As law firms become more like big corporations, it becomes harder to work out exactly who is and is not a genuine partner. This was not such an issue when the only real difference in risk for a firm was limited unfair dismissal compensation, which most firms took on the chin in any exit package.
However, it is now essential that firms and partners get to grips with the true status of each partner. The new age discrimination rules (as with other forms of discrimination) bring with them a potential doubling of compensation if a firm fails to follow the statutory dispute procedures applicable to employees.
