totallylegal

Forty per cent of legal departments set to expand by 2014

Legal departments’ desire to bring more work in-house is driving the expansion of internal teams in EMEA countries according to research from international legal recruiter Laurence Simons and global bar association, the Association of Corporate Counsel.

The EMEA Legal Department Benchmarking Survey 2013 reveals 24% of in-house teams have already made hires this year, and a further 40% expect to add to their team over the next year.*

A greater emphasis on dealing with finance and regulatory issues in-house rather than using external firms is a key reason. Fifty one per cent of departments said they would be bringing regulatory issues in-house this year compared with 31% in 2012. In terms of finance, departments are increasingly bringing areas such as insurance and reinsurance (30% up from 14% in 2012), banking and finance (24% up from 14%) restructuring and insolvency (17% from 11%) and tax (17% from 8%) in-house.

 

Areas brought in-house by legal departments 2012-13

The report shows almost twice as many lawyers (30%) expect internal budget increases as expect external rises (18%) over the next year. Likewise, 36% predict a decrease in external budgets, compared with 24% who predict a decrease in internal spend.

Naveen Tuli, Global Managing Director of Laurence Simons said:

“Legal departments bringing more work in-house reflect a desire for greater control and certainty as a fixed workforce allows for better forecasting of budgets. Many are making the decision that hiring extra permanent staff is more cost effective in the long run than continuing to outsource the work to law firms. The new regulatory and financial landscape also places these areas at the core of any corporation, where in-house teams can provide extensive internal knowledge which isn’t gained from placing the work externally.”

Greater internal hiring would continue the trend seen over the past year, as the average size of an EMEA legal department grew from 10.5 lawyers in 2012 to 12 lawyers in 2013, and has risen worldwide from 39 lawyers in 2012 to 53 in 2013.

When asked where they would deploy one extra team member, 54% of respondents said they would recruit in Europe, 22% in the UK, 10% in Asia and 8% in America. In terms of business areas, 44% would hire into corporate and commercial, 12% in regulatory and compliance, 10% into a general role and 6% into both contract and finance/insurance.

Currently, corporate and commercial dominates in-house activity with 86% of departments managing this where they can. Bribery/corruption/compliance (64%) and intellectual property (55%) round out the top three.

Veta T. Richardson, president and chief executive officer of ACC said:
"Traditional areas continue to dominate in-house department workloads, and those looking to make hires are recruiting for these specialities. However, reflecting the expanded brief of in-house teams, regulatory and compliance are also coming to the fore globally due to measures such as Basel III and Solvency II and there is also appetite for generalists who can switch between areas with ease."

 

Looking for a new legal opportunity? Search and apply for the latest opportunities from Laurence Simons on TotallyLegal  

 

*About EMEA Legal Department Benchmarking Survey 

In spring 2013, Laurence Simons and Association of Corporate Counsel invited law departments to complete a benchmarking survey about their teams in Europe, the Middle East and Africa (EMEA). At the end of the research process, 182 legal departments had responded to the survey. General counsel accounted for the largest body (51%) completing the survey, followed by deputy/regional general counsel (19%) and legal counsel (18%). Of the remaining 12%, the largest single body of respondents were heads of regulatory affairs, or chief compliance officers. The companies represented were headquartered across the world, with 58% in Europe, 21% in North America, 12% in the UK, 5% in the Asia Pacific area, 2% in Russia and 1% in Africa and the Middle East.   

To request a copy of the full report, please contact Jane Holland, FiveTen Group on 020 7858 2022 and jane.holland@fivetengroup.com

 

 

 

ABOUT LAURENCE SIMONS

Founded in 1988, Laurence Simons is a specialist legal recruitment consultancy.  Laurence Simons covers the whole spectrum of permanent and temporary legal positions in both the Private Practice and In–House markets from Newly Qualified through to Partner and General Counsel level roles.   

 

Latest ABS developments and the implications for legal professionals

The introduction of the highly anticipated Legal Services Act in 2011 liberalised the legal services industry and opened it up to Alternative Business Structures (ABS). The initial impact was modest but more recently things have started to pick up. A plethora of businesses have entered the market and many established firms are now taking advantage of the new rules.

Impact on existing firms

Law firms now have several exciting new options, notably to give investors a stake in the business in return for cash and to combine legal practice with other services. 

More than 100 firms have been registered as ABS according to the Law Society, including Irwin Mitchell, Simpson Millar, Stephensons and Kingsley Law. However, there appears to be relatively little interest from top city firms. This could be because many operate in foreign jurisdictions that do not recognise ABS.   

The demise of the traditional law firm isn’t likely in the near future but lawyers, particularly in smaller firms, will need to focus on offering excellent value and client service. Understanding and appreciating the commercial significance of ABS rules is essential for those aspiring to senior roles in law firms, as rivals firms will now have real commercial knowledge to draw upon. 

New ABS firms

Some new legal practices have been started from scratch as ABS, such as Brilliant Law and Red Bar Law. The founders often have a background as entrepreneurs or other professions and bring new approaches to client service and business management. 

Several large consumer businesses have set up legal practices - the Co-op and SAGA being well-known examples. With well-established brands, massive client databases and expert industry knowledge they should be well-placed to make a successful leap into the legal sector. 

These new innovations in legal-service provision have created a lot of exciting career opportunities, although the long term success of many of the new ABS models is yet to be seen.

In-house changes 

Many organisations with legal departments have initiated plans to set up ABS in order to bring work that is currently contracted out to solicitors in-house. Examples include the London authorities in Southwark and Lambeth. 

Registering as an ABS also allows the in-house lawyers to carry out legal services on behalf of existing clients of the business. For example, BT has announced the launch of BT Law, which will serve corporate clients in the motor claims industry in conjunction with the insurance firm BT Claims. 

The changes have created many new professional opportunities for in-house practitioners. However, the perception of in-house roles as less stressful alternatives offering a better work life balance to private practise may come to change. 

Ultimately, there will be demand for knowledgeable, diligent and client-focused legal professionals in the foreseeable future. So the core skills for lawyers are not likely to change that much. However, it is clear that the legal services industry will change considerably over time. Being familiar with the new rules and capable of appreciating their impact in a commercial context is a huge asset to help you find your niche and achieve success in your career. 

 

This article for TotallyLegal by Contact Law

 

If you're looking for a new legal opportunity, search and apply here

Moving up in your Legal career- A game of snakes and ladders?

By Richard Flexer

Richard Flexer is a director of Brunel Professional Recruitment, a consultancy specialising in the recruitment of IP and Legal Professionals throughout the UK.  Richard has a wealth of experience in recruiting senior level candidates for a number of the UK’s leading IP and legal practices. 

Have you ever wondered why some people seem to fly up the career ladder whilst others always seem to be grappling with the snakes?

When looking at the salary information we gather what stands out most is the fact that some people get paid an awful lot more than others with seemingly similar levels of experience. This salary variance comes down to how individuals are perceived by managers and what these managers think of their ability to grow the business. 

Within every organisation there are individuals who become marginalised, or sidelined in terms of progression and reward and these people can soon become ‘cheap brains’. Often these individuals have technical competence which is at least level with but normally far superior to their business winning colleagues and yet they are paid less. 

So, how do you avoid slipping down the career snakes?

Technical competence is a ‘given’ when we are recruiting senior level candidates. It is what else they can bring to an organisation which is of real interest. As such, it is vital to have some business development or marketing ability to secure a good position in a growing organisation. Traditional business development or marketing activities can be thought of as a distraction by some and can also seem very daunting. As such, it slips down the priority list and is only ever given any thought in the few weeks every year just before appraisal time! These is where many people fall down and slowly but surely, start descending the career snake rather than climbing the ladders they intended. 

Successful people make business development personal. Traditional business development activities such as business breakfasts or networking events are not going to be for everyone. The key is to find a way to highlight the strengths of both you and your firm in a way that feels natural to you. Try to be creative and think about the activities that you feel comfortable doing. Then find a way to market your firm and your services whilst doing one of these familiar activities. 

So what sort of things am I talking about? 

Well, we had one candidate who had a keen interest in clay pigeon shooting, so he arranged an open day at his local club and invited clients, or potential clients along. We even heard of one individual who offered flights in his hot air balloon to give him an opportunity to explain what he felt he could offer. All sorts of things have been tried in the past and nothing should be off limits. The trick is to just find something you are comfortable with and give it a go.  The process of thinking through ideas, discussing it with colleagues, thinking about who you would invite and so on, is a major step in the right direction. 

Business Development is as much a frame of mind as it is your actions. The first step for many may be as simple as devoting one hour a week to call all old clients to have a general conversation. Find something you have in common with them and talk about it!  Again, it is about the state of mind and attitude. If you keep your head down be prepared to be side lined.  If you have the right attitude, have some creative ideas and work through them logically and consistently, you will be surprised what you can achieve and before you know it, you will be climbing your chosen career ladder.

 

 

To find your next legal role, browse the latest opportunities from Brunel Professional Recruitment  

Get your pension the easy way - from your employer

If you are of working age and you haven’t got round to starting a pension, now is the time to act. Pension enrolment doesn’t have to be hard. The government has introduced a new law designed to help people save more for their retirement. It now requires all employers to enrol their workers into a workplace pension scheme if they’re not already in one.

You can choose to opt out but the sooner you start saving for retirement the better because your pension pot builds up over time. What’s more, if you stay in, your employer will contribute to your pension as will the government through tax relief[1]. This means more money goes into your pension pot than just what you put in. 

 

     

 

To find out what pension enrolment means for you, and the benefits of staying enrolled, visit: www.gov.uk/workplacepension

US law firms make further inroads into London

By Guy Adams

Guy Adams is a qualified solicitor who has worked within the legal industry for the past 12 years. Guy co-heads our EMEA Private Practice team and focuses on Partner recruitment, strategic team moves and office openings. Guy recruits across various practice areas and has worked in Australia, France, Germany, Hong Kong, Hungary, Italy, Middle East, Netherlands, Poland, Romania, Russia & CIS, Singapore, Spain, the Offshore jurisdictions and in the UK. 

Whilst the UK top 50 law firms shifted their focus somewhat away from London for the 2012 partner promotions rounds, senior lawyers with US firms in the capital appear to be fairing slightly better.

Although 2012 was a varied beast for different firms, most would agree that the financial year did not deliver all that was promised by the market at the end of 2011. In terms of partner numbers generally within London, statistics from the Solicitors Regulation Authority showed that this market uncertainty translated into a drop of 153 positions (up until 20 June), compared with 2,100 partner positions having been created in the two years prior.

For the top 50 UK firms, as well as partners leaving the partnership voluntarily or otherwise, the number of partner promotions in London in 2012 also fell by around 20% year-on-year. Interestingly, the total number of global partner promotions made by these firms stayed relatively constant between 2011 and 2012, indicating a shift of focus (deliberate or unintentional) by these firms to regions outside of London. Outside the top 50, the picture was even bleaker, with many firms reporting significantly lower numbers of partner promotions in London; some in the region of 70% less compared to last year.

On the other hand, partner promotions for US firms in London saw a modest resurgence in 2012, increasing from 54 last year to 61 this year (with the majority of the US firms having now reported their promotions). This 13% increase in London, coupled with a global 5% decrease in the total number of partners made up at US firms, meant that London accounted this year for an average of 12% of all partner promotions for US firms (up from last year’s 10%). In fact, only six US firms have decreased the number of partners that they have made up in London year-on-year, whereas fourteen US firms have made up the same amount as, or more than, last year.

It is also good to note that a little over 30% of the partners promoted in this round at US firms are female; not quite at the 50% level that some firms have stated they would like to achieve, but certainly better than the 27% average that the UK top 20 firms are currently promoting.

Of course, percentage comparisons are all well and good, and in real numbers UK firms are still promoting substantially more actual numbers of partners in London than their US brethren. However, it is perhaps fair to say that the above statistics are yet another example of how US firms are making further inroads into the London market, albeit a little at a time.

 

Employment reform on the cards? Laurence Simons provides an insight

 

By Lucinda Moule

Managing Director, Laurence Simons International

Nick Clegg recently announced a radical reform which will allow parents to share up to a year’s leave to look after newborn children. The new system will come into effect in 2015 and will include those parents who have adopted children. Other changes include the right to request flexible working, irrespective of whether or not you have children. 

This is a momentous step in the right direction for the UK. Countries like Canada, Sweden and Norway have had systems like this in place for decades and it is a pity that the UK has taken so long to review these policies. Flexible working has grown in importance to employees; three quarters of lawyers say that flexible working is an essential consideration when looking for a new job. 

 

What this means to employers? 

Conflicting views have surfaced since the announcement, with some organisations voicing their concerns about the administrative impact this will have as well as the legal implications that could arise due to discrimination complaints. The more positive outlook is that these reforms could widen the talent pool; assist organisations in attracting key employees and retaining those that decide to start a family, whilst balancing the time taken off by key female employees.

From my experience of managing a team, offering a more flexible working environment can in fact lead to an increase in productivity not to mention job satisfaction. Allowing people the opportunity to manage their own time is invaluable and in many cases very much appreciated by the employee due to the rarity of this in the UK. It is important for managers to consider their role in implementing these reforms; allowing employees to work from home, work fewer days per week or even in the case of paternity leave, also brings with it a level of responsibility to managing these people in an appropriate manner and ensuring they get the support they need.

 

What this means to employees?

At a time when the cost of living is rising this reform will allow families to maximise their income during a paternity period by ensuring the breadwinner in the household is able to return to work or in some cases will save money that may have been spent on expensive childcare. Both parents will be able to share the responsibility of caring for their family; ensuring fathers also get to spend time with their children. Issues surrounding career progression, promotion or anxiety felt by parents returning to work after long periods of absence should become less prevalent in instances where the paternity leave has been shared.

The gender balance in the workplace should in theory become more balanced once the reform is implemented and who knows, it may even help avoid the much talked about gender quotas from being implemented.

Allowing employees with or without children to request flexible working will enable people to seek the level of work/life balance that suits their needs and allow people to potentially explore more than one career at any one time.

 

Although there are still a number of questions marks surrounding how the reforms will be implemented, in theory it looks set to assist in delivering some much needed change to flexible working policies.

 

Do you think that these reforms should be introduced? Feel free to share your thoughts below.

Looking for a new legal opportunity? Search and apply for the latest opportunities from Laurence Simons on TotallyLegal  

 

ABOUT LAURENCE SIMONS

Founded in 1988, Laurence Simons is a specialist legal recruitment consultancy.  

Laurence Simons covers the whole spectrum of permanent and temporary legal positions in both the Private Practice and In–House markets from Newly Qualified through to Partner and General Counsel level roles. 

 

ABOUT FIVETEN 

The FiveTen Group is one of the world’s fastest-growing specialist recruitment consultancies. 

With over 500 recruitment consultants operating across 22 cities in 13 countries, the group focuses on permanent, contract, temporary and interim positions across all industry sectors.

Our global reach reflects the rationale for the name of our Group: the surface area of the Earth is 510 million square kilometres. (This was suggested by one of our employees in a group–wide competition to name the company).

ASA Online Advertising Clamp Down

By Shireen Smith 

 
Shireen Smith is a solicitor specialising in intellectual property, technology and internet law. Shireen qualified over 20 years ago and founded Azrights Solicitors 6 years ago. Azrights focuses on helping small and medium enterprises protect and exploit their investment in brands, design, and technology, and advises them on doing business online. Looking after SME clients requires unique skills and knowledge; client needs from an IP lawyer are subtly different to those of big business.

The Advertising Standards Authority (ASA), the UK’s advertising watch-dog, was given a broader remit to regulate online marketing earlier this year, bringing adverts on social networking sites like Facebook and Twitter under the same controls as traditional media.

 

The ASA’s Previous Position

Previously, the ASA regulated the content of paid advertisements online, sales promotions and direct e-mail marketing in the UK. Investigating complaints and assessing whether paid advertisements are in line with standards requiring, for example, that they do not mislead customers or exaggerate offerings. This was more limited than the ASA’s authority offline, and did not cover messages on companies’ own websites, or free advertising space where control is in the hands of the provider.

 

Extended Remit Benefits Customers

In 2008-09 the ASA had to reject 3,500 complaints, partly due to the fact that some online marketing was not within the scope of its regulatory role. Now, the UK Code of Non-broadcast Advertising, Sales Promotion and Direct Marketing (the CAP Code) applies in full to online marketing, and the ASA will take into account misleading advertising, social responsibility and the protection of children online. The ASA therefore now also has authority over unpaid marketing communications on, for example, a company Facebook page.

 

What is the impact?

Since its remit was extended, the ASA has targeted a number of businesses online, including providers of homeopathic treatments where, after receiving more than 150 complaints, the authority asked online advertisers to refrain from making ‘claims directly or indirectly that homeopathy and homeopathic products can diagnose/treat/help health conditions’.  TripAdvisor.com also came under scrutiny, after recent allegations that many of its online reviews are faked.

 

So, online businesses should be wary, if they weren’t already, to avoid misleading customers or exaggerating their offerings when marketing online.  Where websites host non-compliant communications, the ASA can request that search engines take down paid links to those sites, and might even choose to run their own adverts to publicise non-compliance with the rules.  If they refuse to comply, advertisers can also expect to be referred to the Office of Fair Trading, and possibly face legal proceedings.

 

Looking for a new legal opportunity? Search and apply for the latest opportunities from on TotallyLegal  

The Branded Olympics

By Chris Hoole 

Chris is a trainee solicitor at Walker Morris in Leeds. Before joining Walker Morris Chris studied English Law and European Law at University where he focused on cyberlaw and cybercrime as part of his dissertation. Since University, Chris has worked both in Dubai and Hong Kong.

With the 2012 Olympics round the corner, businesses may seek to take advantage of this global occasion to draw in profits and jump on the Olympic bandwagon.....

However, in view of the plethora of regulations which control the use of the Olympic brand and the potential ramifications for those that fail to comply, marketing, advertising or branding in this way must be approached with care.

 

What are the Olympic Rights?

The London Olympic Games and Paralympic Games Act 2006 (2006 Act) created what is commonly referred to as the Olympic Association Right (OAR). Through OAR, the London 2012 Organising Committee (LOCOG) is bestowed a number of rights which allow them to control the use of certain identifiable Olympic symbols or similar representations. If a business fails to comply with these regulations or does not seek consent from LOCOG it may face significant damages or injunctive proceedings.

 

Why an Olympic Right?

The Association Right was created, amongst other things, to comply with the requirements of the International Olympic Committee and to ensure, from a more commercial perspective, that sponsors (who will have invested significant sums to associate themselves with the games) are protected against ambush marketers, such as the Dutch beer campaign which saw several women ejected from the FIFA World Cup in 2010 for wearing matching orange dresses.

 

What does the Association Right Prevent?

A person infringes OAR if, in the course of trade, it uses in relation to goods or services, a "controlled representation" in a manner likely to suggest an association between the Olympics and the person providing the goods or services. Controlled representations include: The Olympic Symbol, The Olympic Motto: ‘Citius Altius Fortius' / ‘Faster Higher Stronger’, “Olympic(s)”, “Olympiad(s)”, “Olympian(s)” (or anything similar to them, or translations of them) and equivalent. 

 

Looking for a new legal opportunity? Search and apply for the latest opportunities from on TotallyLegal