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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 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.
A specialism in the educational sector is key to us. The excellent HR support we have received complements and supports the legal guidance superbly.
I have always found the lawyers at Browne Jacobson willing to work differently with in house teams – genuinely collaborative in approach, willing to be flexible and think outside the box when trying to fix issues from live casework to recruitment and development of staff. They can work like an extension of the in house team – a much needed distinguishing factor as against their peers in the market.
"They are flexible and will adapt their advice and style," notes one client, who also praises the lawyers for being "solutions-driven, knowledgeable and reliable."
exceptional strength in depth and broad legal expertise
No other firm matches their depth of knowledge of the complexities of academy law or their pragmatic, problem-solving approach.
In this edition we provide you with the latest in legal updates, news and insight from the sector.
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With many Covid-19 restrictions now removed we have prepared a new set of employment/HR related FAQs to support schools and academies for the new academic year commencing in September 2021.
Significant changes come into force 1 September 2021 - we outline the main changes to note.
A system based on teacher assessed grades, rather than external exams, was inevitably going to give rise to speculation about bias and objectivity in teacher assessment and grading decisions. Schools can prepare now for these kinds of challenges by ensuring that they have clear written evidence readily available.
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Our FAQ has been put together to assist you in decision-making on school opening.
One area addressed by the Timpson review of exclusions published this week was 'managed moves'.
The Government has announced that the current exemption from the £30,000 minimum salary threshold for Tier 2 (General) sponsored workers in a number of public service professions has been extended.
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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