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President’s Letter
As ABBA once sang, “Happy New Year, Happy New Year! May we all have a vision now and then of a world where every lawyer is a friend…” or something along those lines.
Although it’s already February, it’s been wonderful to see so many of you at our events, and I’m truly excited about the upcoming Legal Awards on 13th February 2025 at the ICC. If you haven’t got your ticket yet—why the delay? This promises to be one of the standout events of the West Midlands and Birmingham legal calendar, so make sure to secure your place before tickets sell out!
We’re thrilled to have PJ Ellis, a beloved local figure and Brummie of the Year 2018, as our host. PJ is known for his outstanding work with the BBC and the local community.
We’re also in for a treat with comedian, author, and yes— father of actor Tom Holland (aka Spider-Man)—Dominic Holland joining us. And, trust me, I’ll be asking the hard-hitting questions, like whether he refers to himself at home as “SpiderMan’s dad” and if he gets Disney+ on the house.
But the real stars of the evening will be you, our incredible members. Without your support, energy, and dedication, the Legal Awards simply wouldn’t exist.
I want to take a moment to thank you all for your ongoing involvement in our law society and your tireless commitment to excellence in the legal profession. To those nominated and shortlisted congratulations, to be acknowledged for your excellence is an outstanding achievement.
Looking ahead, on Saturday 8th March 2025, the world will be celebrating International Women’s Day. Whether you’re participating on the day or attending one of the many events throughout the week, I hope you’ll take part in this important celebration and continue supporting women in all spheres of life.
On a similar note of recognition, our dear colleague Jayne Willetts will be stepping down from writing her much valued column Regulation Report in Bulletin, after an astounding twenty years. For those who know Jayne, you’ll be aware of the immense dedication and tireless work she has given to our legal community, our law society, and our profession, particularly in challenging decisions that affect us all. Jayne won a Lifetime Achievement Award in 2022, and her impact on Birmingham Law Society cannot be overstated. We’re thrilled that Jayne will continue to chair the society’s Regulation Committee.
Taking over Regulation Report moving forward will be Rebecca Atkinson, of McArthur Atkinson, a legal practice offering risk and compliance advisory services. You can read Rebecca’s first column on page
Lastly, I’d like to remind you all that Irwin Mitchell will be hosting our St. Patrick’s Day event on 17th March to celebrate our vibrant Irish community. Please do make sure to book your tickets, come along, and join in the festivities.
Once again, I want to extend my heartfelt thanks to each of you for the crucial role you play in our legal sector and our law society. I look forward to seeing many of you at the Legal Awards and to another year of success, collaboration, and celebration!
Gold Sponsors
Let’s Talk Social Value: Building A Stronger Community Together
At She Beasts CIC, our passion for investing in the Birmingham and the West Midlands community runs deep. With over £50,000 in value poured into community projects so far, we are dedicated to creating real, tangible change. But we couldn’t do it alone. Thanks to the incredible support of individuals, sponsors, and fundraisers, we’re turning dreams into reality—and changing lives along the way.
Let’s take a moment to celebrate the amazing people and organisations who are helping us make it happen: Birmingham Law Society: Charity of the Year.
We’re honoured to be named Charity
of the Year by the Birmingham Law Society, alongside ManKind. Their support is helping us amplify our mission, and we can’t wait to join them at their prestigious awards ceremony to celebrate the power of community.
Midlands Marketing Awards: Raffle with a Purpose
The Midlands Marketing Awards took their raffle
proceeds to the next level, directly funding a local woman to achieve her Level 2 and Level 3 Diplomas in Gym Instruction and Personal Training. This isn’t just a donation; it’s a life-changing opportunity for her to build a career, gain confidence, and inspire others.
Clare & Alice: Conquering the Inflatable 5K
Two of our fearless She Beasts members, Clare and Alice, tackled the Inflatable 5K challenge head-on, raising vital funds to support our community projects. Their energy and dedication are a shining example of what it means to be part of this movement.
SUPPORTING MALE VICTIMS OF DOMESTIC ABUSE
New figures from the Government recently showed that, one in three victims of domestic abuse are male and that one in seven men will be a victim in their lifetime. This equates to 720,000 men every year with two thirds of these being victims at the hand 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.
Over two decades ago they had nowhere to turn until the ManKind Initiative charity was founded by a number of men and women in Somerset – the men had been victims themselves and the women had brothers and sons who had been affected. The charity then set up a helpline, website
and sought to ensure there was domestic abuse support for men and their children in every town, city and county.
Whilst these have now been achieved, the challenges continue. We hear this 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. Research published a few years ago showed that local magistrates felt that male victims of domestic abuse could bear more harm than women, even when the situation was the same. That is why our work remains as important today as it did in 2001.
Our charity’s helpline and website which receives over 200,000 visitors every year and includes an online directory of support, is funded solely through donations and fundraising. We have a popular legal page which also lists the details of solicitors who have said they want men to be aware they support them: https://mankind.org.uk/help-for-victims/legalsupport/
All funds, including those kindly provided by members of the Birmingham Law Society, are ringfenced. This also provides the charity with the time and headspace to ensure the voices of male victims are heard with police and crime commissioners, mayors, police forces, the legal community and the CPS.
With the latter, we have ensured that all CPS policies include male victims and we continually work with them regionally and at a national level. We are meeting the national CPS later this year to discuss how they better support male victims.
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
From all of us at the ManKind Initiative, and more importantly, from all those we help – thank you for your support of the coming year. It really will make a difference.
Mark Brooks OBE Chair of Trustees.
Craig: Running for Equality
Craig isn’t just an ally; he’s a trailblazer for change. Running a gruelling half marathon, Craig raised funds and awareness for gender equality. His unwavering passion shows the impact of standing together to empower women. Craig proves that every step— literally—can be a step toward a better future.
Stuart: A Corporate Ally for Change
Our deepest gratitude goes to Stuart Colligan of Auxesia Limited. Their generous contribution to our Crowdfund is more than financial support—it’s a statement. Together,
we’re bridging gaps, building confidence, and equipping women with the qualifications they need for transformative careers.
How Will You Make a Difference?
As these inspiring stories show, there are countless ways to create an impact. Whether it’s fundraising, sponsoring, or volunteering, every contribution helps us build a stronger, more empowered community.
So, what’s your move? How will you make a difference? Let’s create change together.
EVENTS
MEMBER’S EVENTS
Social Networking in partnership with Solihull Chamber of Commerce
5th February, 5.30pm – 8pm, 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 sponsored by Access Managed Services, Birmingham City University, Datalaw, Fazenda, JM Glendinning Professional Risks, Kangs Solicitors, Landmark Information, LEAP, PA Forum, St Ives Chambers, St Philips Chambers & The University of Law 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 nonmember table of 10
Domestic abuse - understanding coercive control and why it is always part of a survivor’s experience
18th February, 12pm – 1pm, Online via Microsoft Teams. FREE for all to attend (donations to She Beasts and ManKind Initiative welcome)
Managing and Senior Partners Lunch
19th February, 12.30pm – 2pm, Mills & Reeve. FREE for member managing and senior partners (invite only)
Networking Social for Lawyers sponsored by 3PB Barristers
27th February, 6pm – 8pm, 3PB Barristers. FREE for members | £10 +VAT for non-members
In-House Lawyers Networking Social sponsored by Bevan Brittan
5th March, 5.30pm – 8.30pm, Primitivo FREE for all in-house lawyers to attend
St Patrick’s Day Breakfast
Networking sponsored by Irwin Mitchell
17th March, 8.30am – 10.30am, Irwin Mitchell. FREE for members | £10 +VAT for non-members
Birmingham Law Society COLP/ COFA Forum hosted by Gowling WLG
25th March, 8am – 9.30am, Gowling WLG. FREE for all to attend
To reserve your place and find out more, make sure that you visit www.birminghamlawsociety.co.uk
BLS Legal Awards Shortlist Social
DBT Business & Professional Services Global Trade Mixer
Joint V Birmingham
Networking Social
Christmas Social
JAYNE WILLETTS: 20 YEARS AN AUTHOR
2025 Sees A Change Of Author For The Bulletin’s Regulation Report
Jayne Willetts Solicitor Advocate is hanging up her pen and retiring as the author of Regulation Report, the column that she has written for the last 20 years.
She has produced 170 columns in total and never missed a copy date. Her first column was published in 2005 and she has retained copies of each article published in the Birmingham Law Society Bulletin.
Jayne is recognised nationally for her work on compliance and regulation in the legal services sector and is ranked in Band 1 Uk-wide in the Chambers & Partners Directory. Her qualification as a solicitor advocate in 1994 was the first by a woman solicitor for civil cases. In 2000, she was elected President of Birmingham Law Society and was the first woman to be appointed to that office since the Society was incorporated in 1818. She was also
the first female Chairman of the Law Society Young Solicitors’ Group in 1990. Jayne also received the Lifetime Achievement Award from Birmingham Law Society in 2022.
Jayne said: “When I started writing the column, the Office for the Supervision of Solicitors was in charge of regulating the profession. The SRA had not been invented. It was pre Legal Services Board, pre Legal Ombudsman; pre Alternative Business Structures; pre MLR 2007; pre sanctions checks; pre COLPs & COFAs; and pre Transparency Rules as well as many other regulatory challenges that firms now have to face. How times have changed. The effect of all this regulation said to be in the public interest is that the cost of regulation for firms has gone through the roof and regrettably this additional cost has to be passed on to the clients.”
The first column in 2014 was concerned with the thorny topic of Costs Estimates and began with the following paragraph:
“Costs Estimates
Providing a costs estimate at the outset of a case is a notoriously difficult exercise. It does not get any easier whether you have been qualified 20 years or 20 months – as human behaviour is impossible to predict. Standard transactions such as residential conveyancing are a little more manageable but a one off unusual corporate transaction requiring a fixed fee estimate needs the assistance of a fortune teller rather than a solicitor.”
Complaints handling and Accounts
Rules compliance have been recurring themes over the last 20 years. Jayne’s columns have not only included the new regulatory developments but also expert commentary on those developments and practical tips and guidance – all straight to the point expressed with humour and empathy with the profession.
In 2013, Jayne launched the annual Top Ten Regulatory Topics for the following year so that the profession could prepare for forthcoming changes in an effort to remain complaint. The Top Ten column has been very well received whereas a Professional Regulation Christmas Quiz in 2010 with a bottle of champagne for the winner was not so popular – with only one entrant.
Also, stepping back from her involvement with Regulation Report is Bronwen Still who is a Solicitor Consultant to Jayne’s practice. A former Head of Ethics at the SRA and an expert on SRA authorisations and other regulatory issues Bronwen’s assistance with the column has been invaluable.
Thanks are also due to Matthew Moore, Director of Infolegal Limited and expert on AML regulation for his enthusiastic support with the column, especially when inspiration for monthly topics began to flag.
Replacing Jayne will be Rebecca Atkinson, a solicitor and a nationally known expert in risk and compliance. Rebecca is former General Counsel at
London firm, Howard Kennedy LLP and is well known for her training courses, webinars, and books.
Jayne said: “ It has been a privilege to write for the Bulletin updating members on current topics and likely pitfalls. It has to be said that my commentary has become more critical of our regulator in recent years as the SRA has become more interventionist; more distanced from the profession and more reliant on the views of politicians and the media as opposed to the views of those who actually practice law and serve clients.”
On client service, Jayne’s Compliance Top Ten for 2014 included the following which is as true today as it was 10 years ago:
“Top tip for 2014 – continue to focus on excellent client service – the very best riposte to the regulatory challenges faced by all types of law firms”. Jayne will continue in practice with her specialist professional regulation law firm Jayne Willetts & Co Solicitors Limited and also continue as Chair of the Birmingham Law Society Professional Regulation Committee.
On behalf of Birmingham Law Society, we thank Jayne for her 20 years of sterling service and welcome Rebecca to the fold.
Collaboration With Firms And Industry Experts Is Key To Success In Legal Sector
Collaboration with fellow firms and industry experts is key to success in legal sector, says KANGS Solicitors A law firm’s work is naturally confidential, but achieving favourable outcomes for clients also means recognising the need to share knowledge with connected professional services.
By nature, the activities of law firms take place predominantly under the radar, with confidentiality integral to the success of client work and the legal system in general. However, no single firm is an island. According to KANGS Solicitors, achieving favourable outcomes in cases relies not just on the firm itself, but a whole ecosystem of partner companies and experts from other industries, all of whom ensure the right blend of knowledge and experience.
Hamraj Kang, founder and Senior Partner at KANGS Solicitors, said: “All the best law firms have highly qualified, experienced legal professionals working on cases, regardless of whether the firm specialises in criminal law, tax law, litigation or anything else. In general, their preferred modus operandi is to carry out their client work with minimal public attention, ensuring client confidentiality and the integrity of trials are maintained.
“However, this does not mean that law firms operate as entirely closed entities when it comes to their work. A tax-related case, for example might develop from a request for legal knowledge from an accountancy firm, or they may refer one of their clients to a law firm for specialised legal guidance. Such partnerships highlight the interconnected nature of professional services, where mutual cooperation enhances the overall client experience.
“As such, it makes sense for firms to maintain a network of partners from outside the legal sector, who can introduce firms to new clients and cases, and bring valuable expertise where there is some crossover between disciplines.”
With this in mind, Kang believes that it is important for law firms of all sizes to be prominent in the networking world, which should include hosting events where possible.
He added: “Hosting networking events provides the chance for professionals from different industries
to mix with lawyers, and to share knowledge or discuss the intricacies of new or upcoming legislation. In this way, law firms can form meaningful connections with other companies and individuals, which will help enhance the quality of their work in the long run.
“At KANGS for example, we have hosted events for practitioners in industries such as accounting or insolvency, as well as other law firms which specialise in different areas to our own. These have brought in a range of people from both inside and outside the legal sector, including politicians, bankers and independent financial advisors. Events such as these are an invaluable way for people in a particular industry to make sense of complex rules and regulations, and identify ways of working together in the future.”
Kang concluded: “The legal profession will always be known for its somewhat secretive nature –that’s par for the course when client confidentiality is so important. That said, there is much to be gained from being open to collaboration and learning from peers. Firms that embrace this mentality are the ones most likely to thrive.”
Firm Reveals Growth in City
Freeths Birmingham has revealed impressive growth over the last year as it records an increased revenue of 17.4%.
As the second largest office by headcount, the Birmingham cohort has welcomed numerous senior strategic hires this year. This includes tax Partner Stephen Jones, real estate Partner Paul Lloyd, trusts, estates and tax Director Hannah Turner and corporate Directors Michael McMahon and Melanie Mapstone.
These hires have been pivotal for the firm in bolstering its national footprint, whilst deepening the breadth of sectoral knowledge across the West Midlands.
Notable recent transactions in the region include advising on the management buyout Searchlight Ventures Limited and advising on the sale of Agg Pro to SMT Group.
Richard Beverley, Managing Partner of Freeths Birmingham, said: “In addition to achieving revenue growth approaching 25% this year we have added a number of high-level lateral hires in specialist areas which combined with the talented lawyers already on our Birmingham team augurs well for the year ahead. This is consistent with our aim of being the law firm of choice for ambitious lawyers who want to work in the Birmingham and West Midlands market.”
Continued Growth For Firm
Social purpose law firm, Anthony Collins, welcomes new legal director, Sophie Mcfie-Hyland, to the firm. Sophie joins the projects team specialising in public sector commercial contracts and procurement.
With over 15 years of experience in local government and in private practice, Sophie will play an active role as part of a 15-strong specialist procurement team, helping clients to gear up for the implementation of the Procurement Act 2023. She will be part of the firm’s offer in supporting councils to navigate the complex changing environment that they face, in response to the election of a new Government.
Sophie Mcfie-Hyland, legal director in the projects team at Anthony Collins, said: “Having worked with the firm previously, I know many of my new colleagues and the quality of the work that they do. Joining the team at a time of such critical change as the Procurement Act 2023 is ushered in is hugely exciting. With my experience advising councils and other public bodies, I’m looking forward to putting this experience into practice at the firm and within such a strong team.”
Comedian Announced For BLS Legal Awards
Comedian Dominic Holland will be taking centre stage at this year’s Birmingham Law Society Legal Awards, adding a touch of wit and charm to one of the city’s most prestigious events.
Scheduled for Thursday, 13th February 2025, the awards ceremony will take place at the ICC Birmingham, bringing together the best of the region’s legal community for an unforgettable evening of celebration and recognition.
Known for his sharp observational humour and captivating storytelling, Holland is sure to bring laughter and energy to the night. A seasoned performer with numerous TV and radio appearances, as well as a celebrated writing career, he commented “ I’m delighted to be heading to Birmingham on to perform at these prestigious awards.”
The Legal Awards will honour exceptional achievements across 14 categories, from rising stars in law to seasoned professionals and firms who have made a significant impact on the industry with finalists made up of some of the city’s most accomplished legal talent.
GET IN TOUCH
Employers: How To Stay Ahead Of Changes To Employment Law
Employers are being urged to future proof their employment policies ahead of the introduction of new legal obligations which are expected to become law in time to come.
The Employment Rights Bill is currently in the committee stage, with proposed changes including unfair dismissal, an end to fire and rehire, zero-hour contracts, and flexible working.
Rather than reacting to modifications as they happen, employers should take a proactive approach, says employment specialist Paula Squire from national law firm Clarke Willmott LLP.
“Active planning will set businesses up for success and ensure they remain compliant and competitive in an evershifting landscape,” said Paula, Partner, in the firm’s employment team.
“Greater focus on well-drafted contracts is essential to ensure legal compliance, clarify expectations, prevent disputes, and adapt to evolving workplace regulations.”
Paula says in the case of unfair dismissal the Employment Rights Bill introduces
significant changes, including day-one rights, with plans for the current two-year qualifying period to be removed.
“The bill introduces an Initial Period of Employment (IPE) with simplified dismissal procedures for issues like poor performance, misconduct, or capability. There is suggestion this may be a period of six to nine months and the Government has confirmed that employers will retain the ability to run separate contractual probationary periods.”
“Our view is that this significant change will result in more employees having unfair dismissal rights.When the change comes into force, employers will need to make sure they get their recruitment right and act quickly to consider if the employment is not working out.”
In the case of an end to fire and rehire, Paula says the proposed legislation goes further than first thought and that the practice is set to be banned in all but the most extreme cases. “Employees who feel they were unfairly dismissed or forced into unfavourable contract changes may be more likely to pursue legal claims,” she added.
“This means employers will need to think ahead to the employment contracts at the outset, building safeguards into the contracts rather than rely on justification for fire and rehire.”
The proposals will also impact workers on zero-hour or low-hour contracts by requiring employers to offer contracts that reflect the hours they regularly work, says Paula. “This would ensure individuals are guaranteed a minimum number of
hours, based on the hours they worked in previous weeks. It is anticipated that this may involve a 12-week reference period.
“The definition of “low hours” is yet to be determined, but the requirement aims to prevent employers from using it as an anti-avoidance measure. Workers will have the right to bring a claim in the Employment Tribunal if a contract is not offered.”
In addition, the Bill will also seek to ensure flexible working is the default position for employees unless an employer can prove that flexible working is unreasonable.
“The Bill states that an employer will need to state the grounds for a refusal to a request and explain why they consider it reasonable to refuse. The right to request flexible working is already a ‘day one’ entitlement, but the proposed changes would give employees more grounds to challenge how their requests are handled, potentially leading to more homeworking requests if office attendance increases.”
The Employment Rights Bill is expected to become law in the middle of 2025, however the majority of the reforms will take effect no earlier than 2026, with the unfair dismissal reforms expected to be implemented no sooner than Autumn 2026.
“Adapting to new legal obligations can seem daunting,” said Paula, “but with the right tools in place, employers can simplify the process and ensure their workplace is both compliant and inclusive
Triple Triumph For St Philips Chambers As Three Members Appointed King’s Counsel
St Philips Chambers is delighted to announce that three Members of Chambers have been appointed King’s Counsel (KC). This is one of the highest accolades in the legal profession, coming after The King’s approval of the Lord Chancellor’s recommendation of appointment, and is a testament to their outstanding expertise, advocacy, and unwavering commitment to delivering legal excellence.
Congratulations go to:
• Jennifer Josephs (Crime)
• Tom Walkling (Crime)
• Robert Mundy (Business & Property)
Jennifer, Tom and Robert will be formally sworn in by the Lord Chancellor, The Right Honourable Shabana Mahmood MP at Westminster Hall on 24 March 2024.
These appointments mark significant milestones, not only for the individuals themselves but also for St Philips Chambers as they continue to build upon a commitment to provide a clear pathway to Silk (KC) for its members.
Pictured left to right, Tom Walkling, Jennifer Josephs and Robert Mundy
Changing Chairs
The Young Resolution (Yres) committee for West Midlands has had a changing of the guard with a new Chair and Vice Chair appointed.
Resolution is a national organisation which promotes and assists family lawyers in reaching amicable and constructive ways of resolving family disputes. The Yres arm of the organisation supports all family lawyers and professionals under 10 years qualified with an ever-growing committee and membership within the West Midlands and surrounding areas.
Last month, the previous co-chairs, Matthew Saunderson Associate of Mills & Reeve and Anthony Burgess 1st Junior Clerk of St Philips Chambers stood down. They were greatly assisted by their Vice Chair, Rupa Parekh Associate of Weightmans, who is currently on maternity leave. Rupa will return to the committee next year as Chair and in the interim, Cathryn Harper-Tedstone of Roythornes Solicitors is taking over as Chair and Rebecca Cross of St Ives Chambers as Vice Chair.
Cathryn and Rebecca have been members of the Yres committee for several years and they are dedicated to delivering Resolution’s code of practice and encouraging other junior lawyers and professionals to join their peers at educational and social events in the city, whatever their background.
Cathryn said “I would like to thank Anthony, Matt and Rupa for their hard work and dedication to the committee over the last two years and I am privileged to take over the position of Chair. As a committee, we are passionate about educating junior members in the family law community and arranging social events, with the help of our wonderful sponsors to provide an enjoyable, supportive and sociable environment within the West Midlands. Our membership continues to grow with over 90 family law professionals attending our Summer Party in August at Eighteen at 103 Colmore Row with many more social and educational events to come in 2025. We are very privileged that the Resolution National Conference is coming to Birmingham in May 2025 where we will welcome other junior lawyers and professionals from across the country to the Midlands for an interactive and enjoyable weekend of educational workshops and networking opportunities”.
Cathryn is an Associate Solicitor at Roythornes Solicitors. She joined Roythornes in 2023 from a top tier firm in Worcester to lead the expansion
of the firm’s Family Law and Private Wealth offering in Birmingham. Cathryn specialises in helping unmarried couples with property disputes, and Schedule 1 claims, victims of domestic abuse and complex child arrangements. She works alongside Hayley McCormack who specialises in HNW matrimonial matters.
Roythornes is a national private client law firm with offices in Spalding, Alconbury, Nottingham, Peterborough and Birmingham. The firm is celebrating it’s 90th anniversary this year with a century-long commitment to serving farmers and landowners in East England, with the Birmingham office opening in February 2020 to lead sector expertise in agriculture, property developments and renewable energy. The firm priorities client care, fostering longstanding relationships and enhancing expertise.
Rebecca said “I echo the thanks of Cathryn and am thrilled to be able to continue to promote the aims of Resolution in Birmingham and beyond. There is a diverse range of talent amongst junior family lawyers in the region and I am proud to be working alongside so many of them. We look forward to showcasing that talent, and the strength of the community here, at
the national Resolution conference when it returns to the city next year. I am committed to serving the needs of junior arm of the profession, both locally and nationally and ensuring everyone feels welcome at our events”.
Rebecca studied for a law degree at the University of Birmingham and was called to the Bar in 2015. She practises as a barrister from St Ives Chambers, Birmingham where she specialises in family finance matters and private law children’s cases. Rebecca has consistently been ranked in the Legal 500 in the field of family law, both as a ‘Rising Star’ and now as a ‘Leading Junior’.
St Ives Chambers was established in 1965. It has since developed an outstanding national presence as a modern, approachable, and efficient multi-disciplinary set with a reputation for excellence in advocacy at all levels of call.
Resolution has over 65,000 members made up of family law professionals who work with families to resolve issues in an amicable and constructive way.
For more information visit Roythornes. co.uk and Stiveschambers.co.uk
Cathryn Harper-Tedstone
Rebecca Cross
West Midlands Accounted For 9% Of Administrations In 2024
West Midlands businesses accounted for 9% of administrations in 2024 –the sixth highest region in the UK – according to analysis by law firm Shakespeare Martineau.
More than 1,700 UK businesses, 149 of which came from the West Midlands, filed for administration last year – marking a 28% and 5% increase compared to 2022 and 2023 respectively.
Retail, construction, hospitality, manufacturing and real estate were the worst-hit sectors for the second year in a row, collectively accounting for 55% of the 1,718 administrations data from The Gazette Official Public Record has revealed.
With administrations approaching pre-Covid levels (1,794), an insolvency and restructuring expert has warned that ongoing tough trading conditions, rising geopolitical tensions and new tax burdens could tip even more businesses into financial distress.
Andy Taylor, (pictured) partner and head of restructuring at Shakespeare Martineau, said: “In 2025, businesses across the UK will face an increasingly challenging environment, with a perfect storm of factors threatening to push more companies toward financial difficulty.
“Prolonged periods of difficult trading, exacerbated by geopolitical tensions and the impact of new tax burdens introduced in the latest budget, will intensify the pressures many businesses are already grappling with. The increase in national insurance contributions, coupled with the lower threshold for payments, will stretch cash flows for companies that are already operating on razor-thin margins.
“As we saw in 2024, sectors like retail, hospitality and manufacturing were hit hardest, and there is a real risk that without targeted support, more businesses will be forced to make difficult decisions, including cost-cutting measures, layoffs or even closure. These pressures are only compounded by the uncertainty in the global economy, which has already led to weakened consumer confidence and subdued spending. While many experts predict a potential easing of inflation in 2025, the overall landscape remains unpredictable.
“Our advice remains consistent: seeking professional advice as soon as financial challenges become apparent opens up more options and can dramatically increase the chances of survival in what will likely be another tough year ahead.”
Team Supports £6.6 Billion In Deals
The corporate and banking teams at law firm Shakespeare Martineau have supported a record-breaking £6.6 billion-worth of deals during 2024, including more than £889 million in the Midlands alone[i].
Experts in mergers and acquisitions, fast-growth businesses, investment funds and finance, Shakespeare Martineau’s corporate team has expanded to meet client demand over the past year, including several partner hires and the appointment of a six-strong healthcare specialist team in Birmingham.
Sector deal highlights include technology and healthcare, as well approximately £1 billion-worth of deals in the energy sector alone. The firm’s single largest deal came in at £2.9 billion for an undisclosed fund manager.
Notable transactions in the Midlands include the development of an £8 million angel investment fund for the local enterprise partnership for Derby, Derbyshire, Nottingham and Nottinghamshire (D2N2 LEP); a management buyout for Wade Building Services; and the integration of Bromsgrove-based Trebor Developments into Texas company Hillwood Investment Properties.
Michael Stace, partner and head of corporate, said: “Despite deal volumes declining globally, our team has seen growth in transaction numbers and size driven in part by the investments we have made in the team over the past 12-18 months.
“The mid-market was reasonably buoyant in 2024 with certain sectors –such as technology, healthcare, energy and business services – being particularly active.
“In 2025, I’m expecting to see continued consolidation in the healthcare sector, more deals in technology and AI in particular, and increasing activity in the green energy space. While the market isn’t brimming with confidence, our deal pipeline is stronger than it was in January 2024 and we’ve continued to invest in our team so I’m feeling optimistic about the new year.”
In-House Committee
Chaired by Bal, the In-House Committee is growing. New members to be announced soon. In the meantime, get involved!
Ethics of In-House article: https://www. lawgazette.co.uk/in-house/ethics-of-inhouse/5121374.article
Sustainability: Keeping On Track Of Targets In 2025
Following the launch of our latest report: Reflections and predictions for sustainability in the property sector in 2025, Chris Loaring, Landmark’s Group Sustainability Director, explains why the industry is getting onboard with sustainability initiatives now to derive early value and avoid issues further down the line.
Imagine sustainability is a train. It’s gathering momentum slowly but it’s arguably not yet moving at high speed. It’s an exceptionally heavy train and once it starts, it’s never going to stop. At the moment, you could say that the train is only half a mile out of the station, but it will get very fast, very quickly.
The net zero journey
The first metaphorical stop on that railroad is a realisation that people are almost too late to begin planning for near-term sustainability targets. There is a danger that if firms and professionals don’t get involved within the next 18 months, they’re going to have a serious problem establishing a credible position on entering a net zero programme that has a near-term 2030 target.
The second stop on the track will be a recognition that industry professionals will need to proactively interpret regulatory guidance on sustainability and upskill appropriately. The third, and perhaps most challenging, stop on this journey will be tackling scope 3 emissions.
We’re all in the same boat when it comes to scope 3. Every professional service firm has the same net zero challenge; scope 3 is easily the largest share of our emissions footprint. And within that, the majority of it is bound into our supply chain. This represents a massive codependency problem that could be one of the biggest impediments to overall success.
Act now to minimise risk exposure
Conceptually, net zero by 2050 is a target most people are comfortable with. You can get under the numbers, build a plan, and have 20+ years to deliver. In reality, most businesses want to strive for the near-term milestone of 2030 to show best practise. However, as we enter 2025, there is a psychological impact that comes with those near-term targets now being just five years away. There is no hiding from that fact, and anyone who has dipped their toes into sustainability initiatives knows it’s a relatively long setup process. The only way to keep up with the train is through knowledge, development and training. The regulation will keep maturing because it has to. But the requirement to act will get so strong that if people don’t upskill, the risk exposure will only grow.
Presently, we don’t have a critical mass of people demanding sustainable homes because the current generation of homeowners is in the 35-50 age bracket. However, the generation behind that, who are going to be buying or moving homes for the next 20 years, are getting close to being the dominant group.
And those people absolutely care about sustainability. In fact, it’s their preeminent decision factor. Going back to the train analogy, that momentum won’t stop because the next generation after that will care even more.
Sustainability delivers value
The sustainability movement has certainly gathered pace over the last 12 months. There have been material steps taken, not just in terms of regulation but also a growing awareness that you can’t not get involved at this stage. There is much more risk in not starting your education and training journey now because in three years’ time the regulatory environment will be very different. By then it won’t be optional anymore.
Sustainability is not just a nice to have; it delivers real value. And the requirement to act is now. That’s the realisation that we all have to reach. Whether the penny drops due to sustainability’s intrinsic value or the need to take action is irrelevant; both are a symbiotic part of the journey.
Read our report
We believe that peer collaboration is essential to achieve sustainability targets. That’s why Landmark spoke to a panel of leading industry sustainability experts from Latham & Watkins, Taylor Wimpey, Savills, OSB Group, and our own Sustainability division to discuss the direction of travel for sustainability in the property market in 2025.
Read our report now: Reflections and Predictions for Sustainability in the Property Sector in 2025.
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.
Cyber Security Incidents in the UK Legal Sector: Proactive Management, Risk Minimisation & Risk Transfer
The Growing Threat Landscape
The UK legal sector has become an increasingly attractive target for cybercriminals, due to the vast amounts of sensitive information, confidential client data, financial details, and intellectual property, making them prime candidates for cyber-attacks. The past few years have seen a surge in cyber incidents, from ransomware attacks and data breaches to sophisticated phishing schemes. These incidents not only jeopardise the confidentiality and integrity of sensitive information but also bring significant financial and reputational risks.
Notable Incidents
Several high-profile cyber incidents have highlighted the vulnerabilities within the legal sector. In 2020, a major law firm handling high-profile clients fell victim to a ransomware attack, resulting in the compromise of sensitive client data. In another case, a prominent UK legal firm suffered a data breach due to an unsecured cloud storage system, exposing thousands of confidential documents. These incidents highlight the need for robust cyber security measures within the legal industry.
Proactive Management of Attack Surfaces
To proactively manage attack
surfaces and minimise risks, legal firms must adopt a comprehensive approach to cyber security. Here are some key strategies:
1. Regular Risk Assessments. Conducting regular risk assessments is crucial for identifying potential vulnerabilities. Legal firms should evaluate their IT infrastructure, including hardware, software, and network configurations, pinpointing weaknesses that could be exploited by cyber criminals.
2. Employee Training and Awareness. Human error remains a significant factor in many cyber incidents. Regular training programs should be implemented to educate employees about the latest threats, phishing tactics, and best practices for data protection.
3. Robust Data Encryption: Encrypting sensitive data both at rest and in transit is essential for safeguarding information. Legal firms should employ strong encryption protocols to ensure that even if data is intercepted, it remains unreadable to unauthorised parties.
4. Multi-Factor Authentication (MFA): Implementing MFA adds an extra layer of security by requiring users to provide two or more verification factors to gain access to systems
and data which significantly reduces the risk of unauthorised access due to compromised credentials.
5. Advanced Threat Detection: Utilising advanced threat detection systems, such as intrusion detection and prevention systems (IDPS) and endpoint detection and response (EDR), can help identify and mitigate real time threats as these systems can detect unusual activity and respond to potential breaches before they escalate.
6. Patch Management: Keeping software and systems up to date with the latest patches is critical. Legal firms should establish a rigorous patch management process to ensure that vulnerabilities in software and applications are promptly addressed.
7. Secure Cloud Practices:
With many legal firms utilising cloud services, it’s vital to ensure that these platforms are secure. This includes configuring cloud settings properly, regularly auditing access controls, and ensuring that data stored in the cloud is encrypted.
8. Incident Response Planning:
Developing a comprehensive incident response plan is essential for minimising the impact of cyber incidents. This should outline the steps to be taken in the event of a
breach, including communication protocols, roles and responsibilities, and recovery procedures.
9. Third-Party Risk Management:
Legal firms often work with thirdparty vendors and service providers. It’s important to assess the security practices of these partners to ensure they comply with the firm’s security standards as this can prevent supply chain attacks and unauthorised data access.
The Value of Cyber Insurance
Cyber insurance has become an increasingly valuable tool for legal firms looking to mitigate the financial risks associated with cyber incidents. Here’s how cyber insurance can be beneficial:
1. Financial Protection:
Cyber insurance covers a wide range of expenses incurred during a cyber incident, including data breach notification costs, legal fees, forensic investigations, public relations efforts, and business interruption losses. This financial support is crucial for legal firms to recover quickly from an attack.
2. Risk Management Support: Many cyber insurance providers provide proactive risk management services, such as cyber security assessments, service monitoring, training programs, and access to incident response experts. These services can complement legal firms security posture and reduce the likelihood of successful attacks.
3. Regulatory Compliance:
In the event of a data breach, legal firms must comply with various regulatory requirements, such as General Data Protection Regulation (GDPR). Cyber insurance can assist in managing these compliance obligations by covering the costs associated with regulatory investigations and fines.
4. Reputation Management:
Obviously cyber incidents can severely damage a firm’s reputation. Cyber insurance includes coverage for public relations efforts to help manage the fallout and restore client confidence which is essential for maintaining trust and business continuity.
Importance of Incident Response
A well-prepared incident response plan is critical for minimising the impact of cyber incidents on legal firms, here are the key components
of an effective incident response strategy:
1. Preparation: Involves establishing and training an incident response team, defining roles and responsibilities, and developing response procedures. Regular simulations can ensure that the team is ready to act swiftly and effectively in the event of a cyber incident.
2. Detection and Analysis:
Early detection of a cyber incident is crucial. Legal firms should implement monitoring tools to identify suspicious activities, once an incident is detected, thorough analysis is necessary to understand its scope, impact, and origin. This information is vital for effective containment and eradication.
3. Containment, Eradication, and Recovery:
Containment involves isolating affected systems to prevent the incident from spreading. Eradication focuses on removing the cause of the incident, such as malware or unauthorised access. Recovery involves restoring systems and data to normal operations while ensuring that vulnerabilities are addressed to prevent future incidents.
4. Post-Incident Review:
Once an incident has been resolved, conducting a post-incident review is essential. This involves analysing what happened, how it was handled, and what improvements can be made to the incident response plan. Lessons learned from each incident help in refining and strengthening the firm’s cyber security strategy.
Conclusion
The legal sector in the UK faces significant cyber security challenges, but by adopting proactive measures, firms can effectively manage their attack surfaces and minimise risks. Regular risk assessments, employee training, robust encryption, and advanced threat detection are just a few of the strategies that can help legal firms protect their sensitive data and maintain their reputation. Additionally, investing in cyber insurance and having a wellprepared incident response plan are crucial components for managing the financial and operational impacts of cyber incidents. As cyber threats continue to evolve, staying vigilant and prepared is crucial for safeguarding the integrity and confidentiality of client information.
Recruitment Drive Launched by Firm
Davison’s Law has announced its biggest recruitment drive to date, with over 53 positions available across its nationwide network of offices.
The unprecedented recruitment campaign spans 17 locations across England and Wales, reflecting significant growth in demand for legal services, particularly in conveyancing and property law.
This expansion follows several strategic developments for the firm, including the upcoming relocation of its Solihull office to a newly refurbished threestorey building in March 2025, and its recent expansion into Wales through the acquisition of David Prosser, a wellestablished law practice in Bridgend.
The roles range from experienced conveyancing fee earners and solicitors to legal assistants and administrative positions, with multiple vacancies in key locations including Solihull, Birmingham City Centre, and Wolverhampton.
Gary Davision, Managing Director at Davisons Law said: “This recruitment drive represents a significant milestone in our growth journey. With our workforce now exceeding 470 employees, we’re seeing unprecedented demand across all our offices, and we’re looking for talented individuals to join our team. What makes this particularly exciting is the breadth of opportunities available, from entry-level positions to senior fee earner roles.”
The firm is bucking the trend in conveyancing generally with the extent of work it has attracted leading to positions being available in locations including Cardiff, Bridgend, Leamington Spa, and London. Specialist roles include new build conveyancing positions in Solihull and Stafford, and litigation solicitors in a number of offices This expansion follows several key initiatives for the firm, including office relocations and the strengthening of its presence in key markets across the Midlands, London, and Wales.
For a full list of vacancies and to apply, visit www.davisons.law/careers
2025 Legal Awards Shortlist Revealed!
64 individuals and firms have been recognised in Birmingham Law Society’s annual Legal Awards shortlist, which has been announced.
The auspicious event is one of the highlights of the Birmingham Law Society calendar. Birmingham Law Society is the largest local Law Society outside of London and the awards are a celebration of the best legal talent across Birmingham and the surrounding area.
Head Judge Neil Lloyd, Managing Partner of FBC Manby Bowdler LLP, alongside Anjum Khan, Director of the Asian Business Chamber of Commerce and Tina Attenborough, President of Derby and District Law Society, last week shortlisted the 14 categories that make up the Birmingham Law Society Legal Awards 2025.
Neil Lloyd commented:“The amount of talent, both firms and individuals, we have in this region has never been in doubt and the applications for this year’s awards fully evidence that. It’s been a delight reading through all the submissions and deciding on a shortlist was extremely difficult. Well done to all those that were nominated and good luck on the evening to those shortlisted. The other judges and I look forward to celebrating with you on the night.”
President of the Birmingham Law Society, Richard Port MBE added: “”It is my honour to congratulate every individual and organisation shortlisted for an award. The shortlist serves as a prime example of the talent and expertise thriving in Birmingham and the West Midlands. This year’s awards reflect our ongoing commitment to recognising the many outstanding voices that contribute to our exceptional legal sector.
To those nominated, I extend my heartfelt congratulations as well. Simply being nominated is a remarkable achievement and a testament to the incredible work that our legal professionals, academics, and organisations do for our community. Please keep on doing what you do best! I wish the best of luck to everyone shortlisted!””
This year, the law firm of the year categories have been revised based on employee size.
The Shortlist Can Be Exclusively Revealed Below.
Outstanding Student Contribution of the Year 2025 sponsored by Datalaw
Law Firm of the Year 2025 (1-49 Employees) sponsored by LEAP
• Chase Morgan Solicitors
• Spencer Shaw Solicitors
• Wildings Solicitors LLP
Law Firm of the Year 2025 (50+ Employees) sponsored by St Philips Chambers
• DWF LLP
• Eversheds Sutherland (International) LLP
• Gateley Legal
• Mills & Reeve LLP
• Roythornes Solicitors
All nominees are invited to an interview mid-January with independent judges from a range of backgrounds including:
Anjum Khan, Director, Asian Business Chamber of Commerce
Fiona Ledden, Vice-President, Manchester Law Society
Rebecca Mander, CEO, GuruYou
Bill Barton, Director and Past President, Leeds Law Society
Coralie McKeivor, Senior VicePresident, Bristol Law Society
Daniel Skermer, Director, Founder & Coach, PA Forum
Donna McGrath, Founder, The InHouse Lawyers’ Coach
James Mannouch, President, Liverpool Law Society
Janine McKinney, Past President, Nottinghamshire Law Society
Joanna Hughes, Founder and Director, Joanna Hughes Solicitor Apprenticeships
Mark Taylor, Co-Founder, Element45
Raj Kandola, Director of External Affairs, Greater Birmingham Chambers of Commerce
Neil Lloyd, Managing Partner, FBC Mandy Bowdler LLP
Tina Attenborough, President, Derby and District Law Society
The winner of each category will be announced on Thursday 13th February at the glittering awards dinner at the city’s iconic ICC venue.
To book tickets or to find out more about the remaining sponsorship opportunities, please click here.
Regulation Report
SRA Publications Proliferation!
You may have noticed the SRA have been very prolific with their publications recently having published over 60 reports, thematic reviews, guidance pieces and Warning Notices in 2024 alone (and which are not always easy to find on their website- SRA please fix this). Even those firms fortunate enough to have people dedicated to support COLPs, COFAs, MLROs and MLCOs would struggle to keep on top! In this short article we will summarise one report, one thematic review, one guidance piece and one warning notice writes Rebecca Atkinson of McArthur Atkinson, a legal practice offering risk and compliance advisory services.
SRA’S UPHOLDING PROFESSIONAL STANDARDS ANNUAL REPORT 20TH DECEMBER 2024
This report explains the SRA’s approach to upholding their standards through investigation and enforcement work. Here the SRA say
they have been progressing work to improve both the timeliness and quality of their investigation and enforcement work. A key priority has been reducing the number of longstanding investigations which has reduced from 286 which are over 24 months old to 59 as at August 2024.
The SRA also set out that their two prior consultations on fining powers has seen them able to issue fixed fine penalties (which remarkably they say reduces stress to the profession!) and their ability to fine increasing from £2,000 to £25,000. Remember also that the SRA has consulted on their new proposed fining bands for ‘economic crimes’ (which includes failure to adhere to the AML regulations), having been given the power to issue fines on an unlimited basis by the Economic Crime and Corporate Transparency Act 2023.
The SRA also highlight what they call ‘high profile’ cases such as the post office horizon matters, Axiom Ince (on which readers will recall the SRA commenting at their COLP/COFA conference last year that their failures in this regard were now a mater of
‘history’), SSB Group, Pure Legal and high volume consumer claims as well as false asylum claims.
The SRA also say they have been looking at other areas of conduct such as sexual misconduct, the use of non-disclosure agreements, strategic litigation against public participation, money laundering and compliance with the transparency regulations. The SRA set out in their report that the number of ‘agreed outcomes’ with solicitors and firms has increased as well as the costs of their work which jumped from £16.5m to £19.3m.
Interventions rose from 25 to 65 in the last year and thus big claims have been made on the compensation fund (for which solicitors have seen a big hike in contribution payments) with two thirds of payments made (more than £27m) relating to the intervention of Metamorph Group of law firms.
Finally, the SRA are running a consultation on how law firms hold and handle client monies. That consultation must be the largest we have seen, is in 3 parts and is open until 21 February 2025.
In all, whilst the report is interesting, it rather reads as a justification for existence and a self-serving pat on the back. It does not talk about any learnings for the SRA from issues such as Axiom Ince. Perhaps because it is ‘history’.
PROFESSIONAL OBLIGATIONS THEMATIC REVIEW- 13TH DECEMBER 2024
Key findings of this review were as follows:
Professional knowledge and skillsFirms acknowledged the distinction between legal, regulatory, and ethical requirements. In practice however, more emphasis is placed on legal training and knowledge. The SRA say that cultivating professional knowledge and skills enables individuals to deliver better outcomes for consumers and that few people acknowledged this key purpose, and most were motivated by avoiding negative regulatory, commercial or personal consequences.
Promoting and maintaining professional knowledge and skills-
Each firm visited had regulatory controls, processes, and systems. Each fee earner was also able to produce a training record. However, the SRA felt there was a significant lack of regulatory knowledge which was exacerbated by a failure by some firms to review the SRA’s free regulatory resources (of which we know there are many). Most firms and individuals reviewed regulatory resources on a reactive basis. The SRA say this can undermine the value of guidance and limit the opportunity to understand, anticipate and avoid risks and problems. Further the SRA felt there is a general lack of systemised reflection about their requirements and dissemination of their resources by both firms and individuals. They also felt that there is a culture of reliance in some firms on COLPs, compliance teams and external compliance companies.
What support do solicitors and firms want? - Firms were broadly positive about the information and services offered, so say the SRA. The SRA say they received several requests for specific guidance for firms based on size and type. Many solicitors the SRA spoke to found it difficult to navigate the website and find information. This is likely to contribute to the failure of firms to review guidance and so it is hoped the SRA might take some action here.
SRA GUIDANCE- INTERNAL INVESTIGATIONS- 18 November 2024
This guidance aims to provide solicitors and law firms with a framework to conduct effective internal investigations when concerns about professional misconduct or regulatory breaches arise. The SRA say they have provided this guidance as they are concerned poorly managed investigations could fail to properly identify and manage risks and breaches. Further they say that investigations not conducted properly could cause a breach, produce investigation outcomes and reporting that fails to provide a clear and objective assessment of the facts and applicable law which risks serious misconduct for concealing or failing to disclose material information, misleading the organisation or others, or even the commission of a criminal offence such as perverting the course of justice.
The guidance goes on to set out the SRA’s expectations and approach such as setting clear terms of reference, ensuring to act with independence, considering appointing an external investigator, supporting people involved, interviewing, managing and recording evidence, concluding and reporting. This guidance should be read by COLPs and COFAs and those supporting them.
SRA WARNING NOTICES- MARKETING YOUR SERVICES TO MEMBERS OF THE PUBLIC- 19 DECEMBER 2024
Warning Notices must be adhered to and can be utilised by the SRA when disciplining solicitors and firms. In this Notice the SRA say they are concerned that law firms or those sourcing claims on their behalf are making unsolicited approaches in breach of SRA rules. This behaviour, including activities such as cold calling and door knocking, has been particularly evident, the Notice says, among some firms or those they are working with when undertaking highvolume consumer claims work. The SRA are also concerned that the risks for consumers associated with ‘no win no fee’ marketing approaches may not be reflected in promotional material being used. The SRA are considering other aspects of highvolume consumer claims work, and may address these in future warning notices.
A FINAL NOTE
From a thematic review standpoint, the SRA continue to conduct AML reviews and their focus at present, so they have said, is source of funds and source of wealth. Further the SRA are currently thematically reviewing sanctions compliance and will continue to review issues such as continuing competency and wellbeing.
The SRA are critical of solicitors reading their publications on a reactionary basis. However, with so much being published it is hardly surprising that this is the case. Further many publications could be far more succinct and perhaps could be accompanied, on occasion, by a short 15 minute bitesize webinar. Just a idea.
Committee News
A Spotlight On Me?! The Introvert’s Answer by Catherine Edwards, Chair Edi Committee, Senior Lecturer Arden University,
I was asked to write about myself as a ‘spotlight piece’. I am not keen on the spotlight. I will speak when I feel I have something to add, (which many will say is too often), but at heart I am still the girl who needs to take a deep breath before entering the room and smiles to hide her natural inclination to run away. So, I am going to write instead about things I am passionate about in the hope it is much more interesting than an article about me.
Legal Education and Equality, Diversity and Inclusion. My career has been about both. I have been teaching at universities since 2005. When asked to lead careers provision on the LPC in my first role, the irony was not lost on me. I had just ‘escaped’ from legal practice and now I was advising the student on how to enter it! However, this is where EDI came in. I realised that apart from technical work like crafting CVs and how to write effective applications, most of my time was spent building confidence and helping my students gain an insight into the profession.
Many of my students were from marginalised groups, and/or were first generation university students. Without connections or social capital, they were struggling to navigate the legal world. Work experience remains difficult to obtain but social media has given students much more of an insight into what being a lawyer is really like. I remember sharing a LinkedIn post from Michelle Heeley (QC at
the time) showing her packed lunch she was eating in her car, which had a line about the glamour of being a QC. These posts really help break down barriers, but the students have to know about you first.
Students now work, almost all of them have a part time and often a full-time job. They will often also have caring responsibilities for younger siblings, parents, or their own children. The student profile varies from university to university, from student to student; there is no longer a ‘typical student’. The ability to gain the valuable work experience to aid their applications and crucially their understanding of what being a solicitor or being a barrister is really like, is often out of reach. The extracurricular activities that universities offer can often clash with paid work. If it is in the evening it clashes with family responsibilities. Students no longer have availability and struggle to balance attending their classes with life and work
If we are as a profession to fully attract a diverse range of applicants, firms and chambers need to fully understand the students they seek to attract. It is generally acknowledged that diversity is a good thing, for the profitability of a business as well as ethically. The more diverse the workforce, the more creative it is likely to be and attract a wider clientele if the client feels that there are lawyers ‘like me’ within the workforce. This is before we get to statistical reporting and beauty parades for commercial work. Likewise, students need to appreciate the diversity of roles now available within the legal sector. Many still think of barrister v solicitor.
From an EDI perspective my committee members and subcommittee members know the value I put on role modelling. For students this has huge impact. Many of us introverts do not like talking about ourselves. Almost everyone has a story to tell, and it is important to share it. However, it is often difficult to make that first step. Sharing what you may have felt was a weakness, is actually a superpower. Our last few Presidents have been very open and shared their own journeys. The personal bravery demonstrated by Tony, Alice,
Richard (and by Matt coming in next year), cannot be overestimated.
I am so proud of my students because being a legal educator is a bit like being a parent from afar. Many students share their intimate fears, and we are able to help then conquer them and excel. Looking back of my 18 years on legal education, there have been many great moments. Every single time I see a former student and what they have achieved in life (not just their career) I am happy. This is why I teach, and this is why being a role model and sharing your story helps the next generation of lawyers come through and enrich our profession by their presence.
So here goes; I am Catherine. I am disabled. I am from a workingclass background with a strong feminist mother who ensured I spoke ‘properly’ and now appear very middle class. University was a great experience, but I was shy. I received a grant so didn’t have the same financial pressures as students now have. I suffer from anxiety. This year my daughter almost died and for once I listened to those around me and stopped working. I am hugely grateful that the wonderful NHS and Birmingham Children’s Hospital in particular, saved my daughter’s life. My family, colleagues and friends looked after us and made me realise the importance of stopping and appreciating that whilst my world had collapsed, I was not safe to either supervise students giving legal advice nor well enough to do my job effectively. This is also why I am only just coming back to fulltime work and now picking up activities in the EDI space.
I am hugely grateful to my subcommittees for continuing their amazing work without me. They do not need me anymore. I am a helping hand when needed but the ideas, the work and impact is all their own. I am so thrilled. Next stop is to set up the gender subcommittee again and get the Chair elected. Health and Disability committeelets chat and see what the future holds. I am back and ready to work again. So, I guess this introvert did end up talking about herself and consequently is submitting this piece with trepidation.
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Embracing Digital Pioneers: A Crucial Shift for Law Firms in the Age of Gen Z and Millennials
As Millennials and Gen Z rise to prominence in both the workplace and marketplace, their expectations for digital fluency are reshaping professional landscapes, especially within the legal sector.
According to the recently published “Digital Pioneers: Leading the Tech Revolution” report from Dye & Durham, these generations prioritise technology as integral to quality of life, workplace preference, and efficiency.
For legal professionals, understanding and meeting these digital expectations isn’t optional but essential for long-term relevance and appeal.
Generational Drive for Technology in Legal Settings
The new report sheds light on the growing influence of Millennials and Gen Z, who view technology not as an addition but as a necessary fabric in daily and professional life in the UK. The survey underscores this tech-centric mentality: 75% of Millennials and 55% of Gen Z believe that technology improves life quality, with the majority in both groups also expressing a desire for continued digital integration in their professional environments.
The legal industry has historically operated with more conservative approaches to change; however, the mounting influence of Digital Pioneers demands a shift. Millennials and Gen Z overwhelmingly favour organisations that embrace digital transformation. According to the report, over 69% of Millennials say they prefer to work for firms that incorporate new digital tools and systems, highlighting a clear preference for progressive, techfriendly workplaces.
In collaboration with the Junior Solicitors Network of The Law Society of England and Wales, Dye & Durham’s survey included insights from young UK legal professionals, providing an inside look into the digital priorities shaping today’s law practices. These early-career lawyers from the Gen Z and Millennial cohorts emphasized the essential role technology plays in improving case management, client engagement, and operational efficiency.
A failure to address these generational expectations could lead to missed recruitment and retention opportunities, diminished client satisfaction, and a stalled competitive edge.
So, how can law firms embrace the priorities of Digital Pioneers?
1. Invest in Digital-First Infrastructure: Millennial and Gen Z legal professionals prefer firms that support their tech-driven lifestyles. Investing in digital and AI-enabled document management, virtual case tracking, and secure cloud storage can improve service speed, accuracy, and client satisfaction. Further, as remote work becomes a mainstay, digital platforms enabling collaboration, research, and compliance from anywhere will appeal to these technative lawyers.
2. Leverage AI for Efficiency and Insight: Among the survey’s findings, an impressive 74% of Millennials and 71% of Gen Z respondents reported willingness to adopt AI in the workplace. For legal firms, AI presents a dual advantage: increasing speed in case analysis, document review, and predictive analytics, while allowing young professionals to engage with forward-looking technology. By integrating AI tools, firms can demonstrate commitment to technological advancement, which resonates with tech-savvy employees and clients alike.
3. Prioritise Client and Employee Experience with Technology: Digital Pioneers place significant value on seamless digital interactions. This generation’s propensity for self-service and efficient virtual engagement should inform how firms handle client communications, billing, and legal consultations. Digital client portals, AI-powered chatbots, and automated updates are no longer innovative extras but essential services that law firms should consider as core offerings.
Adapting to the Future: A Strategic Imperative for Law Firms
For law firms, staying competitive in an era defined by digital expectations will require more than updating office software; it involves a comprehensive approach to technology as a business
strategy. Millennials and Gen Z are not simply adapting to technology but demanding environments that embrace it. As these Digital Pioneers move into leadership roles, their techdriven philosophies will continue to shape business standards, especially in sectors like law, where technology adoption has traditionally lagged.
Embracing these digital shifts is not only about maintaining relevance for clients and employees but about positioning the firm as an attractive employer and a forward-thinking practice. The ongoing transformation presents law firms with a unique opportunity to redefine their services, amplify operational efficiencies, and secure a generationally diverse workforce for the future.
So, how can a firm be better equipped to meet the needs of the next generation of clients and solicitors?
1. Build a Digital-First Legal Practice: Gen Z and Millennials seek workplaces where technology is central to daily operations. Implementing secure, scalable digital infrastructure is critical to attracting top talent and modernising client services.
2. Adopt AI for Streamlined Workflows and Client Engagement: With Millennials and Gen Z open to AI integration, law firms can leverage it to improve accuracy and speed while enhancing employee experience and client satisfaction.
3. Focus on Enhanced Client Experience: Digital-savvy clients expect self-service options, virtual consultations, and seamless interactions, all of which are achievable through thoughtfully integrated technology.
As the legal industry encounters new generational expectations, firms willing to adapt will see tangible benefits in employee satisfaction, client loyalty, and competitive positioning.
Law firms that embrace the transformative power of technology can not only meet the expectations of Millennials and Gen Z but can also set a standard for modern legal practice.
New year…New You? Blah Blah …
Have Faith in How Far You Can Go
HUGG Pyramid
Ready for interview EA to Sarah or Geoff
Send in final application to one or both postions
Speak to existing EAs and PAs in the departments.
Apply for role/s and discuss with HR
Set up a One Drive Folder and dump stuff in!
HUGE UNBELIEVABLY GREAT GOAL
Prepare for interview and practice presentation. (ask someone to listen?)
Complete application & send draft of presentation to John for feedback
Research roles and see which one or both would fit in with committments
Add dates to diary and plan one hour a week to work on HUGG
A QUICK HUGG
Who needs a new you? No matter who you are or where you are, chasing a new version is telling yourself the current version isn’t ‘enough’ writes Rebecca Mander of GuruYou.
Stay exactly who you are, right there and take the pressure off. You don’t need to become a different person ...but you can make choices that make a difference, you can set goals for your personal and professional life and this month seems as good as any to show you how!
Remember, goal setting is about mapping out a plan, and turning dreams into reality, as Antoine de St Exupèry said “A goal without a plan is just a wish!” How many years have gone by when you wish you had achieved more for yourself? Career or life mapping is about stretching oneself and supporting you as you leave that cosy comfort zone!
Goal setting is not telling yourself you should be richer, happier, healthier…
Anyway...where do the SHOULDs come from? Who makes up these rules? Gorgeous people on social
How will you know you are nearly there?
Apply for 3 external roles incase I am not successful.
Post weekly on Linkedin to build personal brand
Discuss my HUGG with Sakshi
How will you know you are halfway there?
Review checklist of requirements and self assess against this.
Update Linkedin Profile
media, strangers showing how clean their home is or how clever their kids are???
Stop with the SHOULDs! Instead this year, why not speak to yourself the way you would to your BF? Be kind to you. Show yourself compassion and make choices that are for you. If your choice is to structure your year in a certain way, professionally or personally...then I have the guide for you!
Based on my Bounce Mindset
Framework I am going to share the ultimate guide to goal setting as well as my free Career Confidence Kit. This proven method will help you choose the right mindset, identify and visualise your goals, plan your approach, and execute with clarity, empowering you to achieve even the most ambitious dreams.
The Origins of the Bounce Mindset
In 2007, my life as a working mum of two lovely boys with a wonderful husband and a brilliant job was turned upside down when we lost our youngest son, Charlie. The grief and pain were overwhelming, and I faced the most daunting goal of my life: rebuilding a sense of normalcy for myself and my family.
In those dark days, I found hope in a conversation with another mum who had also lost her child. Her story gave
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me the strength to believe that the goal of healing was possible.
Supported by my family, friends, and faith, we defied the odds and rebuilt our lives to become the happy family we are today.
Looking back, I didn’t have the structured approach we’re about to explore, but I now know that my method can make even the toughest goals attainable; 1 in 3 people on our Bounce Mindset Programme get promoted so I know Charlie’s legacy works!
As a coach, I’ve seen clients use this method to achieve life-changing goals, from buying their first home to landing dream jobs or planning significant life events. Now, it’s your turn to embrace this transformative process.
Step 1: Choose Your Mindset
The foundation of effective goal setting lies in adopting the right mindset. Are you currently in a victor or a victim mindset? This choice shapes how you approach challenges and opportunities.
• Victim Mindset: Focuses on what’s wrong, who’s to blame, and what can’t be done. It’s reactive and limits growth. Common thoughts include, “Why does this always happen to me?” or “This is out of my control.” While understandable in moments of
stress, staying in this mindset prevents progress.
• Victor Mindset: Prioritises what’s within your control, takes proactive ownership, and seeks solutions. A victor mindset reframes challenges into opportunities, asking, “What can I do to improve this situation?” or “Who can help me?”
Exercise: Write down your current concerns and categorise them into two columns:
1. Things you can control (e.g., your actions, responses).
2. Things you can’t control (e.g., others’ opinions, external circumstances). Reflect on how much energy you spend on each category. Redirect your focus to the actionable column.
Why This Matters: Choosing a victor mindset doesn’t mean ignoring challenges; it means facing them with clarity and purpose. This shift is the first step in building resilience and achieving long-term success.
Step 2: Identify Your Goal
What is your HUGG (Huge Unbelievably Great Goal)? While smaller goals have their place, aiming high pushes us to dream big, step out of our comfort zones, and achieve what once seemed impossible.
Why Huge Goals Matter:
1. They Stretch Your Comfort Zone: Big goals force you to confront fears and doubts. Stepping outside your comfort zone develops resilience, adaptability, and self-confidence.
2. They Inspire Action and Focus: HUGGs create a clear, compelling vision that motivates consistent action. They help you prioritise tasks that align with your goal and turn down distractions.
3. They Encourage Innovation:
Achieving ambitious goals often requires thinking outside the box. This fosters creativity and a mindset of continuous improvement.
4. They Foster Resilience: Big goals keep you motivated to overcome obstacles. Each step forward reinforces your ability to adapt and persevere.
5. They Drive Long-Term Fulfilment:
While smaller goals offer short-term satisfaction, huge goals provide a deeper sense of accomplishment. The journey itself enriches your life with skills, connections, and experiences. Reflection: If I could wave a magic wand, what would you wish for that you have some control over? Write down one goal that feels both exciting and slightly daunting. Then ask yourself, “Why does this goal matter to me? How will achieving it improve my life?” Connecting your goals to your values enhances your commitment.
Step 3: Visualise Your Goal
Did you know your brain cannot distinguish between a vividly imagined scenario and reality? Visualisation is a powerful tool that primes your mind for success. Neuroscience shows that mental rehearsal activates the same brain regions as actual performance, making your vision feel achievable.
Examples of Successful Visualisation:
• Jim Carrey wrote himself a $10 million cheque for “acting services rendered.” Years later, he earned that exact amount for Dumb and Dumber.
• Michael Phelps visualised every stroke of his races, even imagining scenarios like swimming blind when his goggles filled with water. This preparation helped him win Olympic gold when the unexpected happened.
• A study by the Cleveland Clinic in Ohio demonstrated that people could improve bicep strength by 13.5% through visualisation alone. Activity: Close your eyes and imagine your goal in vivid detail. Picture the steps you take, the obstacles you overcome, and the moment of achievement. Write down the sensory details: What do you see, hear, and feel?
Why Visualisation Works: Mental imagery reinforces confidence, reduces anxiety, and enhances focus. Incorporate this practice daily to stay aligned with your goals.
Step 4: Plan Your ApproachBackwards!!
Once you’ve identified and visualised your HUGG, it’s time to break it into actionable steps. Use the SMART criteria to ensure your plan is:
• Specific
• Measurable
• Achievable
• Relevant
• Time-bound
Exercise: Create a pyramid or get in touch to download my new Ebook for your own interactive copy and detailed instructions. There is an image of one here for you to use. For each step, work backwards down the HUGG pyramid, thinking about what steps you will be taking at each stage.
Step 5: Execute with Accountability and Confidence!
Execution and low levels of self belief is where many goals falter. To stay on track:
• Keep a Positive Attitude Log! A daily journal to help build self confidence. If you don’t have one and if low confidence is getting in your way of great goal setting, we got you! Go to https://bit.ly/3-Stepz to get greater career confidence in 3 easy steps!
• Find an Accountability Partner: Share your goal with someone who will support and challenge you. Your line manager or a colleague who knows the industry could be great for this if your goal is career focused.
• Review Progress Regularly: Schedule time to assess what’s working and adjust your approach as needed.
The Bounce Mindset® Framework isn’t just about achieving goals; it’s about transforming the way you think, act, and persevere.
By choosing a victor mindset, identifying your HUGG, visualising success, planning your approach, and executing with clarity, you can achieve what once seemed impossible.
I could write a whole issue of the BLS Bulletin on goal setting so if you would like more information or to have the visualisation and planning downloads, why not download my new Ebook at www.guruyoucoach.com
Generative AI Solutions Laid Bare, By Jayva Global
Generative AI, or GenAI for short, presents real challenges and opportunities in your sector. We’re here to help you figure out the practical elements of GenAI – to overcome challenges while grasping opportunities.
What exactly is GenAI?
While ‘AI’ encompasses a wide range of technologies including machine learning, natural language processing, robotics and computer vision, ‘GenAI’ is a content-creation tool with output based on the patterns and data it has learned from.
GenAI uses and benefits in a legal setting
As one of the systems in practices, GenAI is revolutionary with functionality enabling legal service providers to:
• Increase efficiency: Automating routine tasks such as document review, research and contract analysis thus saving time, reducing costs and allowing you to focus on complex and strategic work.
• Enhance accuracy: Minimising human error in areas like due diligence and compliance checks, and analysing large volumes of data with pinpoint accuracy, thus improving work quality.
• Improve client service: Introducing chatbots and virtual assistants to client interactions for instant responses to common queries and overall client satisfaction.
• Empower data-driven decision making: Analysing past case outcomes and trends for predictive insights to make informed choices and devise better strategies.
• Reduce costs: Automating repetitive work impacts efficiency and costs, which is particularly useful for managing overheads and driving up revenue.
• Introduce better training and
development: Assisting in training new employees by giving access to knowledge and resources so they learn, familiarise and grow rapidly.
• Strengthen competitive advantage: Adopt and position your practice as innovative and forward-thinking, thereby outshining your competition, attracting tech-savvy clients and retaining top talent.
Identifying and mitigating AI risks
To balance the ‘hype’ with the ‘potential’ of GenAI, considerations to be borne in mind include:
• Intellectual property: Potential infringements of copyright, trademarks, patents and related rights, and misuse or disclosure of confidential information.
• Data protection and privacy: Unauthorised access, sharing or misuses of personal and sensitive data.
• Cybersecurity breaches: Vulnerabilities to hacking, data breaches, corruption of data sources and other malicious cyber activities.
• Training concerns: The misuse of data to train GenAI models, which could result in biases or inappropriate outputs.
• Output integrity: GenAI can produce misleading, inaccurate or false outputs that are easily misconstrued or misapplied.
• Ethics and bias: The reflection or amplification of societal biases present in training data, leading to unfair or discriminatory results.
• Human resources and reputation: If GenAI causes negative consequences for clients, there may be brand damage.
Have you heard about the Mata v Avianca case in America? In sum, a law office submitted court documents that included non-existent, unverified case
references and precedents generated by ChatGPT. As a result, the case was dismissed and a fine was imposed. This story highlights the dangers of relying on content that’s generated by AI alone and the absolute need for human oversight in any GenAI process.
A new way of working
Without GenAI, if you’re spending 80% of your time creating the administrative elements surrounding a case and only 20% of your time giving legal advice, you risk losing rapport with clients. With GenAI’s automation and contentcreation features, your time is redirected into building and maintaining longstanding mutual client relationships. Simultaneously, non-billable time is reduced to increase productivity and financial performance.
Thanks to GenAI, then, lawyers can positively impact operational efficiency, delight clients and improve their bottom line.
At Jayva, the main area we’ve seen GenAI being used successfully is reporting. In legacy practice management systems, reporting functionality can be restricted, both in a core reports and data warehouse capacity. A simple visual analysis of data drawn from different systems is easily possible with GenAI, whether it’s benchmarking information, fee earner performance, profitability from your nominal ledger, trends analysis from the last five years, whatever. Doing so manually is a weeks-long activity and is out of date by the time reports are complete. In this way, GenAI speeds up and supplements reporting.
So, GenAI augments and enhances day-to-day operations – with human oversight always.
What’s Jayva’s role in GenAI?
Our strapline is ‘inspiring the people in law firms to harness the power of technology and thrive’. Technology is brilliant but if it isn’t implemented and used properly, you don’t have the necessary processes and procedures to back it up.
Our consultancy and training help practices to embrace technology, invest in their people, realign their data and fine tune their processes – for amazing outcomes.
This article is an abridged version of our www.jayvaglobal.com/news/ generative-ai-solutions-laid-bare blog. To get in touch with our friendly team, please email info@jayvaglobal.com or visit www.jayvaglobal.com/contact-us
