Joanna Sutton

🧠 50% of people working in the legal sector said they had experienced anxiety in the last 12 months... Today marks #WorldMentalHealthDay. This day focuses on addressing the stigma surrounding mental illness. Research has shown that legal professionals are at high risk of burnout and stress. Read our guidance for firms on the workplace environment. This guidance sets out the main standards that apply to solicitors and law firms to protect and support colleagues. https://bit.ly/4h5fcbo Find out more about mental health in the legal sector in LawCare's latest report https://bit.ly/4h6sPqD #WMHD25

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If you’re about to conduct a restructure, I recommend getting some legal advice about how you can meet your redeployment obligations. You see, a redundancy is not necessarily a ‘genuine redundancy’ just because the person’s role has been removed. There are other boxes to tick. One of those is the redeployment obligations, and the bar is higher than you may think. The High Court yesterday handed down a decision which affirmed the Fair Work Commission’s approach. That is, that the requirement to consider “all the circumstances” when assessing redeployment opportunities, is broad. Potentially including whether the employee could be placed within a role currently performed by a contractor. The High Court relied on the dictionary definition of ‘redeploy’, which is broader than “put in a vacant role”. In fact, it means “to rearrange, reorganise, or transfer” which envisages some reorganisation or rearrangement. If a business fails to meet this broad requirement as assessed in their circumstances, they won’t have the benefit of a genuine redundancy defence to any unfair dismissal claim that follows their restructure process. That might be worth getting some advice about. #fairwork #unfairdismissal #genuineredundancy #HR #employmentlaw #workplacelaw #redeployment

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Through the Windrush Legal Initiative, BCLP lawyers are helping clients to obtain compensation for the historic injustice suffered due to the UK Government’s hostile migration policies.    Since 2021, our London team has partnered with Greater Manchester Immigration Aid Unit (GMIAU) and seven other firms to assist individuals applying to the Windrush Compensation Scheme—helping them to build strong cases with a human-centered approach to advocacy.    To date, we’ve contributed over 700 hours and helped secure more than £800,000 in compensation for clients of the Initiative.    Across borders and systems, our pro bono work connects legal skill with community need—driven by purpose, and grounded in service.    Explore more in our 2024 Pro Bono Report: https://lnkd.in/eb9JN7rZ

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Significant amendments to the Employment Rights Bill have been agreed during the House of Lords report stage, which are greatly different to the Government’s original proposals – including changes to fire and rehire, whistleblowing protections, and guaranteed hours contracts. While the Bill’s future remains uncertain, employers should consider how these developments could affect workforce planning and employment policies. Read our latest article by Claire Rosney and Lee Ashwood to find out what’s changed and what it could mean for your organisation: https://lnkd.in/gsJD2Jm5 #EmploymentLaw #LegalUpdate #HRPolicy #EmploymentRightsBill 

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Louise di Mambro OBE and Nicola Diggle of Blake Morgan’s Privy Council Appeals team contribute to latest volume of the Atkin’s Court Forms. The 2025 release of Atkin’s Court Forms Second Edition, Issue 5(2) provides essential procedural guidance and practical tools for legal professionals handling civil appeals before the United Kingdom Supreme Court and the Judicial Committee of the Privy Council in accordance with the new Rules and Practice Directions and the new online case management Portal. Read more about the book here: https://lnkd.in/e-6riC9s #PrivyCouncil

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