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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.
The case of Dronsfield v University of Reading looked at altering an investigation report result which resulted in an unfair dismissal.
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You may have seen discussion lately about IR35 and, in particular, how it is changing for companies in the private sector.
In the first of what we hope will become a regular feature in Be Connected, Nick MacKenzie reviews what’s on the horizon for the education sector and briefly shares with you a number of themes.
Mr Aplin was the head teacher of a primary school and was openly gay. He met two 17-year-old males (still classed as children, by law) on Grindr and the three of them had sex. Read more for the investigation and disciplinary hearing.
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.
One area addressed by the Timpson review of exclusions published this week was 'managed moves'.
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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.
The Court of Appeal recently provided authoritative guidance on disciplinary suspensions including on whether the suspension of an employee facing serious allegations, pending an investigation, could amount to a repudiation of their employment contract.
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?
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.
Senior Associate