Is funding defendants the future of disputes?

illustration of hand holding dollar sign

Despite initial reluctance from corporates and law firms, litigation funding has become a more accepted feature of the US commercial litigation landscape, although it has only been largely embraced by plaintiffs thus far. That, however, may be about to change as funders are expected to step up their pursuit of defendants.

Litigation funders provide all or some of the financing to cover the costs of disputes. In return, they receive a slice of the winnings if the case is successful; this may be a percentage of the damages or a multiple of the amount of funding provided. If the case is not successful, the funder may simply lose its investment.

For investors, it is easy to see the allure of an asset class which is uncorrelated with economic cycles, particularly in the context of low interest rates or stock market volatility. Litigation funding has proved an attractive option for major investors, including hedge funds. The potential returns are large, although the unpredictability of litigation, and the confidentiality of the agreements, can make it a tricky asset class to analyse.

Third-party funding has not always been greeted with open arms, though. Steven Davidson, partner at Steptoe & Johnson, notes how the largest law firms have historically represented defendants, rather than plaintiffs, in personal injury, wrongful death, and mass tort litigation, which may account for such firms feeling a level of suspicion towards funders.

‘I think that’s changed, because a lot of the litigation funding has moved into traditional commercial disputes, where there isn’t necessarily a real dichotomy between plaintiff and defendant,’ Davidson says. After all, he adds, ‘it’s certainly commonplace for a large company to have a commercial dispute with another large company or a country’.

Mark Goodman, co-chair of Debevoise & Plimpton’s litigation team, notes: ‘Litigation funding is more routinely being used to fund business-to-business disputes, which are the types of cases in which large, traditional firms feel comfortable being involved. Commercial contract disputes, for example, don’t raise the kinds of conflicts for firms like our firm that might arise in, for example, mass tort cases.’

Funders are also increasingly visible in the market, touting for work. ‘More and more funders are reaching out to lawyers or law firms to see whether their clients would like to consider litigation funding,’ says Tad O’Connor, partner at Kasowitz Benson Torres. ‘Ten years ago it wasn’t very common, but now, most lawyers who are handling large, sophisticated disputes will receive outreach from potential litigation funders.’

>Access to justice?

Proponents of litigation funding argue that it allows plaintiffs to pursue meritorious claims which they may not have sufficient resources to fund themselves. This access to justice argument is certainly appealing in what can be a prohibitively expensive legal system. Not everyone shares this rosy view, however, and some commentators ask whether an industry centred on profit-making can rely on arguments about fairness.

‘One obvious area of concern is that the litigation funder will have inappropriate or undue influence on the plaintiff being funded,’ says Goodman. ‘However, in our experience, as long as we are working with a funder who is ethical and who has put in place an appropriate funding agreement and other governing documents that clearly define the funding entity’s role, this has not been an issue.’

Gerry Silver, leader of Sullivan & Worcester’s litigation group, notes that while funders typically want to receive updates on their investment, they do not dictate the strategy. ‘If the funder is aligned with the law firm, they’ll trust the firm to do what is in it and the client’s best interests. Then it’s all set up so that the funder benefits too.’

Still, the fear that funders could try to direct a case is a pervasive one. Others question whether the introduction of a third party could reduce the plaintiff’s own financial incentive enough to affect their interest in the case.

There are also operational questions. As large amounts of money are now being directed towards litigation funding, some fear this could lead to weak claims being pursued, simply because money is available. The obvious counterargument is that funders want to make good returns, and will only invest in cases likely to succeed.

Unsurprisingly then, successful funders will employ experienced lawyers, previously from leading law firms, who can effectively analyse a case. ‘These people know what they are doing,’ says Silver. ‘They know what the problems could be, and they know the upside and the potential cost.’

The best-known funders are those which have been around the longest, like Burford Capital and Bentham IMF, but there are newer players too. ‘The number of litigation funders seems to be increasing, almost exponentially. There used to be a handful of big players, but we’re learning about lots of new entrants to the market,’ says Tariq Mundiya, chair of litigation at Willkie Farr & Gallagher. ‘The more new entrants to the market there are, the more competitive and potentially saturated the market for litigation funding becomes.’

>Disclosure issues

As third-party funding becomes increasingly prevalent, the courts have more opportunity to consider the technical issues which the industry raises. ‘If the plaintiff is receiving litigation funding, a key question is whether that should be automatically discoverable,’ says Mundiya. ‘Should there be mandatory disclosure? There are arguments on both sides, but I think that transparency in a dispute always helps.’

Many courts have thus far been reluctant to compel disclosure of funding documents, often referring to the work-product doctrine, which protects from discovery certain materials prepared in anticipation of litigation.

In Viamedia Inc v Comcast Corporation et al, before the Northern District of Illinois in 2017, the defendant sought production of documents disclosed by the plaintiff to prospective funders. The court found the documents were shielded from discovery, and that protection had not been waived.

This decision concurred with an earlier case, Miller UK Ltd v Caterpillar Inc. Here, the court held that materials provided to prospective funders under a nondisclosure agreement were protected.

In 2018, the New York City Bar Association established a litigation funding working group, which is studying the issues involved in third-party financing, including disclosure. It expects to publish a report by the end of 2019 and has invited comments from stakeholders.

‘Although the practice of litigation funding has become much more prevalent,’ says Davidson, ‘it is still not exactly clear whether courts and arbitral bodies will just accept it as a normal part of the litigation process, or whether they’ll show some scepticism towards it.’ While it is clear litigation funding is playing a role in the US commercial litigation market, what remains to be seen is how far new developments, such as those in defence-side funding, might impact the industry – and the litigation landscape – in the future.

‘There’s a fair amount of money in the market from litigation funders and other investment vehicles – like hedge funds – and they’ll be looking for new ways to make investments,’ remarks Davidson. ‘Funders moving to the defence side could be the next trend.’

Davidson is not the only lawyer to speculate on funders investing in defendants' cases in the near future. How this could work in practice, however, is not yet clear, but the legal market – and this particular researcher – will no doubt be watching with interest.

GCs as the ‘ultimate integrator’

photo of switzerland

I recently enjoyed a whistle-stop trip to Zurich. During 49-hours on Swiss soil, I met with a number of law firms and attended The Legal 500’s 6th GC Summit Switzerland in the opulent surroundings of the Baur au Lac (lakey me). Although my time in Zurich was short and sweet, it was rich both in terms of confectionery and the discussions I had with firms and in-house teams.

My visit came only two days after a public vote on the country’s corporate tax regime, which saw the electorate vote to remove the preferential tax breaks currently enjoyed by multinational companies. Some feared the move, which will enter into force in January 2020, could spark an exodus of multinationals refusing to pay the same tax rate as local companies, as high as 24.16% in Geneva.

Although companies will lose the advantageous tax rates previously enjoyed, they will be able to claim deductions on research and development spending and income from patents. Moreover, in tandem with the nation-wide vote, Geneva – home to many multinational companies – held its own referendum on a new baseline corporate tax rate. It is intended that the reduction to 13.99% will maintain Geneva’s competitiveness as an economic market, as well as its employment levels, and soften the expected blow for multinationals based in the canton.

The new regime will also bring Switzerland in line with Organisation for Economic Co-operation and Development (OECD) rules and has been cautiously welcomed by the EU, which had long argued that the old structure was an infraction of competition rules. Despite being outside of the EU, Switzerland has a close relationship with it as a ‘third party’ country; in recent times though, the relationship has grown increasingly fractious, with the EU keen to formalise ties through the introduction of an institutional framework. Switzerland has until the end of July to decide whether or not to accept this framework.

As a neutral observer, it will be interesting to watch how Switzerland’s relationship with the EU evolves and whether changes to the tax regime will result in any tangible impact on the country’s in-house community (it wasn’t flagged as an issue in my discussions with in-house counsel). For now though, I’d say that the multinational companies headquartered in a country famous for inventing velcro will stick around.

One other hot topic currently enjoying its moment in the spotlight globally is the thorny subject of data. Data-related issues have created a stream of work for firms, particularly the question of how companies can use data in a legally compliant way, including storing, analysing, and using data in the long term. This topic has come to the fore more prominently in light of the GDPR entering into force in May 2018 and, as an industry-agnostic regulation, its reach is widespread, creating a cascade of work for lawyers, particularly on the regulatory side. Fortunate then that data privacy and data protection is newly included in our list of practice areas for Switzerland in the upcoming EMEA 2020 research.

Legal tech was another issue that came up frequently during meetings. While several firms had already embraced automation tools – and many others were of the view that we are only at the beginning of what is possible – there was also a pervasive insecurity in the market concerning legal tech’s disruptive influence and its potential impact on the value chain. The majority of firms, though, were positive about advances in legal tech, particularly the opportunities provided to automate certain tasks, as well as greater flexibility for remote working, and the potential to predict case outcomes through analytics.

From the client perspective, legal tech also offers the opportunity for any savings by firms to be passed on to the buyers of legal services. This is ever-more important for in-house teams that are increasingly operating under squeezed budgets, where the objective set by boards is to reduce the outlay on external legal services rather than to achieve a flat spend. Indeed, this drive towards austerity was identified as a ‘pain point’ by the GC Summit’s keynote speaker, Mo Ajaz, global head of legal operational excellence at National Grid. The event, which was sponsored by Loyens & Loeff, brought together the top talent in Switzerland’s in-house community for a programme that included a fireside chat and panel discussion focusing on the pressing issues concerning Switzerland’s GC community.

Attendees were introduced to the idea of the GC being the ‘ultimate integrator’, aligning both business and legal interests in striving to achieve the goal of operational excellence. What became apparent was that GCs are primarily focused on the value-add that external counsel can provide, particularly the ability to horizon-spot risks in light of new legislation. Conversely, no GC appreciates the numerous samey Brexit-related emails from their various panel firms clogging their inbox every time there is another non-existent development concerning the UK’s withdrawal from the EU. Unlike Swiss chocolate, sometimes less is more. Lawyers and their marketing teams should take note.

The benefits of being ‘other’

Ron Urbach

How would you define your firm’s culture? How important is firm culture to you?

Our culture is a reflection of our firm’s history and core values, grounded on the concepts of family – care, respect, understanding, integrity and service; history – learning from and respectful of the past; entrepreneurial spirit and business focus; and always putting the client first.

Having a strong culture provides a competitive advantage in the legal marketplace and allows our firm to focus outward – on clients and their needs, not inward.

What’s the main change you’ve made in the firm in the past few years that will benefit clients?

We have continued to focus on the firm’s strategic vision and invest in core practice areas of the firm: (1) advertising and marketing sectors and related areas of the law; (2) core competencies of real estate, including leasing, retail, and developer; (3) labour and employment practice, focusing on the– financial services, marketing and communications, hospitality and various service sectors; (4) middle market M&Amp;A; and (5) creditors’ rights and insolvency.

Our strategic vision and how we train our team supports the overall objective of providing client centric service. We strive to be the modern era counsellor. Our attorneys provide not just excellent legal work but superior client service, value-added knowledge, and practical judgement and experience—all at the highest levels. Our training programme and internal structure are designed to ensure consistent and top-notch delivery of client service.

You’ve remained a firm that is compact and focused on core areas. Do you see that as the firm’s future, or are you looking at expanding your reach?

Law firms are undergoing fundamental changes, which will result in two types of firms in the future. One of them will be the super large firm that provides geographic distribution and reach with large numbers of attorneys in multiple locations. The other type will be a mid-sized firm, characterised by strategic focus; ‘best of the best’ industry/legal expertise, experience and specialised knowledge; practical business-focused judgement and client service; control over costs and overhead; and a strong culture.

Davis&Gilbert is the ‘other firm’. Our strategy is to provide added value to all that we do for our clients. Within our core competencies, we provide knowledge, experience, and expertise for both the law and business practice. We provide judgement and insight; we provide information and guidance; and we provide excellent legal work. This is fundamental to who we are and in terms of the current state of the law firm industry, this makes our firm the right firm at the right time.

The firm has a strong track record of organic growth. What have you found is the best way to retain talent – both at partner and associate levels?

The attraction of the best talent at all levels is critical for our firm. The fact that our firm has a strong culture, well-recognised areas of excellence and provides great opportunities for advancement allows the firm to both recruit and retain nothing but the best talent. We also are committed to cultivating a diverse workplace, which is vital in recruiting and retaining talent and providing our clients with the widest range of ideas, experiences, and approaches to address their issues. When you add to this mix a strong combination of compensation and work-life balance, it is a winning formula.

The firm is best known for advertising and marketing practices – in an increasingly changing digital market, how to you ensure the firm stays ahead of the game?

What is fundamental in the marketing and advertising sectors, and their relevant areas of law, is fast-paced change with leading edge creativity and technology. Working as a lawyer in this area means that there is always a level of uncertainty. This means that answers may not be clear cut and business practices may be of first impression.

The only way to keep up with this fast moving industry is to be inextricably and consistently involved in all aspects of the business, the practices and the law that applies. This includes practicing law in the advertising and marketing sector in high volume, covers an expansive range of matters (from Lanham Act claims to agreements to regulatory disputes), with multiple clients across all industries, in all types of media (traditional, social and digital), content, forms, and styles. It also means deep industry involvement and staying current on the newest technological, business, and regulatory developments.

Davis&Gilbert is recognised as an industry player in the advertising and marketing space. Our expertise and thought leadership is regularly sought after in emerging areas such as data privacy (including the new California Consumer Privacy Act), mobile advertising, cross-device tracking, and influencer marketing.

The firm’s industry experience contributes to our knowledge, expertise, and judgement that, combined with an unparalleled history and work in the space, allow the firm to be on the leading edge. We are and remain the tip of the spear in all that we do.

Differentiation is critical to buyers of legal services – how do you stand apart from the rest of the market?

We provide exactly what a client in today’s legal marketplace seeks – the highest quality legal knowledge, deep industry expertise and experience, industry-recognised leadership and superiority, value-added service and advice, superior personal service, consistency and stability in firm structure and personnel, strong culture and identity, entrepreneurial and innovative action, and a passion for delivering the best and being the best.

Our industry involvement is a huge value-add to our clients. It allows us to provide practical, business-oriented advice because we truly understand our clients’ business and their objectives. The firm’s structure is the antithesis of the global, multi-office firm that focuses on growth by lateral partner acquisition and corporate takeover – both of which have the negative consequence of driving up costs and negatively impacting law firm culture and focus. Instead, Davis&Gilbert offers a positive culture with stable personnel that result in an efficient and cost-effective delivery of legal services.

What do you think are the top three things most clients want and why?

Clients want a trusted advisor who (1) understands and knows their business, (2) can bring expertise, experience and specialised knowledge; and (3) can provide practical, reasoned judgement to help clients make effective and successful decisions.

Since becoming chairman, what has surprised you most, either internally or externally?

My role is different than many other chairpersons in that I have a full and vibrant client practice. I have the benefit of a strong chief operating partner and an active management committee that allows me to perform my duties as chairman and to continue to focus on clients, new business, and strategy for the firm. There have been no surprises because my senior leadership team is incredibly talented that we have been able to continue along the strategic pathway of the firm to even greater success.

Polycentricity sets us apart

Severine Hotellier

How would you define your firm’s culture?

Dentons is a challenger brand and we are trying to build the law firm of the future together, so it is a very exciting place to work. Our culture is extremely important to us, so we have built a unique culture around five core values: passion, foresight, collaboration, value creation, and perhaps most famously, polycentricity.

Being polycentric means we have no one global headquarters and we reflect the diversity of our clients and of the communities in which we work and live.

What are the biggest challenges facing firms in France?

Law firms are facing many of the same challenges that many of our clients are facing. Firstly, we are seeing fierce competition, not only from other international law firms, but also from non-traditional sources such as the Big Four, technology companies, and alternative service providers. At the same time, our clients have more sophisticated demands so they need law firms that can innovate to fill those demands and deliver services better, faster, and cheaper.

What have you found is the best way to retain talented partners and associates?

I believe the best way to attract people is to give them the opportunity to grow and develop, both personally and professionally. This can be by doing challenging work for interesting clients. It can also be through coaching, or innovative development programmes, such as our award-winning senior development programme. We have also recently launched a new associate development programme for lawyers with three-plus years of experience who are on the senior associate promotion track.

Another important way to retain great talent is to give people a sense of purpose. At Dentons we encourage our lawyers to be active on pro bono work as well as sustainability and diversity initiatives.

Diversity is increasingly important to clients. How do law firms become more diverse, especially in leadership positions?

We are already diverse in terms of geography, language, and nationalities, and we proudly offer clients talent from diverse backgrounds with deep experience in every legal tradition in the world. We have created a global and a Europe diversity and inclusion committee to help drive initiatives to make Dentons even more inclusive.

One of the areas we are focusing on most is women’s advancement. We have many amazingly talented and inspirational women professionals, but the fact is that not enough of them are making it to partner. This is an issue not only at Dentons, but in our profession as a whole. We are tackling this from a number of angles.

First it is about communication. We are having an open dialogue about the issues faced by women professionals, and are actively promoting the successes of our women leaders. It is also about building networks. We have created the WomenLEAD network within Dentons, and also hold networking events for our women clients. We recently conducted a working parents survey to find out what forms of support would help our people better balance their work and home responsibilities.

And finally, it is about development. Women typically make up about half of the participants in our leadership development programmes which are a key stepping stone towards partnership.

How can law firms best encourage innovation?

In terms of innovation, Dentons is probably best known for our Nextlaw Labs business, which works with legal tech start-ups to find ways to transform the legal profession. We are also looking at our own operations.

We have created a digital and innovation group, made up of people who are passionate about innovation. The group is focused on developing new digital services, digitising our knowledge, finding ways to engage with our clients and help them understand the innovative solutions we can already offer.

One other unique approach we have introduced is to treat work on innovation projects the same as chargeable work. Any lawyer can put forward an innovative idea, and if that idea is approved, the hours they devote to further developing that idea are rewarded the same as for billable client work.

Since innovation usually comes from collaboration, we are also looking to engage our people more widely in the creative process. We have an ideation portal, where our people can share their ideas and comment on the ideas of others and develop them into actionable projects. Last year, we had a global innovation competition, where people from around the world shared their ideas for new products.

How do you stand apart in a crowded legal marketplace?

Firstly, as the world’s largest law firm, we offer our clients wider geographic coverage than any other firm, and this is important because we are seeing more and more clients rationalising their legal panels down to a small handful of law firms that can serve them across all of the markets in which they operate. And with more than 9,000 lawyers, we are also more likely to have the exact lawyer with the exact skills a client needs than any other law firm.

We are also unique in our polycentric culture. We are deeply rooted in each local community and understand the local business culture and legal framework. What works in New York does not necessarily work in Paris or Baku, and we understand that.

What are the top three things clients demand of their lawyers?

I believe that first and foremost, our clients expect us to be responsive. In today’s fast-paced environment, they expect their lawyers to be available anytime anywhere, and to answer their questions right away – tomorrow is usually too late.

They also expect good value, which means not only competitive fees, but also transparency and control over their legal spend, while also providing quality advice.

And finally, and probably most importantly, they expect us to deliver results, and often that means going beyond just legal advice to provide business solutions.

Since becoming managing partner, what’s surprised you most about running a law firm?

I took over as managing partner on 1 January, so I have just recently completed my first 100 days as a leader. What has surprised me most so far is simply how many different issues a managing partner needs to address.

On any given day, I am a coach, a mentor, a moderator, an office manager, a decision maker, a business developer… and all of this on top of maintaining my legal practice. Luckily I have a fantastic team, who support me in all these areas.

Invent, move forward, collaborate

George Frowein and Rainer

How would you define your firm’s culture? How important is firm culture to you?

Throughout the existence of Hengeler Mueller, we have preserved a close and cooperative culture within our partnership. We regard this as a very precious element of our firm and key to our success.

Most Hengeler Mueller partners spend their whole career at the firm. In a sense, we all grew up together here, professionally. A prime component within the partnership is our full lockstep model, which fosters a unique sense of family and joint sharing, and which helps to put the right minds together, collaborating at the right time.

We bring exceptional talent and experience together to best serve our clients: That is what we always strive to achieve and what we continue to be proud of.

What’s the main change you’ve made in the firm that will benefit clients?

We are not a top-down driven firm and therefore changes are not made by order of the management. Having said that, a key factor for the success of our practices is our integration of different practice groups.

In this regard, we as managing partners constantly seek to support and encourage the collaboration between the different practice areas of our firm and encourage our partners to cross borders, moving back and forth, bringing the right minds together at the right time: For instance, our corporate practice is closely linked with our M&A and capital market practices; indeed, our M&A and corporate lawyers are versatile and competent in both fields.

What do you think are the top three things most clients want and why?

Most importantly, our clients want agile and quality-focused lawyers who are able to move fast and in creative ways.

Secondly, they want honest advice, also when the advice reveals that there are difficulties on the way forward: There will be instances where any good advisor must concede that there are no mitigants. Then we can help our clients by providing a reliable basis to make an informed decision, and work with our clients to navigate through the risks – being our clients’ trusted advisor in untested waters.

Thirdly, clients want their trusted advisors to think and offer coverage on a multinational basis. Our model for this is simple – we advise on headline international deals by leading unified, hand-picked teams of the best lawyers across the globe within our network of best friends firms.

By doing this, we believe that we are a cut above our competition because we are not constrained by a fixed, branch network and so we don’t have to cross-sell lawyers who may not be at the cutting edge and may not have the most textured feel for local needs and local regulation – we have the freedom to pick and lead the best team for the job. In other words, we don’t believe in the straitjacket and patchiness of branch networks.

What does innovation mean to you and how can firms be better at it?

Innovation is the ability to think ahead – a feel for new developments, taking new paths, defining new boundaries. This may be about how to respond to new legislation (on German investment control or data protection, for example), how to develop the best defense line in complex litigation, or about new corporate tools such as the scrip dividend in Germany.

We strongly believe that innovation is a key task for each individual working at Hengeler Mueller (and not only the management) – which fits extremely well into our firm culture fostering our approach of swarm intelligence.

Is technology changing the way you interact with your clients, and the services you can provide them?

New technology comes to us in many forms, it is a constant flow of innovation, some smaller and gradual, some larger and more radical. Through our Hengeler Mueller LegalTech Center, we watch, test, pilot, and adjust our tools almost all the time.

When it comes to information sharing and data analysis, technology has affected our business already and will continue to do so in the future. Today, we make heaps of information readily available, both client-related and know-how-related, which we constantly grow and harvest. However, a large part of our legal work transcends data analysis. What we do and sell is data- and fact-based judgment – it is mostly about allocation of risks, about the right thing to do in a particular situation, and the proper way to communicate.

What are your firm’s policies on diversity and inclusion?

Offering a diverse working environment is one of the key elements of our working culture. As for gender diversity, we have continued to develop our Best Friends Women’s Initiative, a joint initiative to promote female lawyers and strengthen the international network of our female lawyers.

Other measures to recruit and retain women at Hengeler Mueller in particular, both on a national and international level, have also proven to be highly effective and include the annual Hengeler Mueller Women’s Day, monthly meetings and the Best Friends Female Leadership Program to name just some of a multitude of networking events. We are also proud of our LGBT network (HM Pride).

Passion and determination alongside an excellent legal educational background are key factors for a successful career at Hengeler Mueller regardless of personal background, religion, gender, or sexual orientation. We are committed to provide our lawyers with the biggest possible freedom for personal development and to encourage creativity as well as individual initiative and responsibility.

We have also further enhanced our flexible working arrangements offering our lawyers a working environment that best suits their individual needs and personal circumstances. This now comprises a number of combinable flexible working arrangements open to female and male partners, counsel and associates, including part-time work, home office, sabbaticals, and parental leave.

How have your roles/involvement in client-facing work changed since becoming managing partners?

Not much to be honest – we continue to believe in a lean management and not too much interference of management with the desks of the individual partners. Our key task is to organise the swarm intelligence and thereby support the creativity for each individual lawyer at our firm to give his or her best at work. By doing this, we have not changed our role in client-facing work which accounts for about half of our working time.

What advice would you give to the next generation of partners looking to rise the ranks?

Quite simple and straightforward: Always invent, always move forward, always collaborate. Be vibrant, make a mark. And choose the right platform (such as Hengeler Mueller) with a true ‘esprit de corps’ of partnership, generosity, and collaboration which not only allows you to grow professionally but also gives you inspiration and (most importantly) fun.

What are the biggest challenges facing firms of your size in Germany?

Recruiting and retaining highly qualified top-notch lawyers is a key challenge for any independent firm striving to constantly maintain the quality of its legal work and expertise. In a dynamic market, competition for talent is therefore our high-priority challenge. Following a successful onboarding, training is key for the retention of our young talents and an essential part of our routine.

One example: All incoming Hengeler Mueller associates are automatically registered at the University of St. Gallen, where we have designed a five-year programme for our associates focusing on law (as it is applied and needed in the real world), economics, and a broad range of soft skills. On completing the five-year programme, our associates receive a Diploma of Advanced Studies, which is equivalent to 50% of the Executive MBA. Why do we do that? Because it takes more than law to make a good lawyer.

We are committed to absolute standards of service to our clients. We want our lawyers to understand the way our clients think, to see the broader context, and to be fully aware of the consequences of what we contribute.

Gavin Vallely: A true industry focus

Gavin Vallely

What’s the main change you’ve made in Australia that will benefit clients?

When we established HFW’s first office in Australia in 2006 our principal service areas were shipping and commodities, being the industry sectors for which the firm is widely recognised internationally as having market-leading expertise. Australia generates about 10% of the world’s bulk freight requirement across the mining, agriculture, and energy sectors so in many respects Australia was a logical jurisdiction for HFW’s business model.

The firm’s presence in Australia provided our Australian clients with the option of a ‘one stop shop’ to service their global logistics and trading requirements through the firm’s fully financially integrated network of offices, and international clients with a trusted adviser in a key market.

Working examples of collaboration between the firm’s Australian and overseas offices in relation to Australian clients include advising on major shipbuilding projects in Europe and China, LNG trading from the Gulf of Mexico to South America, sanctions impacting trade into North Africa and the Middle East, acquisition of mining assets in Indonesia, major business interruption and property loss insurance claims in Africa and South America, marine casualties in China and Japan involving Australian bulk cargo, and enforcement of arbitration awards in China.

Over the past decade the firm has broadened its service offering both in Australia and across its international network to support our clients’ diversification of their businesses and entering new geographies which, for many international clients, has been Australia. In particular, we have focused on growing our capability to service domestic and inbound investment in supply chain infrastructure such as ports, warehousing and inland terminals, as well as mining and offshore oil and gas development, with the projects and construction group now being the firm’s largest practice area in Australia.

The firm’s development in Australia has been underpinned by a combination of organic growth and strategic lateral recruitment. This involves a longer process to build the business, however, we saw this as important to maintain the firm’s culture during this phase of our development rather than leaping into a major combination. This approach has allowed us to implement a growth strategy that is underpinned by the needs of our clients. Today our Australian practice can provide a ‘one stop shop’ across all of the firm’s six key industry sectors of shipping, construction, energy, commodities, insurance, and aerospace.

After opening our first office in Melbourne in 2006 we opened offices in Sydney and Perth, in 2009 and 2011 respectively, and are able to offer a truly national service in Australia.

Is technology changing the way you interact with your clients?

Absolutely, how we deliver legal services has undergone revolutionary change over the last decade, and this is largely attributable to technology. Clients are streamlining their businesses to be more efficient in how they serve their customers and they expect the same of their legal service providers.

Excellence in the quality of work product is a given, with accessibility and responsiveness becoming increasingly critical KPIs with technology driving a paradigm shift in clients’ expectation regarding the delivery of legal services. In practice, this means it is essential to embrace innovation as a point of differentiation in providing services. Building personal relationships with our clients remains a core value and we combine extensive face-to-face-time with technology platforms that allow clients to resolve issues in a streamlined manner.

One of the technology-driven services we have developed is the workplace advisory online platform iRES, which connects clients to their workplace relations team through a subscription service. iRES allows clients to log and track queries from any device and choose the required response time. It also provides access to reporting tools, which help clients understand trends and key issues in their business and identify areas for development for the HR team and managers.

The tiered system means that clients can limit user access to certain types of queries. Overall it is like having your own in-house legal team with the expertise of external legal advisers.

What do you do differently from your peers in the industry?

The firm is truly industry focused and has been since its inception in the late 1800’s which sets us aside from other law firms. In addition, all of our industry sectors are international, which underpins the firm’s entrepreneurial and adaptive mindset.

Our clients are moving commodities across countries, ports, terminals and oceans, running major energy-generating businesses, overseeing large-scale property and construction projects, including those offshore (and often in remote and/or hostile locations), and rely on our depth of experience to assess and manage legal risks in supporting their endeavours.

We have purposefully built the full spectrum of services we need to support our work in these areas, which means that no other firm in the market is able to advise clients on their high-value and high-risk projects across these six sectors – shipping, commodities, construction, energy, insurance, and aerospace – the way we do. Because of the nature of our work it is important that clients have unrestricted access to partners and senior staff, coupled with the cost-effective technology tools mentioned above.

What trends are you seeing in the legal services market?

There is an expectation that law firms align their value proposition with the commercial environments in which their clients operate. An unsurprising trend is that clients require greater certainty of their legal spend with a shift in pricing towards fixed and capped fee arrangements for contentious and non-contentious work, and the chargeable hour approaching its used by date.

From a resourcing perspective, we expect to see continued growth in the proportion of our personnel entering into agile working arrangements, with some already operating on a ‘hot desk’ basis.

Clearly technology is key to achieving the efficiencies required to meet clients’ expectations and providing the necessary support for lawyers and business support personnel.

You recently took on an employment team from Dentons. How does this feed into the firm’s strategy for Australia? Do you see employment as a growth area for HFW?

While employment and industrial relations is a key service area for many of our clients this is particularly the case for clients in the marine, ports, logistics, construction, mining, energy and agribusiness sectors. It has been part of our business plan for many years to grow our capability in employment and industrial relations, and Mark Sant and his team were a perfect fit for us.

The regulatory landscape in Australia is becoming increasingly complex, and industrial disputes present one the greatest risks of disruption to our Australian and overseas clients’ business interests in Australia.

Yes, I definitely see this as a growth area for HFW in Australia, with many of our offices globally also looking to expand their employment services offering.

What advice would you give to the next generation of partners?

The fundamentals remain the same in that commitment and innovation have generally led to success. Legal practice has been undergoing significant change for the past 50 years so change is nothing new and those who embrace change are far more likely to succeed.

However, the rate of change has increased and it is essential to look ahead and continuously reassess how your practice will be relevant to clients’ business in the next three to five years. Also strive to become clients’ trusted adviser, which requires an understanding of their business and the markets they operate in.

Focus on specialising in areas that are less susceptible to becoming commoditised and will remain an essential element of clients’ business.

What are your firm’s policies on diversity and inclusion in Australia?

Diversity has been a strategic priority of the firm for several years. In many respects it is part of the fabric of the firm as our business operates across culturally diverse geographies as is reflected in the composition of our clients, our people, and the firm’s culture of inclusiveness.

We are committed to achieving gender equality in all areas of our business and have set a target of 30% female partners by 2020. More than 50% of our construction lawyers in Australia are female and Carolyn Chudleigh who leads the team in Australia is also the firm’s global industry group leader for the construction practice.

We have also implemented programmes on social mobility, sexual orientation, and gender identity with the objective of ensuring that HFW provides a supportive environment that enables all talent to succeed.

What has been your greatest achievement, in a professional and personal capability?

I was a member of the foundation team that established the firm’s Australia practice 13 years ago in Melbourne with a team of ten lawyers and four business support personnel – today we have three offices and more that 90 lawyers. A former global managing partner of the firm described the integration of the Australian business as the most seamless combination the firm had done.

We have come a long way, and built a business that provides a strong service offering in all of the firm’s sectors. Several of the Australian partners are among the most successful partners in the firm. Importantly, our growth in Australia has not compromised the tight-knit and collaborative culture of the foundation team, which is something I am very proud of.

How to attract Chinese rainmakers

How would you define Baker McKenzie’s culture and how important is it to you?

We believe firm culture is very important. It sets the tone for how we interact with each other, our clients and our communities at large. We have a collaborative, entrepreneurial, pragmatic, diverse, and inclusive culture. These qualities among our lawyers and business professionals empower us to help our clients navigate the legal and business complexities wherever they do business by bringing together the best teams and sharing of best practices and knowledge. Our friendly and inclusive work culture also helps us attract talent and supports our efforts in serving and contributing to the communities in which we operate.

What’s the main change you’ve made in the firm that has benefited clients?

I would say it is the launch of our Baker McKenzie FenXun Joint Operation office three years ago. Historically, foreign law firms operating in China have been restricted in their ability to advise on Chinese law or make representations in court. The restriction on practicing Chinese law had limited our ability to grow the business in China.

With the introduction of the Shanghai Free Trade Zone Joint Operation regime in 2015, and as the first firm to be granted a ‘Joint Operation’ license with FenXun Partners, we are now able to handle seamlessly both the international and cross-border aspects for our clients as well as the onshore Chinese law aspects. We have represented clients before regulators, such as the Ministry of Commerce and the State Administration of Foreign Exchange, as well as in Chinese courts.

What are the biggest challenges facing international firms in China?

International firms of our size, and breadth of coverage in China, are few. These are the firms which have broad corporate practice offerings, and which historically have covered FDI work going into China as well as outbound China work. This segment of the legal industry is under challenge from the major Chinese law firms which are growing both in size as well as quality and reach. This has impacted the talent and client pipeline in international firms, amplified by the difficulty in attracting Chinese corporate rainmakers who would have to give up their domestic license to join most of the international firms operating in China.

However, through the Baker McKenzie FenXun Joint Operation Office, Chinese lawyers are now able to keep their PRC licences, serve their clients on the PRC domestic matters, and at the same time, they have access to an international firm network, management skills, and client base.

Now, our challenge is ensuring a smooth integration of the teams that we have brought into the platform, and ensuring the many benefits of our hybrid structure offering are understood by clients and the market.

What do you think are the top three things most clients want and why?

Clients are increasingly looking to rationalise their legal spending, and law firms need to be able to demonstrate their value. Fees are only part of that equation; when selecting their legal advisor, clients will also take into consideration other factors, such as service quality and responsiveness, breadth and depth of coverage, and technical expertise.

What about technology? Is it changing the way you interact with your clients and the service you provide them?

It is clear that simply being a good lawyer is no longer enough. Clients need us to have the ability to harness new technology and invest in smarter ways of working. In the last 18 months, we have made several major tech deployments or expansions globally – all with the goal of combining artificial intelligence technology and our lawyers’ legal know-how, and improving the efficiency and quality of our service to clients.

We are also making a conscious effort to import ‘design thinking’ into how our firm delivers legal services and how it can better address changing client needs, new industry dynamics, and the broader role of digitisation across the economy.

Looking ahead, we are already thinking about longer-term investments in advanced technologies and data management to prepare for the significant changes these will bring to the legal industry.

Despite the rise in technology and innovation, human interaction and comprehension will remain an integral part of the future of the legal landscape. No robot could ever replace a good lawyer. We still need lawyers to meet with clients to understand their business needs and come up with an appropriate strategy and tactical plan. Ultimately, lawyers who can embrace technology to become more efficient and innovative in their service delivery not only will add value to the law firm itself, but also to clients.

What have you found is the best way to retain talent?

One of the biggest attractions for talent to our firm, and retention factors, is the opportunity to work with leading companies and SOEs on some of the most complex, headline-grabbing cross-border matters, as well as the ability to work on major PRC domestic legal matters through our Joint Operation platform.

Our people are our biggest asset. That’s why we are committed to fostering a high-performing, collaborative, diverse and inclusive workplace. We take a holistic approach to the development and support of our lawyers and their performance. Recognising how high-pressure and demanding the law firm environment can be, we recently launched BakerWellbeing, a portal that provides our people globally with access to resources and tools that support their mental and physical wellbeing, including their resilience. Also, we offer flexible working arrangements through our bAgile programme.

Finally, what’s surprised you most about running a firm?

People are a law firm’s most important asset. Coming into the role, I had anticipated that it would require people skills, but I was surprised by just how important and how much time investment is needed on the personal element. It has been a key part of my working across the diverse platform that I oversee in China and Hong Kong, and also in my capacity chairing a committee that oversees our businesses in a number of other Baker McKenzie locations in Asia.

It has been very interesting and stimulating to have had the opportunity to build relationships across the region, learning about different cultures, what makes people tick and how to motivate them to perform to their best. It continues to be an immensely rewarding experience, now with more friendships built and an even better appreciation of the richness of Baker McKenzie’s diverse culture and the strength of our practices in a variety of markets around the region.

Making a merger – the hard yards behind the first year of BCLP

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‘What have I learned?’ quips Bryan Cave Leighton Paisner (BCLP) co-chair Lisa Mayhew, speaking to The Legal 500 last month on the first anniversary of the firm’s merger, ‘I’ve learned that mergers are hard work and you don’t sleep much.’

The combined firm launched at the start of April last year, when top 20 UK firm Berwin Leighton Paisner teamed up with Missouri’s Bryan Cave. After more than a year of discussions the union created a transatlantic firm with combined revenues of some $900m, generated by more than 1,500 lawyers working across 31 countries around the world.

Twelve months on, while it may be only weeks since the firm handed out celebratory decorated biscuits to mark its first birthday, Mayhew says it feels like the pair have been together for far longer. ‘It’s flown by, in many respects, but it’s also hard to imagine a time when we weren’t BCLP – we spent 14 months discussing it before the merger went live, so it feels like two years.’

Integration efforts are well underway, with BCLP about to launch a new global IT platform intended to integrate people and clients, while other combined projects in the pipeline cover everything from key global clients, to industry sectors, to diversity.

All of these are intended to help both legacy arms work better together as a single entity. To date, teams from both sides of the Atlantic have worked on more than 800 so-called ‘mirror matters’, involving blended teams from both legacy firms. Combined, these have generated more than $80m in revenue.

‘At least one third of that revenue we wouldn’t have otherwise got, so it is an encouraging and positive symbol of the quality of the combination,’ says Mayhew. ‘It isn’t just London and the US involved here – we don’t have a single one of our offices that hasn’t in some way touched one of these matters.’

Mayhew argues that a key factor behind the union’s success so far has been the combined profit pool she and her US co-chair Therese Pritchard pushed for: ‘Because we structured it as one profit pool from day one, everyone has been in the same boat from day one; jointly incentivised to be successful together – this has encouraged people to work together.

‘Our remuneration structure isn’t lockstep or eat what you kill; there are financial criteria that encourage partners to collaborate – a lot of information is gathered about how partners have supported each other.’

BCLP has certainly persuaded a significant number of new recruits to share its joint vision.

In the year since the deal, the combined firm has brought in no fewer than 17 lateral hires globally. Mayhew insists that some of these, such as recent M&A recruit Simon Beddow, who joined from Ashurst earlier this year, wouldn’t have joined had it not been for the presence across the Atlantic that Bryan Cave brought to the union.

And while the firm is not planning to do a Dentons and tag on additional firms around the world, its growth plans will not be restricted to the additions to date.

‘As part of our aspiration of becoming the most connected global law firm, we plan to strengthen the markets we’re in rather than build new offices. We have a big lateral programme,’ says Mayhew. ‘We see growth in key US cities, Europe, and our Asian business. Simon is a needle-moving hire for us and we want to build corporate. Simon wouldn’t have joined us if we were still just BLP.’

However, as with any merger, the combined hasn’t entirely avoided any fallout. A 10-lawyer team is leaving the firm in Hamburg to join Addleshaw Goddard, while London has seen a trickle of departures in recent months, including well-regarded private client litigation head Rupert Ticehurst to boutique Maurice Turnor Gardner. In Asia, the Hong Kong arm of the legacy US firm split away, with Shanghai going the same way more recently.

Mayhew insists the new hires outweigh exits and that most partners are positive about the impact of the union.

‘We’ve hired far more new partners than we’ve lost. [The departures are] a shame, but there are always going to be partners who feel that they’ll be more successful elsewhere. The key is to never be complacent – you always have to work hard to keep the glue of a partnership intact, but I would genuinely say that people are enjoying being part of BCLP.’

Mayhew is also adamant that the firm is happy with its combined turnover of $905m for 2018, a figure which BCLP claims represents growth of 1% over a period which only included nine months of revenue from the legacy UK firm.

She adds: ‘To finish with revenue growth was really pleasing. Going into 2019 we are feeling optimistic and have a good foundation for the year ahead – we’ve got good energy and clarity around the strategic focus.’

Innovation will feature heavily in BCLP’s plans for the coming year – building on both legacy firms’ focus in this area. But one thing that Mayhew wants the firm to avoid is biting off more than it can chew. Reflecting on lessons learned, she says: ‘I’ve learned that you need to prioritise a few projects rather than take on too much and get project fatigue – learning to channel without curbing enthusiasm is very important.

‘Mergers are hard work. But I’ve learnt that the promise we thought was there was real, that clients really care about the strategies being pursued by their law firms, and that it’s important to bring their voice into the conversations we’re having.’

Being nimble wins the game

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The US patent litigation market has evolved significantly over the past few years. Two main drivers are responsible for most of these changes.

The first is 2012’s America Invents Act which introduced the Patent Trial and Appeal Board (PTAB) and established inter partes reviews (IPR) as a new tool to challenging the validity of patents. The second was the Supreme Court’s 2017 ruling in TC Heartland LLC v Kraft Foods Group Brands LLC which changed the distribution of patent disputes at the various district courts. Continue reading “Being nimble wins the game”

How to become a smart shopper of AI

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Information is the coin of the realm for any corporate legal department or law firm – and that is probably why the topic of artificial intelligence (AI) has a generated so much excitement across the legal industry.

AI, properly applied, can produce dramatic productivity improvements, enabling document reviews and other basic legal tasks to be done much faster, with greater accuracy and at lower cost, than people. But, the improper application of AI can result in project delays, work that has to be redone manually, alongside disappointed and disillusioned lawyers. How do you avoid these pitfalls and realise the benefits of AI? By being a smart shopper.

As a smart shopper, let’s start by understanding where AI ‘fits’ in legal and where it does not. AI takes many forms, and so I will focus here on machine learning and cognitive task automation – the two most frequently cited areas of AI applications in legal. In general, the more specific the task or project to be automated, the better the result from AI. For example, finding parties named in all asset purchase agreements, versus finding the parties in any kind of contract.

Also, the more similar and repeatable your documents are, the better the results. So, if the leases you want to analyse have similar form, the results you get will probably be of higher quality than if they vary dramatically. Therefore, AI is best applied to consistent document sets, with high volumes, and where you can expect good commonality.

Second, AI is not going to replace lawyers. It will augment lawyers’ work by automating tasks that are unpleasant, like detail document reviews. We describe the use of AI today, as a man-machine partnership, not too dissimilar from how you use a dishwasher or a washing machine. These machines don’t do the whole job, but they take the drudge work out of the bigger job. That is the state of most legal AI in 2019. Good judgement is not a capability of AI yet.

Another consideration is whether you want your organisation to be expert in applying the AI technology, or outsource it. If you’re thinking of developing a competency ‘in-house’ for AI, be prepared to invest in recruiting and training the right staff to apply this technology to different matters or practice areas. You’ll need to think carefully about skill sets, staffing, and ensuring the technology you use can be easily maintained and integrated with other systems.

If you are not prepared to undertake this kind of investment, because your volumes of documents are not large enough, or, like many legal departments, you don’t want to hire the dedicated expertise for such a specialised area, you will end up encountering AI in a less-direct way, such as:

  • Licensing AI-based applications and legal services from law firms. More and more law firms are beginning to develop repeatable products and services based on a combination of AI, specific target document types, and custom legal logic. These offerings are made available to legal departments, and sometimes to other law firms, and are intended to be close to a ‘turnkey’ solution.
  • Encountering AI as feature of a software application you already use. A lot of software applications in areas such as deal management, document management, collaboration, and search are being augmented by AI technologies to make them smarter and increase their value. In these instances, the AI is not exposed to you – it is embedded inside another software product and merely automates the tasks for which it is intended. We see this as a dominant application of AI in legal over the next five years, as it is task specific, repeatable and delivers high value, without the cost of a bespoke solution.

For example, smart document management provides a terrific example: embedded AI can classify documents by document types; mine documents for clauses and recommend best drafting language; extract key terms and entities from documents, which enables better analytics; search and expertise identification, for more effective content re-use; and knowledge management.

AI-powered security products provide another example: they can use machine learning to build a digital fingerprint of individuals to understand their individual behaviour profiles of professionals and then issue an alert when that behaviour deviates from expected patterns – helping identify and stop data breaches and insider threats much more quickly, than traditional security approaches.

Whether making direct investment in AI solutions, purchasing services from AI-enabled law firms, or using smart products that have embedded AI, there’s an ideally suited way for law firms and legal departments to start boosting their AI quotient based on their individual requirements. All it will take is a little smart shopping.