When complex staffing issues arise, schools need immediate advice that gives a clear analysis of the risks and a strategic plan of action. That could be anything from devising a long-term strategy for dealing with an entrenched trade union situation across a large multi-academy trust, to 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 government guidance or changes to legislation.
Our employment team provides specialist advice to our education clients and have a long history of advising academies and schools. Working in tandem, our employment lawyers and education HR consultants provide our ‘HR Services for Schools’, designed specifically for academies and schools, offering a complete package of support ranging from managing day-to-day HR issues to guidance on strategic organisational changes.
We regularly provide training on topics such as recent employment law updates and training for leaders on effective people management.
So, whether it’s 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.
For information on HR Services products please contact us.
We’re 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’re 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’re fully aware of the HR issues in their schools.
Working with a MAT to support the redesign of career pathways along with pay ranges, terms and conditions taking a more tactical approach to addressing the recruitment and retention problems that exist in the sector.
Working with an executive team to realise a strategic people plan that delivers to the overarching Trust vision and development strategy.
We’re working with a large national MAT as their integrated outsourced employee relations team. We’re plugged in to the trust via a technology-based helpdesk platform enabling us to receive HR advisory requests from schools which we can then directly respond to, log priority, risk and case type. This enables the trust leadership to have ‘live’ and transparent visibility of what’s happening with employee relations across the trust. The in-house people team are able to keep focus on transformative people matters, instead of being pulled into the reactive management of employee relations.
"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."
"A specialism in the educational sector is key to us. The excellent HR support we have received complements and supports the legal guidance superbly."
"Browne Jacobson have taken the time to understand our needs and preferred approach,’ one impressed client remarks, adding: ‘They are always accessible and we’ve never had to wait for a response, email or return call."
"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."
Regardless of the outcome of ballots on industrial action, unless there is drastic change to funding for schools in relation to pay increases, it will be unusual to find any organisational budget that is not impacted by the current economic situation.
Official statistics show that 15,336 claims which included a complaint of age discrimination were received at the Employment Tribunals between March 2020 and March 2021.
Browne Jacobson’s education team has been named as winner of the ‘Legal Advisors to Education Institutions’ category at the Education Investor Awards 2022 for a record sixth time.
Over 3000 young people from across the UK and Ireland took part in a virtual legal careers insight event, aimed at making the legal profession more diverse.
The risk of assault against staff is, sadly, something that all schools need to consider carefully. Here one legal expert explains what they can do to protect staff and ensure they fulfil their duty of care.
The majority of people do not feel the need to embellish their CV to get that coveted position and move on up the career ladder. Their worthiness and benefit to the hiring organisation are easily demonstrated through the recruitment process – application, psychometric testing, selection day or interview.
In this article we set out some of the support that's available to schools in a bid to reduce the overhead that complaints management generates.
In July 2022, the Supreme Court handed down its long-awaited Judgement in the case of Harpur Trust v Brazel relating to the correct calculation of statutory holiday pay for part year workers. This decision has implications for all part year workers on contracts which subsist all year round, whether their hours are normal or irregular.
The new set of Legal 500 directory rankings have been published and we are proud to once again be recognised as one of the country’s leading firms advising the Education sector.
In University of Dundee v Chakraborty, the Employment Appeal Tribunal (EAT) considered whether a first draft of a grievance report could retrospectively be deemed to be privileged.
The Government has published the Retained EU Revocation and Reform Bill which, if passed, provides for the revocation of all “EU-derived subordinate legislation” (i.e. UK statutory instruments which were introduced to implement EU law) and retained direct EU legislation on 31 December 2023, unless legislation is specifically introduced to save them.
On 20 July 2022, the Supreme Court issued its long-awaited judgment in the case of Harpur Trust v Brazel, upholding the decision of the Court of Appeal. For those of you familiar with this case, you will know that it concerns the statutory leave requirements for part-time and part-year workers. For schools and academies whose workforce consists of a variety of types of part-time and part-year workers, this case is one that must be understood before any changes are applied. Come and join Emma Hughes, Head of HR Services as she puts questions to Ian Deakin, Employment Partner, and Sarah Linden, Senior Associate.
If NHS staff can request a flexible approach to working patterns then the sector needs to get serious about what it can offer staff, too, if it is to avoid further strain on recruitment and retention.
On 7 May 2022, the Equality and Human Rights Commission (EHRC) tweeted “Discussions continue on whether ‘long Covid’ symptoms constitute a disability. Without case law or scientific consensus, EHRC does not recommend that ‘long’ be treated as a disability.”
As has been widely reported this week, some 3,000 UK workers are taking part in a six month trial to assess the viability of a four-day working week without any reduction in their normal pay.
Brendan Clarke Smith proposed that the right to be accompanied should be much wider than it is at present. Whilst the Bill itself was withdrawn, the idea lives on and is supported by the Education Secretary.
National law firm Browne Jacobson has grown its team behind its dedicated Space + Time executive coaching programme with the addition of two more qualified coaches who will work with clients in the education sector.
Be empowered to take a realistic approach to risk by understanding the likely outcomes of a dismissal. And, learn how timely, strategic decision-making can limit costs associated with removing unsuitable employees.
Over the course of the COVID-19 pandemic, schools have had to alter the way they provide education to their pupils. This has involved schools having to be creative and flexible in how they deliver the curriculum to a diverse cohort of pupils.
The issue of equality has remained high on the agenda during the pandemic. The #MeToo and Black Lives Matter movements have increased awareness of gender and race equality issues across all of society. Our survey indicated there was still a significant number who were making changes either for gender or race or both.
There are several considerations for senior leaders and governors/trustees of schools to keep in mind as we go forward.
The Coronavirus Pandemic made many changes in Education. Some changes will remain after the pandemic including the way we go about our work.
Tomorrow, (Wednesday 27th October), national law firm Browne Jacobson will host its second FAIRE: virtual work experience and legal careers insight event, in partnership with Young Professionals.
The first national salary benchmarking survey for executive leaders in school trusts, conducted by XpertHR, with the support of the Confederation of School Trusts (CST) and their platinum partner, Browne Jacobson has been published.
The Confederation of School Trusts (CST), as the sector body for School Trusts, today releases a salary benchmarking service for executive roles in School Trusts, in conjunction with partners XpertHR, Cendex and Browne Jacobson.
Managing employees proactively and efficiently is integral to the success of any school or trust. Senior leaders must demonstrate strong leadership abilities to achieve operational efficiency, improve morale, and deliver on strategy.
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.
In this edition we provide you with the latest in legal updates, news and insight from the sector.
Significant changes come into force 1 September 2021 - we outline the main changes to note.
Today marks the start of an independent survey that will gather data to create a new national benchmark for school trust executive team remuneration.
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.
Despite the national vaccination rollout going to plan it is understandable that many school staff will be feeling hesitant about next week’s almost full return to the school site. We have put together FAQs to assist with your ongoing support and management of your employees.
In this edition we provide you with the latest in legal updates, news and insight from the sector.
Catch up for part 2 of our education training videos, exploring the role of digital transformation on our education system.
As of 1 March 2021, the Academies Financial Handbook 2020 requires that no employee of an academy trust is a member of that academy trust.
Catch up on our on-demand video to see the latest in our series looking at how the education sector is rising to the challenge and should look forward with optimism.
Throughout 2020, journalists and politicians stressed the impact of the Covid-19 pandemic on holiday and travel plans for individuals and households. However, the pandemic has also affected countless school trips, giving rise to legal issues such as schools’ financial exposure to cancellation fees and deposit refunds.
Our FAQ has been put together to assist you in decision-making on school opening.
For many years now the Education and Skills Funding Agency (ESFA) have written to academy Chairs asking for justification and rationale on executive pay. School trusts have reached out to us for advice to help them meet their obligations within the Academies Financial Handbook.
In this edition we provide you with the latest in legal updates, news and insight from the sector.
