How we work.

Version 1.0 | Adopted July 2026

Every role at Adliora is remote by default and open to candidates anywhere in the United Kingdom. There is no daily office attendance and no expectation of relocation. The firm runs on shared documents, asynchronous updates and scheduled calls, so the work travels to the person rather than the person to the work.

We measure outcomes, not hours at a desk. A core collaboration window runs from 10.00 to 15.00 UK time on working days and meetings are booked inside it. Outside that window, people arrange their working time to suit their lives and their concentration. Nobody is expected to read or answer messages outside their own agreed hours, and a message sent in the evening carries no expectation of a reply before morning.

We meet in person where it genuinely earns the journey: quarterly team days, client workshops, training sessions and board presentations. Travel is planned with notice and expensed by the firm.

Every employee also holds the statutory right to request flexible working from their first day, and we approach those requests with a presumption in favour of saying yes. The public commitments behind this section are set out in the Adliora Work-Life Balance Pledge and the Adliora Social Impact Pledge.

Remote first working from anywhere in the UK, with a short core-hours window for collaboration and a genuine right to disconnect.

An annual learning budget of 1,500 pounds and five paid study days per person, with AI certifications expressly encouraged and professional AI tools provided by the firm.

A home office allowance of 500 pounds on joining, topped up yearly, with funded co-working passes for anyone whose home is not a workable environment.

Version 1.0 | Adopted July 2026

Adliora hires on capability and nothing else. Roles are advertised with the salary or fee range stated, interviews follow a structured format scored against the work itself, and a gap in a CV needs no explanation, because careers include caring, illness, retraining and life. Our founder reached AI strategy through two decades in the law rather than through a computer science degree, and the firm hires with the same respect for unconventional routes.

Remote first working is our biggest single act of inclusion. Location, mobility, caring responsibilities and disability exclude people from office-bound roles long before interviews begin, so we removed the office as a requirement. Reasonable adjustments are funded without ceremony, flexible working is a day one right approached with a presumption in favour, and our parental leave policy treats mothers, fathers and shared parental leave with equal seriousness.

Discrimination, harassment and victimisation have no place here, whatever the source, including clients. The Equality and Diversity Policy in our staff handbook governs, concerns raised in good faith are acted on without detriment, and the founder, a former judge, holds personal responsibility for that standard. The full public commitment is set out in the Adliora Diversity, Equity and Inclusion Pledge.

Version 1.0 | Adopted July 2026

Balance at Adliora is designed into how the work happens rather than offered as a perk. The firm measures outcomes, not hours, meetings live inside a five hour core window, and outside it people arrange their time around their lives, their families and their concentration. The right to disconnect is written into our working policy: nobody is expected to read or answer anything outside their own agreed hours, and a message sent at night waits until morning without apology.

Workload is planned so that remote working never becomes invisible overwork, leave is taken rather than banked, and the founder models both rules himself, because a policy the leadership ignores is not a policy.

Version 1.0 | Adopted July 2026

Our largest environmental decision was made on day one: Adliora is remote first, so the daily commute, the office heating and the office fit-out never happen at all. Client travel that genuinely earns the journey goes by rail where practical, and workshops default to remote delivery unless a room adds real value.

The firm is paperless by default, with digital deliverables and electronic signing, and we weigh the environmental record of our cloud and AI suppliers when choosing them. A Carbon Reduction Plan sits in our company documents and is reviewed annually, sized honestly for a small firm rather than dressed as a corporate programme.

Version 1.0 | Adopted July 2026

Adliora exists to keep small law firms viable, and that is itself a social outcome: when a high street practice adopts AI well, it survives, and the people who depend on affordable local legal advice keep access to it. Our pricing is fixed and published for the same reason our advice is written in plain English, because opacity is a tax on smaller clients.

We publish our practical resources freely, including our insights library and our AI use policy template, so that firms who never become clients still benefit. And each year the firm gives five pro bono advisory days to law centres and legal charities working on access to justice, applied for by asking.

Version 1.0 | Adopted July 2026

Adliora encourages vaccination against common transmissible illnesses, including seasonal influenza and Covid-19, as a sensible protection for the individual and for the people they meet through work. Vaccination is not a condition of employment or engagement, and we do not require anyone to disclose their vaccination status except where a client site lawfully requires confirmation for entry.

Anyone who chooses to be vaccinated takes paid time off for the appointment, and a paid recovery day if they feel unwell afterwards. Where a client site sets entry requirements a colleague prefers not to meet, we arrange remote participation or send someone else, and that choice carries no detriment.

Nobody attends in person while symptomatic with anything transmissible. The remote fallback exists for exactly this, and using it is treated as professionalism rather than absence. Where vaccination status is handled at all it is treated as special category data: collected at the minimum, used once for the stated purpose and not retained.