Legal Status
MPR Solicitors LLP is a limited liability partnership registered in England and Wales under registered number OC327477 which is regulated by the Solicitors Regulation Authority. A list of the members of the LLP is open to inspection at our registered office at 8 Red Lion Court, Alexandra Road, Hounslow, Middlesex, TW3 1JS. We use the word “partner” to refer to a member of the LLP, or an employee or consultant with equivalent standing and qualification
A list of partners appears on this website and can be inspected at the registered office address.
Regulation of legal services
MPR Solicitors LLP is regulated by the Solicitors Regulation Authority. A copy of the Solicitors’ Code of Conduct 2007, which sets out the rules of professional conduct which apply to solicitors, can be viewed on the website of the Solicitors Regulation Authority (www.sra.org.uk)
Disclaimer
The information contained in this website is for general information purposes only. The information is provided by MPR Solicitors and while we endeavour to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the website or the information, products, services, or related graphics contained on the website for any purpose. Any reliance you place on such information is therefore strictly at your own risk.
In no event will we be liable for any loss or damage including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data or profits arising out of, or in connection with, the use of this website.
Every effort is made to keep the website up and running smoothly. However, MPR Solicitors LLP takes no responsibility for, and will not be liable for, the website being temporarily unavailable due to technical issues beyond our control.
Complaints procedure
We try always to provide a quality service in a friendly manner applying the highest professional standards. We take every complaint seriously and try to be constructive in resolving it. Should a problem arise we will investigate it as promptly as circumstances allow and take relevant remedial action as appropriate. You are welcome to discuss any aspect of your case with the fee earner with conduct of your case at any time. If they cannot resolve any problem that arises, you are welcome to contact the Case Supervisor. If they cannot resolve the matter, then you are welcome to contact the firm’s Managing Partner. A copy of our Complaints Procedure can be sent to you upon request.
Intellectual property
All copyright and any other intellectual property rights in the content of this website (including any publications and any MPR Solicitors marks, logos and branding appearing on the website) belong to MPR Solicitors LLP. You may download and temporarily store one or more pages of the website for the sole purpose of viewing them. All access to, downloading or printing of and/or use by any person of anything on this website is entirely at the user’s risk. Website content/Publications The contents and all publications available on the website are intended for general information purposes only and shall not be deemed to be, or constitute legal advice and nor do they purport to be an exhaustive statement of the law. MPR Solicitors LLP cannot accept responsibility for any loss as a result of acts or omissions taken in respect of anything contained in this website. You should take specific legal advice on any issue that concerns you.
Electronic links
Electronic links to this website are prohibited without the written consent of MPR Solicitors LLP. Any links to other websites provided by this website have been included for convenience only. We accept no liability for the contents of, or for any loss or damage caused by the use of, reliance on, or software downloaded from, any linked website.
Through this website you are able to link to other websites which are not under the control of MPR Solicitors LLP. We have no control over the nature, content and availability of those sites. The inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them.
Electronic communications & Privacy Policy
Communication by email carries with it certain risks. Email may not be completely secure or error free, can be corrupted or intercepted and may arrive late or not at all. Anyone who communicates with us by email accepts these risks. Email may also contain viruses and we accept no liability for viruses. You must rely on your own anti-virus software and we recommend that you scan all emails for viruses before opening them. We advise you to verify all electronically transmitted advice before relying on it. Emails addressed to clients are subject to our terms of business. We do not endorse emails that do not concern the proper business of the firm. Emails sent to and from MPR Solicitors are monitored to ensure compliance with our internal policies and to protect our business.
All telephone calls to and from MPR Solicitors LLP are monitored for training and security purposes.
Governing law
This legal notice and all issues regarding this website are governed by English law.
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DIVERSITY POLICY
Equal Opportunities and Diversity Policy
1. Policy Statement
MPR Solicitors LLP (“the Firm”) is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy maternity and paternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Firm and to encourage full contribution from its diverse community. The Firm is committed to actively opposing all forms of discrimination.
The Firm also aims to provide a service that does not discriminate against its clients in the means by which they can access the services supplied by the Firm. The Firm believes that all employees and clients are entitled to be treated with respect and dignity.
2. Objectives of this Policy
1.1 To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
1.2 To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
3. Designated Officer
Name: Abdullah Al-Yunusi
Position: Partner
Telephone Number: 0208 607 4660
4. Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy, maternity and paternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect.
5. Types of Discrimination
5.1 Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
5.2 Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees but which is such that:
It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
The employer cannot justify the need for the application of the policy on a neutral basis; and
The person to whom the employer is applying it suffers detriment from the application of the policy.
Example: A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.
5.3 Harassment
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
5.4 Victimisation
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.
6. Duty not to Discriminate
In its professional dealings with the firm’s partners and employees, barristers, other lawyers, clients or third parties the firm must not discriminate without lawful cause, against any person, nor victimise or harass them on grounds of:
6.1 Race or racial group (Including colour, nationality and ethnic or national origins);
6.2 Sex (including marital status, gender reassignment or transgender status (this applies to men, women and those undergoing or intending to undergo gender reassignment), pregnancy, maternity and paternity. Sexual harassment of men and women can be found to constitute sex discrimination
6.3 Sexual Orientation (Including civil partnership status);
6.4 Religion or Belief (or lack thereof);
6.5 Age (This applies to people of all ages. This does not currently apply to the calculation of redundancy payments).
6.6 Disability (The firm must take such steps and make such adjustments, as are reasonable in the circumstances, in order to prevent any employee, partner, member, director or client who is disabled from being placed at a substantial disadvantage in comparison with those who are not disabled)
7. Reasonable Adjustments
The Firm has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
1.3 Making adjustments to premises;
1.4 Re-allocating some or all of a disabled employee’s duties;
1.5 Transferring a disabled employee to a role better suited to their disability;
1.6 Relocating a disabled employee to a more suitable office;
1.7 Giving a disabled employee time off work for medical treatment or rehabilitation;
1.8 Providing training or mentoring for a disabled employee;
1.9 Supplying or modifying equipment, instruction and training manuals for disabled employees; or
1.10 Any other adjustments that the Firm considers reasonable and necessary provided such adjustments are within the financial means of the Firm.
If an employee has a disability and feels that any such adjustments could be made by the Firm, they should contact the Designated Officer.
8. Responsibility for the Implementation of this Policy
All employees and agents of the Firm are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees and agents do the same.
Employees may be held independently and individually liable for their discriminatory acts by the Firm and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.
The Firm takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.
9. Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to the staff handbook on disciplinary and grievances procedures.
10. Advice and Support on Discrimination
Employees may contact their employee or trade union representative if access to such an individual is possible.
Other contacts include:
Equality and Human Rights Commission
Arndale House
The Arndale Centre
Manchester
M4 3AQ
3 More London
Riverside
Tooley Street
London
SE1 2RG
3rd Floor, 3 Callaghan Square
Cardiff
CF10 5BT
The Optima Building
58 Robertson Street
Glasgow
G2 8DU
Telephone (England): 0845 604 6610
Telephone (Wales): 0845 604 8810
Telephone (Scotland): 0845 604 5510
Website: www.equalityhumanrights.com
Citizens Advice Bureau
Myddleton House
115-123 Pentonville Road
London
N1 9LZ
Website: www.citizensadvice.org.uk
Community Legal Services Direct
Telephone: 0845 345 4 345
Website: www.clsdirect.org.uk
11. The Extent of the Policy
1.11 The Firm seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees. The Firm offers services in a fashion that complies with the spirit of this Policy.
1.12 This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the Company.
1.13 The Firm reserves the right to amend and update this Policy at any time.
