MLP Blogs Archives - MLP Law

Manchester Law Firm, MLP Law Unveil New Brand Identity

Northwest based, MLP Law has unveiled a new Brand Identity to position them as legal leaders in supporting Business Owners & Directors.

A new modernised company logo, identity and communications will now be rolled out across digital platforms, print and working environments.

Following discussions with its partners, the firm identified the need to refresh and refine the overall brand and messaging to communicate to the regions SME’s and organisations.

MLP Law’s Managing Partner, Stephen Attree explained,

“We wanted to develop our brand to fully embody who we are, and what we do.

We’re quite different to other law firms in the fact that we are experts in assisting businesses from starting up, scaling up, or looking to exit, whilst also considering matters outside of the office, like creating wills, advising on trusts and inheritance planning.

Our legal experts aren’t just corporate lawyers.”

Whilst the firm’s ethos and values support and understand client requirements for reactive legal services, it has become increasingly important to help plan, protect and proactively assist.

The purpose of the rebrand is to clearly communicate and reinforce the proactive nature of the firm and the importance of building client relationships with business owners across the region.

At the heart of the rebrand remains the existing strapline line ‘Successful outcomes for you and your business’, which is felt that it’s just as valued today as it has been in the past.  It recognises that many clients rely on us to support them not just in business, but also personal matters too.

“At MLP Law we see business, and individual’s personal lives as a journey, explains Stephen.

Over many years, along with our legal expertise, we have devised frameworks and models to help businesses grow and individuals to feel protected.

Importance of the firm’s uniqueness in its DNA and approach in legal support will be at the forefront of all communications.

Let this be the start of the firms next chapter, building on successes and remaining one of the leading corporate and commercial law firms in the Northwest.”

Baldness – The New Frontier in Workplace Harassment?

Tony Finn (TF), had worked for a manufacturing firm, The British Bung Company, for 24 years before being dismissed last May. TF raised various claims in the Employment Tribunal, including one of harassment, which related to the fact that his lack of hair had been commented on during an argument at work.
He stated that during an altercation with his supervisor he was threatened with being ‘decked’, sworn at and called ‘bald’. TF claimed that the use of the word bald amounted to harassment on the grounds of his sex.
In essence, harassment under the Equality Act 2010 is where unwanted conduct has the purpose or effect of:
· violating the victim’s dignity; or
· creating an environment that is intimidating, hostile, degrading, humiliating or offensive to the victim.
The conduct must also be related to a protected characteristic, such as sex, race or age.
In arriving at his decision the Judge determined that calling someone bald is an insult that amounted to harassment. He found that there is a connection between the word ‘bald’ on the one hand and the protected characteristic of sex on the other, due to the fact that baldness is much more prevalent in men than women.
The Judge concluded that baldness is inherently related to sex and that the derogatory comments in relation to TF’s appearance had been intended to hurt his feelings, and therefore amounted to harassment. The Judge continued by stating that commenting on a man’s baldness in the workplace is equivalent to remarking on the size of a woman’s breasts. 
It is important to ensure that staff are aware that unpleasant or negative behavior or comments towards colleagues are completely forbidden, whether they relate to appearance or to any other factor (such as mimicking the way someone talks). Policies promoting equality and diversity, underpinned by training, provide employers with the means to challenge accusations of discrimination between members of staff, in addition to encouraging a kind and collegiate atmosphere in the workplace.
If you would like advice from the Employment team at MLP Law, in respect of any of the issues raised here or more generally, please do not hesitate to get in touch on 0161 926 9969 or, or follow us on Twitter @HRHeroUK.