We are a nationally recognised education law firm with legal experts who are trusted by schools, academies, education providers and dioceses across the country.
We believe education is of fundamental importance for human flourishing and the common good. Our clients tell us that the service they receive from us is unique. We believe this comes directly from our commitment to the purpose of our firm: 'to improve lives, communities and society'.
Our goal within the education sector is not to maximise profit, but to become the leading national adviser partnering with individuals, organisations and policy-makers, to build a strong, more connected society.
Our dedicated team offers academy conversion services and annual legal support packages on a highly competitive fixed-fee basis, as well as general education law, employment and HR, and governance advice that's always tailored to the needs of your organisation.
Quite simply, we believe that the combination of our values and our expertise makes a significant difference.
The quality of service we received was outstanding. A highly professional, yet personal service. I would highly recommend Anthony Collins Solicitors to any educational institution.Mark Heuston, Executive Principal, South Newscastle Trust.
Anthony Collins Solicitors has become part of our extended family, with support and service of the highest quality being offered to us and our schools and value-for-money and excellence at the heart.Canon Linda Wainscot, Diocesan Director of Education, Coventry Diocese.
Find out more about the services we provide to dioceses, schools, multi-academy trusts and academies...
Multi-academy trusts (MATs)
Helping you when forming or joining a multi-academy trust (MAT).
A market-leading, fixed-rate academy conversion service.
We've have created a due diligence checklist to help multi-academy trusts when an academy or school wants to join the MAT.
Helping educational providers explore formal collaboration.
Construction and capital projects
Guiding educational organisations through the legal process.
School leadership and governance
Supporting schools with developing governance arrangements.
Data protection and information sharing
Offering pragmatic advice and data audits.
Advice on creating business contracts with suppliers or collaborators.
Advising educational organisations on trading and income generation.
Land and buildings
Clear, pragmatic advice on land and buildings legal issues.
Advice on resolving employment and pension issues for education providers.
Leader of the education team, with extensive education and public law experience.
The Pensions Ombudsman has introduced fixed awards for distress and inconvenience (or “non-financial injustice”) caused by maladministration in the management of pension schemes.
The Employment Appeal Tribunal (EAT) has found that where a TUPE transfer has taken place, subsequent changes to employees’ terms and conditions may not be invalid...
Employer contribution rates for unfunded public sector pension schemes are likely to rise more steeply than anticipated from April 2019.
The GDPR and DPA 2018 have already been in force for nearly four months. Here we talk through some of the key learnings since May.
The Law Society has shortlisted Anthony Collins Solicitors in the Law Firm of the Year - Large category for the 2018 Excellence Awards.
In the case of Mbubaegbu v Homerton University Hospital NHS Trust, the EAT has found that no single act of gross misconduct is required for a fair dismissal for misconduct.
The Court of Appeal has given a Judgement in City of York Council v Grosset that a dismissal of an employee with a disability can amount to unfavourable treatment.
The High Court has decided that South Yorkshire firefighters working 4 days, and being on call for 4 nights, were working in breach of the Working Time Regulations resulting in a review.
The EAT held in OBI v Rice Shack Ltd that an employee on a zero-hours contract was entitled to be paid at her average weekly earnings rate while suspended pending disciplinary proceedings.
The EAT held in Roddis v Sheffield Hallam Uni that a zero-hours employee can compare themselves to a permanent full-time employee when seeking to enforce the right not to be treated less favourably.
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