range of report templates covering fee earner, practice-wide, matter and financial performance. These reports can be tailored by using as a base and building upon it thus making reporting even more powerful. This is where Jayva’s report creation services come in. To discover more, please email info@jayvaglobal.com.

Power BI’s benefits are extensive and assorted

Having already covered some of the benefits of Power BI above, further advantages comprise the ability to…

• Make informed decisions. By pulling in data from every origin, make predictions about the future and form decisions that stand the test of time.

• Increase efficiency. You’ll save valuable time on management information reporting and its examination to run your practice smarter.

• Strengthen customer service by concentrating on what matters to your business – excelling at delivering legal advice.

• Boost revenue and profitability by being more financially savvy, allocating resources optimally and operating more efficiently.

• Enhance data quality. Input data once then combine, cleanse, shape and format for accurate, actionable observations.

• Access data easier. Power BI becomes your single source of truth by aggregating data from separate systems.

• Plan strategically. Analyse vital metrics to fuel continual improvement throughout your business.

• Perform benchmarking. Compare statistics with those of your rivals to ascertain where you stand in your industry.

• Gain competitive advantage. Utilise your data’s benchmarking insights to become a competitive force to be reckoned with.

• Know your business inside out. With real time, up-to-date data that’s constantly refreshed, you’ll have a much better feel for what’s going on in your company.

• And much more besides, from avoiding compliance hazards to reaching ROI on your existing software, and lots in between.

There’s a bright future ahead for LEAPPower BI clients

If you’re wondering what’s next in the Power BI journey, here’s a summary of things to look forward to…

• Increase knowledge and expertise. With Power BI being in early adoption stages in the LEAP setting, knowledge and expertise is growing exponentially. Although already achieving amazing results in law firms, this will keep getting better.

• Introduce more extensive date ranges for transactional information. The future will bring the ability to compare prior years, trends and more.

• Welcome custom templates pulling in multiple data sources (QuickBooks Online, Excel etc). We’re testing the benchmarking scenario to pull in data cells based on an expected standard for specific area specialisms so look out for a plethora of new custom templates.

• Add extra end-points such as custom fields. Extra end-point data is being incorporated, particularly surrounding data protection, anti-money laundering compliance and know your client conflict checking. Watch this space.

Jayva is willing to lend a helping hand

To discuss anything you’ve read in this article – whether it’s considering your software options, project managing LEAP and Power BI-related software upgrades, training and mentoring software users, whatever – please email Jayva at info@ javaglobal.com or visit www.jayvaglobal. com/power-bi-consultancy.

Read this article in its entirety at www. jayvaglobal.com/news/maximizing-thepower-of-your-data