Kuits is a leading and UK200-listed commercial law firm based in Manchester, in the North West of England.
We provide trusted legal and commercial advice to businesses, their owners and high net-worth individuals, promoting the growth and success of the North-West region of the UK.
Our approach is to recruit, train and develop the best people to understand their needs and objectives of our clients and so provide the best advice for them.
We focus on relationships rather than transactions or matters, aiming -ultimately -to become trusted advisors to our clients.
Our clients choose to work with us because we:
– recruit and train the best team members and advisors
– go beyond the technical to offer sharp commercial acumen and innovative solutions to complex problems
– care about our people, our clients and our community
3 St Marys
0 - 1000
We operate as a "one firm" firm, working across teams to deliver client solutions. We aim to be collaborative, supportive and demanding of each other.
Our internal training programme FEED ( Fee Earner Engagement and Development) is predominantly run by colleagues for colleagues to develop skills and best practice across the firm.
Fund raising events for our house charities provide colleagues with opportunities to participate in team events whilst regular social events such as netball teams; touch rugby and fantasy football help us have fun whilst working together in a different context.
Colleagues also have the opportunity to be involved with a variety of internal initiatives such as EDI; green issues; mental health and well being.
We work hard at sharing key messages consistently across the firm
The Managing Partner(MP) produces a fortnightly letter which updates staff on business performance against targets and celebrates positive news such as new business, new hires, and shares positive feedback from other external sources.
As in previous years, the MP is currently running a series of workshops for all staff to share the firm's ethos,aims, purpose and this year’s business plans with all personnel.
Following two years of the pandemic, these workshops have additionally helped "reset"the business in a post-Covid world ;to re-engage with old, and meet new, colleagues
We actively seek feedback from staff as to their ideas as to how to improve ourselves and the business.
Annually we conduct the Gallup Q1r2 survey to assess employee perspective on various elements of our workplace culture.
In advance of our pay review process this year we ran an additional survey to try to understand what might be the dissatisfaction factors for staff and their suggestions for improvement.
Prior to an office relocation we invited representatives from all teams to give their input into the design, layout and colour scheme of new offices.
Providing a variety of development opportunities such as
– Technical skills training
– FEED training sessions – colleagues can deliver sessions to other teams, simultaneously developing their own knowledge
and presentation skills
– Assisting with the delivery of student workshops
- Asking staff to act as buddies and mentors to new colleagues
- Opportunities for involvement with internal projects and committees
- An open and transparent internal promotion process
- Management and leadership training
- Advertising vacancies internally
- Funding to achieve personal study goals
- Enhanced parental pay
- External and internal support networks for work-related pressures and for external issues, from parenthood to retirement
Our brand values are based upon 4 competencies that define our business and the type of people whom we want to work in it
We recruit, develop and promote employees who demonstrate the skills, behaviours and knowledge that we associate with these competencies.
These are people who seek success throughout the firm; who are team players' self aware' hard working and who take their work (rather than themselves) seriously.
A sense of community – we want to help create wealth and growth in Manchester.
We support a number of charities with which we encourage staff to engage.
We have a strong mental health and well being agenda and all managers have been trained in how to support staff in this regard,as have the staff who are the Well being champions.
Staff are encouraged to identify issues that are important to them and then empowered and resourced to develop appropriate initiatives such as a LGTBI walk around Manchester.
We perform random acts of kindness -such as ice creams all around or a breakfast sandwich run.
Visibly walking the floor and greeting people by name
Welcoming new employees and thanking departing staff for their service
Maintaining an open door policy
Rolling his sleeves up and tackling plumbing emergencies if required
Participating in staff social events – touch rugby, quizzes, quests
Ensuring he conducts the annual work shops with staff
Taking the opportunity to meet prospective trainees and students keen to join the firm
Freely sharing business information so people know where we are going
Freely sharing his expectations so that people know what is required
Sharing his poor guitar playing
Apologising when he is wrong
We have integrity, keep our promises and try to do the right thing.
We have paid all qualifying staff an annual discretionary bonus of between 5-10% of salary and have done so for the past 11 years.
When lockdown first occurred in March 2020 we took the decision to take pay cuts to conserve as much cash in the business in what was then an uncertain world. We restored full salaries in September that year and fully repaid all reductions to staff in November.
We review our salaries to ensure that they are competitive in the market place. Between 2021 and May this year, salaries were reviewed on 3 separate occasions to ensure that any lag created by Covid was fully addressed.
During Covid we supported parents by allowing them to work as flexibly – “Unavailable time” was agreed in the day to support home schooling. Now, most staff now work to a hybrid pattern which is supported by appropriate HR policies
Within the office , we instituted a testing regime on arrival at the office to reassure colleagues. Irrespective of other absences, staff always receive full pay in respect of Covid illness
Creative approaches to team working such as a firm wide quiz by Zoom supported by the postal delivery of goodie boxes to all staff; HR telephone contact with all staff to check well being; on line assessment centres to recruit new staff