UN Global Compact
- Principle 1: Respect of Human Rights
- Principle 2: Not compliant in human rights abuses
- Principle 3: Freedom of association and collective bargaining
- Principle 4: No forced or compulsory labour
- Principle 5: Abolition of child labour
- Principle 10: Work against corruption and bribery
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Progress on 2026 ambitions and 2025 targets
2025 Target |
Status |
Progress |
|---|---|---|
Launch a mentoring scheme with Women’s Work Lab to add to the successful work experience programme we have been participating in for the last four years. |
Complete |
Completed first mentoring programme with Women’s Work Lab with 5 mentees. |
Have our Modern Slavery Statement externally assessed to ensure we are committed to promoting human rights and fair employment and reporting on the work we are doing to prevent modern slavery. |
In progress |
Unseen reviewed our 2024 Modern Slavery Statement. We will be implementing their recommendations with a full internal review of our statement that will be published in 2026. |
2026 Ambition |
Status |
Year 5 progress |
To invest in emerging talent, including school leavers, apprentices, graduates, and trainee solicitors, enabling at least 300 new career opportunities. |
On track |
During 2024/25 we hired 27 trainee solicitors, 8 apprentices (5 legal and 3 business services), and 31 Client Support team members. |
o have at least 95% of suppliers paid within 60 days. |
Complete |
95% of our suppliers were paid withing 60 days for the last two years. |
Key performance indicators
Data shown is from our baseline year and the last three years.
Employment and human rights
*Our Modern Slavery e-learning completion rate fell from 98% in 2024 to 53% in 2025 due to an error with our processes meaning reminders were not sent. This has been corrected with improved completion rates anticipated.
Headcount
Human rights and Modern Slavery
We remain committed to upholding internationally recognised human rights standards, guided by the UN Global Compact, the Universal Declaration of Human Rights, the International Labour Organisation (ILO) core conventions, and the UN Guiding Principles on Business and Human Rights.
Our governance framework includes a Modern Slavery Statement, Human Rights Policy, and Responsible Procurement Policy. We have introduced a Supplier Code of Conduct and will be enhancing our supplier due diligence processes over the next 12 months through a new online assessment tool.
As a law firm, our professionals are bound by the Codes of Conduct set out by the Solicitors Regulation Authority and the Law Society of Scotland. We support our people through an Employee Assistance Programme, Whistleblowing Policy, Social Dialogue Principles, and a clear process for raising concerns. We respect the right to freedom of association and collective bargaining. Whilst our workforce is not unionised, we maintain regular engagement through internal networks, representative forums, anonymous surveys, and listening sessions with our Managing Partner and Chief People Officer.
We also continue to partner with anti-slavery charity Unseen, recognising the importance of addressing factors that contribute to vulnerability and exploitation. This year, Unseen reviewed our Modern Slavery Statement, enabling us to prepare a refreshed statement for publication in 2026. Unseen will also review our Human Rights Policy. Both will reflect the latest legislation and best practice guidance. We also supported Unseen through a £3,000 donation to their Big Give Appeal to fund their vital work supporting victims of modern slavery.
Read our latest Modern Slavery Statement here.Access to employment
Enabled Candidate Scheme
The Enabled Candidate Scheme is a bespoke employment initiative designed to support neurodiverse individuals into sustainable roles, developed in partnership with community organisations like Send2Work and We Work for Everyone.
The scheme offers tailored part-time roles (typically 4–8 hours per week) with flexible onboarding, job coaching, and adjustments to accommodate individual needs.
The scheme emphasises inclusive recruitment practices, bypassing traditional interviews in favour of discovery sessions and role-matching based on strengths. We now have two successful candidates in roles within the People Team in which both have increased their working hours and settled into their roles.
Women’s Work Lab
We have partnered with Women’s Work Lab (WWL) since 2020 to support unemployed mothers re-entering the workforce through training, mentoring, and work placements. Each year, the firm hosts a four-week placement for a mum from the Bristol cohort, offering hands-on experience and career insight.
The firm also provides meeting space, insight days, and mentoring opportunities for both current and graduate mums, with several colleagues actively involved.
In 2025, we launched a mentoring scheme in collaboration with WWL, pairing employees with mums to share career journeys and build confidence. The partnership has led to employment outcomes, with two past participants securing roles at WWL and one graduate mum joining our Client Support Team.