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When complex staffing issues arise, schools need immediate advice that gives a clear analysis of the risks and sets the course on a strategic direction. That could be anything from devising a long-term strategy for dealing with an entrenched union situation across a large multi-academy trust, or resolving a complex employment tribunal claim from an ex-employee against a community primary school. Our clients receive quick, pragmatic advice and are safe in the knowledge that, as sector specialists, we ensure they aren’t tripped up by missing the latest DfE guidance or EFA requirement.
Our employment team provides specialist advice to our education clients and have a long history of advising schools and academies. Working in tandem our employment lawyers and education HR consultants provide our ‘HR Services for schools’, designed specifically for schools and academies, offering a complete package to support them from managing day to day HR issues to guidance on strategic organisational changes.
We regularly provide training at conferences and for individual schools on topics from recent employment law updates to training for middle leaders on effective line management. So, whether it is a routine question interpreting the burgundy book rules on maternity leave or a strategic review of staff resulting in a whole school restructure, our team has the experience to ensure our clients achieve the result they are looking for.
We summarise the key points in the Government's EU Settlement Scheme employer toolkit, which may be useful to share with any EU citizen employees, line managers and leaders in your organisation.
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See how your actions decide whether your school has been ‘a reasonable employer’ at an employment tribunal with our on-demand training. Watch the employment tribunal process unfold from start to finish in this four-part on-demand training.
In Brazel v The Harpur Trust, the EAT has questioned the practice of term-time only workers having their annual holiday pay entitlement capped at 12.07% of annualised hours.
New regulations are now in place requiring employers, including academy trusts, to publish their gender pay gap information annually.
A client adds: 'The firm is a very efficient and effective organisation, and I often hear other colleagues around the country reflecting on the high quality of their work, guidance and support.'
Browne Jacobson LLP provides ‘a responsive and knowledgeable service with a large enough team to cover all key issues’.
They are strategic in their approach, very tactical and accessible to their clients; they are a pleasure to work with.
Leading national education practice, with significant experience advising on academic issues
Excellent educational law knowledge.
We are the sole HR provider for a large group of academies across the Midlands. Acting as an integral advisor to each of their schools on a day-to-day basis, we are well placed to have an overview of the HR issues facing the organisation and identify trends and risks. We do this informally on a daily basis and provide the senior leadership with a written report monthly (or immediately if a case is high profile or high risk) so that they are fully aware of the HR issues in their schools.
Representing a school in a complex harassment and discrimination tribunal claim brought by a teaching assistant against the head teacher. The claimant had brought a number of grievances of bullying on the basis of her race that had been heard by the governors and not upheld. We advised the school that they had strong prospects of succeeding and proceeded in their defence. The claimant withdrew.
Acting for a large secondary school to help carry out a whole school restructure. With over 300 staff, it was essential morale was not affected as a result. We worked extremely closely with the senior leaders and became an integral part of the team for that intense period. The school was left with a structure that fits exactly the needs of their large organisation with the bonus that their union relations are much improved.
Acting for a school who came up against the full weight of the union when wishing to convert to an academy. The unions had balloted for strike action and were proposing to be out on strike for more than a week. We advised the school they were unlikely to be successful in obtaining an injunction and instead supported them in resolving the tensions with two communication campaigns. We corresponded on the school's behalf with the General Secretary as well as communicating the benefits of conversion to their staff. We achieved wide staff support for the conversion with many resigning their union membership. Threats of judicial review were taken no further after the initial pre-action letter and the TUPE claim was also withdrawn.
Is a head teacher obliged to notify her employer of an existing personal, but non sexual, relationship with an individual who had recently been convicted of making indecent images of children?
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Government data reveals that initial teacher training places in England for Religious Education are below target.
A teacher was found guilty of all charges including dishonesty before a professional discipline tribunal in a decision handed down on 8 November 2017. The Panel were satisfied that the new test of dishonesty as provided for by the Supreme Court in Ivey v Genting Casinos [2017] UKSC 67 should be applied.
Today, the Department for Education has issued this year's School Teachers Pay and Conditions Document, what does it mean?
If you are thinking of academy conversion and becoming an independently managed, publicly funded school then make sure you use leading education sector lawyers to make your academy conversion a smooth and straightforward process.
Quickcall is our fixed fee annual support service provides you with immediate access to specialist advice when you need it most.
Browne Jacobson provides a range of HR Services for schools and academies tailored specifically to the needs of your school.
Whilst schools will be familiar with the traditional governor compliance issues, they may need support.
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