The Legal 500

Twitter Logo Youtube Circle Icon LinkedIn Icon

Penningtons Manches Cooper LLP

125 WOOD STREET, LONDON, EC2V 7AW, ENGLAND
Tel:
Work 020 7457 3000
Fax:
Fax 020 7457 3240
DX:
42605 CHEAPSIDE
Email:
Web:
www.penningtonslaw.com

At Penningtons Manches Cooper, we acknowledge that people differ – in ways that are visible such as age, gender, ethnicity and physical appearance, as well as those that are not obvious, for example education, social background, religion, sexual orientation, personal experiences and perspectives. We believe that a diverse and inclusive workforce generates vitality for our firm and helps to shape individuals’ professional development. It is important to us to employ a broad range of individuals to obtain the most extensive knowledge and provide the highest quality service to our clients. We actively endeavour to attract a vibrant and varied workforce from the widest pool of qualified candidates to continually diversify and improve upon that expertise. We are committed to eliminating discrimination and promoting equality and diversity in our policies, practices and procedures and in those areas in which we have influence in the wider community. We employ transparent and all-encompassing policies for our recruitment and selection, terms and conditions of employment, access to training opportunities, promotion, work allocation and any other employment related activities. We run a compulsory diversity training course via an e-learning module to deliver up to the minute information to all members of the firm. We will always take appropriate positive measures (as permitted by the Equality Act) to provide special training and support for groups that are underrepresented in the workforce and encourage them to take up training and career development opportunities.

External partnerships
External partnerships Penningtons Manches Cooper is a signatory of the Law Society's Diversity and Inclusion Charter and endeavours to meet the requirements of the charter in order to ensure high standards are maintained. By observing our diversity statistics, we can track our development and establish where we are having an impact and growing our talent or where further improvements are still needed.

As members of the Stonewall Diversity Champions programme, we demonstrate our desire for excellence in the industry standards for fair treatment of individuals, regardless of their sexual orientation. We are actively working to ensure our workplace encourages all members of the firm to be themselves, whatever background, as we appreciate people perform better and maintain a healthier attitude when being able to do so.

Internal working groups
We have a diversity and inclusion working group leading and implementing initiatives and addressing issues such as the provision of quality work experience to young individuals from less privileged backgrounds in the UK. It is still early days in terms of assessing the impact of such initiatives but we will continue to support them and find ways to track the progress of our firm in achieving greater diversity at all levels.

Our PRIME, Penningtons Manches Cooper LGBT – Straight Allies, community was recently established to focus on ensuring the lesbian, gay, bisexual and transgender community is fairly represented and treated equally within our firm. We aim to introduce more straight allies to the group and continue networking opportunities across the industry to better promote and grow our existing LGBT population.

Legal Developments in the UK

Legal Developments and updates from the leading lawyers in each jurisdiction. To contribute, send an email request to
  • Court of Justice rules on source of income for Derivative Residence applications

    On 2 October 2019, the Court of Justice delivered its judgment in Bajratari v Secretary of State for the Home Department (Directive 2004/38/EC) Case C-93/18 which concerns Chen applications and the source of funds for self-sufficiency. 
  • End of the ‘centre of life test’ in Surinder Singh cases?

    In the recent case of  ZA (Reg 9. EEA Regs; abuse of rights) Afghanistan   [2019] UKUT 281 (IAC ), the Upper Tribunal found that there is no basis in EU law for the centre of life test, as set out in Regulation 9(3)(a) of the Immigration (European Economic Area) Regulations 2016 (the “Regulations”). It further found that it is not to be applied when Judges assess  Surinder Singh  cases that appear before them.
  • Terms of employment as a sole representative

    In this article we examine the working arrangements of sole representatives, looking at the terms and conditions of employment that the Home Office will expect a sole representative to have in order to qualify as a representative of an overseas business.  
  • Can Sole Representatives Be Shareholders?

    The Immigration Rules require that an applicant for a  sole representative visa  is not “a  majority shareholder in the overseas business”.
  • Immigration Skills Charge - A Guide for Employers

    As a Sponsor, you may be required to pay the Immigration Skills Charge (ISC) each time you sponsor a migrant in the  Tier 2 General  or  Intra-Company Transfer (ICT) Long-term Staff  subcategory.
  • 5 FAQS about paragraph 320(11)

    In applications for entry clearance where the applicant has a negative immigration history in the UK, the application may be refused under the general grounds for refusal, which are found in part 9 of the Immigration Rules. Where an applicant has  ‘previously contrived in a significant way to frustrate the intentions of the Immigration Rules’,  the application could be refused under paragraph 320(11). In this post we look at five frequently asked questions about paragraph 320(11). 
  • Multiple nationality and multiple citizenship (including dual nationality and dual citizenship)

    British nationality law permits multiple nationality and multiple citizenship, including dual nationality and dual citizenship.
  • Applying for Indefinite Leave to Remain in the Exceptional Talent or Promise Category

    The  Exceptional Talent  and Exceptional Promise categories are for individuals who are recognised leaders or emerging leaders in their field of expertise. There are a number of endorsing bodies for lots of different fields of work, including  artists and musicians ,  architects ,  digital experts ,  scientists  and  academics . While there isn’t an endorsing body for every expert, the growing list means that many individuals could enjoy the flexibility that this category has to offer. 
  • PARALLEL PROCEEDINGS – CIVIL AND CRIMINAL

    Syedur Rahmanconsiders the factors that determine when civil proceedings can go ahead before,or at the same time as, criminal proceedings relating to the same circumstances.
  • Rights of appeal after the Immigration Act 2014

    The Immigration Act 2014 (“the 2014 Act”) reduced the circumstances in which the refusal of an immigration application will give rise to a right of appeal. The  explanatory notes  to the 2014 Act state that the Act was intended to restructure rights of appeal to the Immigration Tribunal. Previously, a right of appeal to the Immigration Tribunal existed against any of the 14 different immigration decisions listed in s.82 of the  Nationality, Immigration and Asylum Act 2002  (“the 2002 Act”). As explained below, whether or not the refusal of an immigration application currently generates a right of appeal depends on the subject matter of the application rather than its categorisation.