Equitable Briefing Policy

Gilshenan & Luton is committed to fair and equitable practises in the course of its legal practice.  We are a signatory to the Law Council of Australia's Equitable Briefing Policy

The goal of the policy is to promote equity and diversity across the legal profession, by encouraging law firms like ours to make all reasonable endeavours to brief female barristers with relevant seniority and expertise in their relevant practice area.  

The policy does not undermine a client's right to select the barrister of their choice but seeks to ensure that an appropriately diverse range of counsel is considered for each prospective brief. 

We are proud to adopt this policy as one tangible way of encouraging and reflecting an appropriately diverse and inclusive workplace.

Latest Articles

Charged with public nuisance in Queensland

The offence of ‘public nuisance’ – just how much of a nuisance do you have to be?

The Summary Offences Act provides that a person commits the offence of ‘public nuisance’ if they behave in a disorderly, offensive, threatening or violent way and their behaviour interferes (or is likely to interfere), with the peaceful passage through, or enjoyment of, a public place.
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Search warrants to access mobile phone PIN’s and contents

Search warrants, phone PIN codes and legal professional privilege

The District Court of Queensland has delivered a decision in relation to search warrants and a person’s ability to refuse PIN code access to a phone where the phone’s contents include communications between a person and his/her lawyer.
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Legal requirements for a search warrant to be valid - Annika Smethurst v Commissioner of Police

Search warrants - what went wrong in ABC journalist Annika Smethurst's case?

Search warrants are a vital tool for police and law enforcement officers in the investigation of crimes. Given they often involve an invasion of the privacy of a person’s home, the law recognizes that such powers need to be exercised in strict accordance with legal requirements.
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Procedural fairness and objectivity required during workplace investigations

Being a workplace investigator is no job for a ‘wilting flower’

A Fair Work Commission decision delivered on 4 March 2020 comments on what it takes to be a workplace investigator. In Boyle v BHP Coal, Mr Boyle, an employee of BHP, made a joke to some of his colleagues which became subject of a workplace investigation.
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