23102 - Senior Casework Lawyer

Job description

Proud to serve. Proud to keep justice going

Background

His Majesty’s Courts and Tribunals Service (HMCTS) is responsible for the administration of the criminal, civil and family courts and tribunals in England and Wales and non-devolved tribunals in Scotland and Northern Ireland. It provides a fair, efficient and effective justice system delivered by an independent judiciary. HMCTS aims to provide citizens with timely access to justice according to their different needs, whether as victims or witnesses of crime, defendants accused of crime, consumers in debt, children at risk of harm, businesses involved in commercial disputes or as individuals asserting their employment rights or challenging the decisions of government bodies.

Consequently, there are high expectations of all staff regardless of the job they do, and high performance is expected from everybody. The organisation is continuously adopting new or better ways of working to ensure that it focuses on that which is essential. HMCTS Senior Management Team expects all leaders to operate in a culture of openness and honesty, demonstrating a commitment to change through involvement and empowerment, and by delivering results.

Introduction

Legal Operations in the Royal Courts of Justice and Upper Tribunal provides high-quality legal and operational support to the judiciary across the Court of Appeal, High Court, Upper Tribunal, and associated specialist jurisdictions. The function delivers authoritative legal advice, case management and decision-making support, ensuring that proceedings are conducted fairly, efficiently and in accordance with legislation, procedural rules and judicial guidance. Legal Operations works closely with the judiciary, court users and justice partners to support the effective administration of justice, exercising delegated powers where authorised, managing complex and sensitive casework, and leading continuous improvement in service delivery, governance, people capability and ways of working.

Role purpose

This is a senior legal role at the heart of some of the most complex and significant work undertaken across the Royal Courts of Justice and Upper Tribunal. Senior Casework Lawyers provide senior professional legal expertise and delegated decision-making support to the judiciary across the RCJ and Upper Tribunal jurisdictions. Operating with a high degree of autonomy, postholders are accountable for the delivery of legally robust, efficient and fair case management, exercising authorised judicial or quasi-judicial functions where applicable, and acting as trusted advisers to judges, court users and justice partners.

In addition to delivering complex casework, Senior Casework Lawyers are expected to provide professional leadership within their area of expertise, contributing to the development of colleagues, the continuous improvement of legal services, and the maintenance of consistent professional standards across Legal Operations. Through their expertise, judgement and influence, postholders support organisational priorities and help ensure the effective delivery of justice across jurisdictions.

Jurisdiction-specific responsibilities, statutory powers and specialist expertise are set out in the annexes.

Key accountabilities

- Case Management and Decision ‑ Making

- Take responsibility for proactive end-to-end case management , ensuring proceedings are progressed fairly, efficiently and in accordance with relevant procedural rules, practice directions and the overriding objective.
- Exercise authorised or delegated judicial / registrar functions confidently and lawfully, within agreed governance and escalation frameworks.
- Identify urgency, complexity, linked issues and test cases; ensure appropriate prioritisation and escalation of high-risk or high-impact matters.
- Maintain accurate oversight of caseloads, ensuring delay is minimised and statutory or judicial time limits are met.

- Legal Analysis and Professional Expertise

- Produce clear, accurate and well‑reasoned legal analysis , advice and notes to support judicial decision-making.
- Maintain authoritative and up-to-date knowledge of relevant substantive law, procedural rules and case law.
- Identify emerging trends, novel points of law or procedural risk, and advise on their implications for case management and service delivery.
- Undertake proportionate legal research where required, applying sound professional judgement and legal risk awareness.

- Judicial and Stakeholder Engagement

- Act as a trusted professional interface between the judiciary and Legal Operations, responding promptly and constructively to queries.
- Communicate complex legal or procedural issues clearly to judges, legal professionals, court users and litigants in person.
- Maintain effective working relationships with administrative staff, justice partners and (where relevant) external agencies.

- Professional Leadership and Capability

- Work collaboratively across Legal Operations, sharing expertise and promoting consistent legal practice.
- Provide professional leadership within their area of expertise, including coaching, mentoring and constructive challenge.
- Support the development of legal and operational capability through knowledge sharing, guidance and training.
- Act as a role model for professional excellence, integrity, inclusion and public service values. Contribute to an inclusive and high-performing professional culture.

- Governance, Assurance and Risk

- Ensure decisions are appropriately recorded, auditable and compliant with governance requirements.
- Escalate matters outside delegated authority or involving material legal, procedural or reputational risk.

- Service Improvement and Organisational Contribution

- Contribute professional expertise to cross-jurisdictional initiatives, governance forums, reform activity and organisational priorities.
- Lead or support improvements to quality, efficiency, consistency and service outcomes.
- Act as a recognised subject matter expert within Legal Operations, supporting business planning, service improvement and policy development where required.
- Represent Legal Operations at internal and external meetings, forums or working groups as appropriate, providing informed professional advice and contributing to organisational decision-making.

Qualifications and experience

Essential

- Qualified to practise as a Solicitor, Barrister or Chartered Legal Executive in England and Wales (i.e. having completed training contract, pupillage or qualifying period of employment) with post qualification experience in a relevant area of law.
- Demonstrated ability to analyse complex legal and procedural issues, exercise sound professional judgement and make robust decisions, including where information is incomplete or priorities compete.
- Strong written and oral communication skills, including the ability to explain complex legal issues clearly.
- Experience of managing complex legal casework with a high degree of autonomy, including identifying and resolving legal and procedural issues and managing competing priorities.
- Experience of positively influencing professional practice, supporting the development of others or contributing to organisational improvement beyond individual casework responsibilities.

Desirable

- Experience of working within courts or tribunals.
- Experience of exercising delegated judicial or registrar functions.
- Specialist expertise relevant to the applicable jurisdiction (see annexes).

Scope and flexibility

This overarching profile applies across Legal Operations. Jurisdiction-specific responsibilities, statutory powers or specialist expertise are set out in the relevant annex or annexes , ensuring consistency while retaining necessary specialism. Each annex describes an equivalent Grade 7 Senior Casework Lawyer role, adapted to its jurisdictional context. Individual responsibilities of post-holders may cover one or more areas outlined in jurisdictional annexes.

Other duties

The post holder is required to work in a flexible way and to undertake any other duties reasonably requested by line management which are commensurate with the grade and level of responsibility of this post.

Accountability

Postholders report to a Senior Legal Manager (Grade 6)

ANNEX G – The Upper Tribunal (Immigration and Asylum Chamber)

Specialism: Immigration and asylum appellate and judicial review casework, delegated judicial functions and Chamber-wide legal support.

This annex sets out the additional delegated responsibilities, specialist functions and areas of expertise required for Senior Casework Lawyers working within the Upper Tribunal (Immigration and Asylum Chamber). It should be read alongside the overarching Senior Casework Lawyer role profile.

G1. Immigration, asylum and public law case management

Postholders will:

- Provide high-quality legal and procedural support to the Upper Tribunal (Immigration and Asylum Chamber), ensuring the effective and lawful progression of appeals, judicial review proceedings and related applications.
- Take a primary lead in proactive end-to-end case management , identifying barriers or risks to progression and ensuring cases are progressed efficiently, delay is minimised and the interests of justice are upheld.
- Manage complex, urgent or high-profile cases, including taking responsibility at short notice and conducting case management hearings or pre-hearing reviews where authorised.
- Maintain oversight of the caseload as a whole, identify linked issues and potential test cases, and ensure important or high-profile matters are appropriately recorded, prioritised and escalated.

G2. Exercise of delegated judicial functions

Postholders will:

- Exercise the range of judicial or quasi-judicial functions delegated by the Chamber President, within the scope of individual authorisation and demonstrated competence.
- Exercise judicial discretion and independence in case management decisions, ensuring decisions are legally robust, properly reasoned and appropriately recorded.
- Recognise matters outside delegated authority or involving material legal, procedural or reputational risk and ensure timely escalation to judicial or managerial colleagues.

G3. Specialist immigration, asylum and public law expertise

Postholders will:

- Maintain authoritative and up-to-date expertise in immigration and asylum law, public law, the Tribunal Procedure (Upper Tribunal) Rules 2008, and relevant practice directions, practice statements and practice notes.
- Identify the pertinent legal issues in difficult or contentious cases, undertake proportionate legal research and apply relevant legislation and case law to support sound outcomes.
- Provide clear guidance on the procedural requirements of judicial review and statutory appeals to UTIAC colleagues, professional users and litigants in person.
- Acquire and apply knowledge of new jurisdictions or practice areas that come within the scope of the Chamber.

G4. Judicial and stakeholder engagement

Postholders will:

- Work closely with the Chamber President, Upper Tribunal judges, the Senior Legal Manager, lawyers, legal officers and operational teams, acting as a trusted professional interface on legal and procedural matters.
- Communicate effectively with professional court users, litigants in person, user groups and representative organisations, including through case management hearings where required.
- Prepare reports and papers, make representations and recommendations, and act as an advocate for the Chamber in internal and external forums as appropriate.

G5. Professional leadership, training and improvement

Postholders will:

- Support the identification of legal knowledge and skills needs and contribute to the design, delivery and evaluation of training for legal officers and other staff.
- Lead or support proportionate development projects affecting the Chamber or its legal processes, planning the work, engaging stakeholders, maintaining appropriate documentation and communicating outcomes.
- Work collaboratively across UTIAC to develop more effective and efficient ways of working, considering wider policy and organisational implications beyond the postholder’s immediate area of responsibility.
- Share expertise and support the development of colleagues, strengthening capability, consistency and resilience across the Chamber.

G6. Governance, assurance and service resilience

Postholders will:

- Contribute to governance, assurance and risk management arrangements relating to UTIAC casework and delegated decision-making.
- Support consistency, quality assurance and continuous improvement in Chamber processes and working practices.
- Assist in maintaining service resilience, including covering urgent work and supporting colleagues across UTIAC where necessary.

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map . All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity).

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

- A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
- Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
- For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK (https://www.gov.uk/help-with-childcare-costs/tax-free-childcare) or Childcare Choices (https://www.childcarechoices.gov.uk/) . You can determine your eligibility at https://www.childcarechoices.gov.uk/ .
- Paid paternity, adoption and maternity leave.
- Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles . Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

- To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected] (mailto:[email protected]) );
- To Ministry of Justice Resourcing team ( [email protected] (mailto:[email protected]) );
- To the Civil Service Commission (details available here (https://civilservicecommission.independent.gov.uk/recruitment/recruitment-complaints/) )

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos .

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy .

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families (https://eur01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.gov.uk%2Fsettled-status-eu-citizens-families&data=05%7C01%7Cchristopher.jeffery%40soprasteria.com%7C8a2293860362402c15da08dbf4cff146%7C8b87af7d86474dc78df45f69a2011bb5%7C0%7C0%7C638372946312587803%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=s%2BxUsev%2BGeeK%2FLgTUjpjfTJu%2FjpKQZ%2BQPJXNduvik3Q%3D&reserved=0)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference 23102

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference 23102

A sift based on the lead behaviour, Making Effective Decisions, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

### Guidance for the Statement of Suitability
Please submit a statement of suitability (maximum 250 words) explaining how your skills, experience, and personal qualities make you a strong candidate for this role.
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here (https://www.gov.uk/government/publications/success-profiles/success-profiles-strengths).
You must produce your certificate(s) at interview stage showing that you are a qualified solicitor, barrister or Chartered Legal Executive in England and Wales

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.