Welcome to #SRA4HR – our new series of short chats that highlight and demystify SRA regulation for law firm HR professionals.
In this first episode, Managing Partner Clare Murray and regulatory/professional discipline Partner Andrew Pavlovic discuss:
- Why the SRA’s changing caseload means that the lines between HR and Risk & Compliance are becoming increasingly blurred
- 3 important pieces of SRA guidance for HR teams to be aware of, namely guidance on (1) workplace environments (2) sexual misconduct and (3) internal investigations
- An in-depth review of the SRA’s unfair treatment rules, including the obligation on partners to challenge behaviour and how the SRA distinguish between employment issues and regulatory ones
- The SRA’s recently updated guidance on Principle 6 (the requirement to act in a way which promotes equality, diversity and inclusion) and how the SRA’s jurisdiction interacts with the Equality Act 2010
If you are a law firm HR professional and have any questions arising from this recording, or would like to discuss further, please contact Partners Andrew Pavlovic or Clare Murray.
Unfair Treatment: What Does it Mean in a Regulatory Context and How Should it be Challenged?
Clare Murray is recognised by Chambers and Partners UK 2026 as an “Eminent Practitioner” for both Partnership (Contentious), Partnership (Non-Contentious): “She’s one of the leading lights in this area – she’s very bright, practical and sensible at the same time.” “Clare Murray is an absolute titan: if you know she is on the other side you will and should worry.”
CM Murray LLP is recognised by Legal 500 UK 2026 and Chambers and Partners UK 2026 in the area of Professional Discipline: “CM Murray are very proactive in providing updates and learning opportunities regarding regulatory issues that might impact our business.”
