Quick facts
  • What we do:
    Industrial Disease Specialists
  • Year established:
    2009
  • Website:
    http://www.robertsjackson.co.uk
  • UK locations:
    North West
  • Contact
    • Sandfield House, Water Lane, Wilmslow, Cheshire, SK9 5AR

About Roberts Jackson Solicitors


What is it like to work for Roberts Jackson Solicitors

Personal Growth
Personal Growth
Roberts Jackson learning to care programme is at the heart of their employee development plan. Irrespective of their seniority or department, each employee will receive in excess of 250 hours of training per year. This is to ensure that all employees are trained to an exceptionally high standard and in turn, will provide their clients with the best possible care. They are unique in that every month they employ a minimum of 6 employees into their award winning graduate training academy. Each employee in the academy is a legal graduate with little or no legal work experience, they train intensely and each month promote 6 employees into their fee earning department after sitting a two stage test on noise induced hearing loss. They have been granted authorisation by the Law Society to undertake their own in-house CPD training for their qualified employees. Training is provided by a variety of methods and includes group sessions, one on one sessions and internal training by medical experts and barristers. Not only will they provide training on the legal landscape, they will provide training on client care, commerciality and business practice, which they consider to be at the core of their ethos. All of their training sessions are recorded and stored on their intranet in easy reach for all employees but also played in their learning centre out of hours. Their training is given to provide continuous development of all employees with a view to building a stronger, more productive and commercial environment.

My Team
My Team
Roberts Jackson's social committee organised a companywide evening of entertainment for their fourth year anniversary. This included a multi-tiered team quiz and Hawaiian night. Teams were constructed from all areas of the company inclusive of senior management and leaders (who lost). This enabled individuals to bond with other teams and other departments. Even their ‘famous’ Roberts Jackson football team decided to wear the standard Hawaiian kit instead of their normal Roberts Jackson colours. The benefit of this was multi-layered in that not only was their employee’s personal competitive nature encouraged, but also their professional competitive nature. This in turn, assisted with communication lines due to the employee’s integration with other employees and other teams that benefited the company as a whole.

My Company
My Company
It is highly important to Roberts Jackson that as a growing company they listen to their employee’s ideas and questions to understand not only feedback but any and all ideas which may be of assistance to them as a company and or an individual. Monthly 121 sessions ensure that employees have a formal opportunity to bring about ideas and monthly team leader meetings allow for ideas to be aired and agreed on as a whole. Their open door policy also contributes to the unique way their company gets feedback from their individuals and teams. If any of their employees wish to give informal feedback they also have a suggestion box for their use in their comprehensive learning centre. All ideas are greatly welcomed at Roberts Jackson; even the simplest of ideas can make an immense difference not only to them but also to their clients as a whole.

Learn more about the 8 factors of workplace engagement here

Benefits:

  • Women
    Women

    At least 33% of senior managers are women

  • Gym
    Gym

    On-site gym or subsidised gym memberships

  • Charity Activities
    Charity Activities

    10% of staff undertake charitable activities during business hours

  • Childcare
    Childcare

    On-site nursery or vouchers

Company Statistics

  • UK sites:

    0

  • Staff:

    176

  • Average Age:

    27

  • Earning £35,000+:

    3%

  • Staff Turnover:

    40%

  • Male : Female:

    46% / 54%

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