A new series ‘Rising Talent’ puts the spotlight on our junior lawyers – sharing insights into their aspirations, challenges and what makes them tick.

Recently qualified Family Lawyer, Lauren Warford, shares how she was bowled over by the enormous impact our Children’s Team had on clients’ lives when she started working with them in 2018.

“Seeing the team in action intrigued me – their work always seemed really varied and interesting. It can be fast paced and challenging but ultimately makes a huge difference to the lives of our clients and their families which is really rewarding.”

Dealing with sensitive and challenging issues, Lauren represents clients in private law and public law cases  and domestic abuse victims 

“Disputes about child arrangements following separation can make client’s lives feel really chaotic. I find it really satisfying to help them reach arrangements that bring peace to families who can then look to the future.

“Helping domestic abuse victims obtain Non Molestation Orders (NMOs) is important because there is often so much for them to consider and handling it alone feel be overwhelming. Supporting, guiding and assisting clients though applications for injunctions is one small way lawyers can help. No one should have to live in fear of abuse and NMOs are often an important first step towards victims of domestic abuse being able to move on with their lives with confidence.” 

Passionate about legal aid being available for those most in need, Lauren is a champion of present legislation being clarified and updated. 

“Current laws are very confusing and need clarification on who is entitled to legal aid. While we are always happy to assess if clients qualify for funding, eligibility is restricted. If it was expanded, more people could benefit from legal advice and representation when navigating important family law disputes.”

Lauren’s key tip for those contemplating a career in family law is to get practical experience while studying  

“Working as a paralegal at Jones Myers enabled me to see how the law and skills I learned are  used by senior solicitors every day. Practical experience is vital – even a week’s work experience or a day shadowing a solicitor would be beneficial. You can learn so much from  family lawyers who are really supportive and keen to share their stories and insights.”

Due to the nature of her work, Lauren admits that achieving a work/life balance can be illusive  

“The balance is so important – but not always easy. My work is rewarding but intense and can take over if you let it. I have definitely fallen into the trap of skipping lunch, working late to finish documents or checking emails on weekends to get caught up.

“But ultimately I know I write better documents when I am fed and hydrated, and give clearer advice when I am well rested, so I try to look after my health and make sure to save some time to spend with my partner, family and friends too, so that I can show up to work feeling my best.

“I unwind by reading. Escaping into another world makes for a great wind down. I also enjoy yoga and gardening and look forward to sunny evenings in my little garden this summer.”

For queries on divorce and family law, call 0113 246 0055 (Leeds) 01423 276104 (Harrogate), 202550 (York). Visit www.jonesmyers.co.uk, email info@jonesmyers.co.uk or tweet @helpwithdivorce

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I was saddened but not surprised to read how one in seven employees revealed that relationship breakdowns have set productivity plummeting in their workplaces.

The findings of a Resolution survey which interviewed 4,000 adults online also highlighted that 9% of staff either had to leave their jobs as a result of divorce or separation from a cohabiting relationship – or knew a colleague who had done so. Six per cent of recipients said work colleagues had been off ill with the stress of a breakup – and 5% outlined how separation or divorce had reduced productivity.

Among the worrying revelations is that only 10% of workers think their employers offer adequate support for employees going through a breakup, while 34% say more support is needed in the workplace for people undergoing separation or divorce.

I wholeheartedly agree with the survey’s findings – particularly against a backdrop where stress caused by divorce has been exacerbated by the demise of Legal Aid.

The report is a strong call to action for employers and their directors and managers to take measures to ensure that the welfare of their people remains a priority. There are over two million small businesses in Britain – i.e. companies with less than 50 staff – and it is vital that employees are on top form. Having one or more off sick invariably affects the bottom line.

It is likewise inevitable that the impact of undergoing marriage and relationship breakdowns will also permeate people’s working lives. Therefore anything that can be done to support workers going through trauma and problems should be encouraged as the right and logical thing to do for the sake of the business.

With 42% of UK marriages expected to end in divorce, we have previously mooted the idea of employers introducing workplace divorce surgeries as a staff perk – stressing how seeking out expert legal advice at the early stages of a relationship breakdown can help prevent confrontation and chaos later.

Although there is a plethora of information available these days, I still find that there are a lot of urban myths still abounding. For example, only recently clients have come to us believing that there is a legally recognised relationship often referred to as the “common law wife”, that in relationship breakdowns everything is split “down the middle”, that children of separating couples live automatically with their mother – and that every divorce case has to go to Court for a decision on financial matters – all of which are not true. Bosses are therefore advised to speak to an enlightened family lawyer to dispel these myths and put things into context.

The family lawyer is the gatekeeper/project manager who can identify what sort of help is required in any particular case. The employer should benefit as well as the employee, as what is good for one is generally good for the other. It will also show the member of staff that their boss cares – certainly something that will make a difference to the employee.

Employers can also take action by commissioning an experienced life coach to support their people though the non-legal issues that arise at this difficult moment of change. This support can help workers to get into a mind-set where they can make rational rather than emotional decisions.

The countdown to Christmas and the festive break is undoubtedly a period when extreme emotional and financial pressures can push an unstable relationship into breakdown.

With this in mind, employers forecasting their sales and profitability figures for 2015 can also ensure they know how to access the available support required in such situations – for the wellbeing of their people and the financial health of the business.

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