Our strategy for 2018
As many of you will know, we like to reserve the integrity of our market leading service by ensuring we avoid competing with ourselves - a strategy that means we rarely wok with more than one law firm in each town.
This year we are looking to grow by closing up the gaps in our regional presence and by investing in practical (free) marketing assistance for partner firms.
We will shortly be revamping our range of marketing templates and innovative point of sale support for lawyers, so if you are not in the TLC Marketing Club already let us know of your interest in joining us this year.
Employment Law Firm of the Year 2018
We are close to announcing the regional winners of our Best in Class Employment Law Firm Awards.
Based on their ability to keep employers out of trouble and to mitigate losses, we will be selecting the eight regional winners of our highly prized trophy.
Watch out for an announcement soon. It could be you!
GDPR is almost here - relax we have it covered
All of our clients who have taken Compliance / Legal Defence cover need not fear - we already cover representation costs flowing from a breach of data regulations. Our policies never cover fines or penalties of course (that is uninsurable as being against public interest).
Just another example of quality by design from an insurance specialist (and unlike the rest of the market - we didn't need to change our wordings when ACAS was introduced either...)
Return of the litigant in person?
Three of our largest payouts last year (all over 50k) were for costs relating to meritless litigants who pushed insurers to 10 or 15 day hearings at enormous cost.
In one pyric victory, a self-represented claimant won £1,700 on a minor Head of Claim after rejecting a commercial offer from insurers of £20,000 to 'go away' while driving repesentaton costs up to a total £60,000. In another example, an employee with less than a year's service was dismissed for gross misconduct (witnessed by the HR professional) and with the help of a partner with an international law degree forced the claim to the Court of Appeal, losing at every instance with costs to the employer, that we insured, of £65,000.
These could have been catastrophic losses in a struggling economy for any employer with a weak balance sheet, no professional HR support and inadequate insurance.
The year ET phoned in a record number of times?
If the trend established before fixed ET fees were introduced recommences then, in 2018 UK employers could see a new claim on average every FIVE minutes of the working day.
We actually don't believe it will be anything like as bad as that because the 2 year qualifying rule is still in place but, with no fees to restrain would-be litigants and a growing awareness that claims cost nothing to make and are a lot of time and money for bosses, it's very bad news for employers.
Already ACAS offices are swamped with many reporting a five to ten fold increase in conciliation requests. As a consequence Tribunal listing dates have already crept out to February 2019 in a number of jurisdictions. So far the large majority of pre-conciliations we have seen are for contractual payments, but there is a trend developing for a more regular assertion of discrimination and bullying as a negotiation tatic, often supported by opportunistic no-win no-fee lawyers who are 'diversifying' away from personal injury matters with on-line offerings of support.
Any employer who still thinks ET claims have gone away is in for a sharp suprise, and there is no substitute for professional advice and specialised insurance that can be trusted to perform to order.