Withers Bergman LLP

So much of our lives are experienced and remembered through food and drink. From families sharing meals at home to foodies sharing exciting restaurant dishes on Instagram, we attach a lot of meaning to what we eat and drink – which makes this a very special business to be in.

Perhaps that is why so many brands in the sector are still owned by individuals and families. They pass their passion and know-how down the generations, and are rewarded with a place in their customers’ hearts. ‘Consumers are more ready to trust businesses like ours,’ says Francesco Zonin, whose family have been vintners since 1821 and today export tens of millions of bottles of prosecco each year. ‘We’re seen as genuine and authentic.’

Anything this personal will present challenges. It’s especially important for you as a food and beverage company to establish a strong brand and protect it robustly. You need to comply with regulations covering health and safety, labelling and certificates of origin. And as your business grows, you may be subject to import/export tariffs and international trade agreements.

Advisors who know your industry

We look after the interests of food and drink brands around the world, combining our legal knowledge with an understanding of the sector in which you operate. This enables us to give reliable, cost-effective advice at every stage of your business journey.

Our experience spans commercial agreements, intellectual property, regulatory, tax and real estate. We assisted a group of investors in acquiring the largest wine estate in Tuscany, and advised a Middle Eastern specialty food start-up on how to protect its brand and its profits as it expanded into the US. We’ve also been on hand as Soho House & Co expands its offering from private members’ clubs into stylish restaurant brands including Pizza East and Chicken Shop.

Good taste

With a long heritage in acting for successful people and families, we offer personal service to every food and drink client. Whether you are a cottage industry or a multinational conglomerate, wherever you are in the world, our team offer solid, savvy advice that will keep you in business for many more years to come.

We are an equal opportunity employer committed to enhancing diversity within the workplace.

We recognize and value the benefits that a diverse workforce can bring to the organization. Diversity is not limited to gender and ethnicity, and includes factors such as religion or belief, disability, age, marital status and sexual orientation. All our employees and Partners are responsible for the promotion and advancement of equality and diversity within the Firm.

Much of our work on diversity in the last three years has been about putting good monitoring tools in place to ensure that we understand where the gaps are within our workforce, making changes to our strategies and communicating our policy on equal opportunities and diversity to our staff and training those involved in managing and recruiting others.

Since 2002, Withers has experienced a period of growth. The expansion of our client base has highlighted our clients' need for a highly skilled and diverse workforce. The business need to support diversity is evident and Chris Priestley (a Partner in our Commercial group) has been nominated to ensure that Diversity is high on the partnership agenda.

Diversity Audit

In 2006 we undertook our first diversity audit of our workforce, monitoring age, sexual orientation, religion, ethnicity and disability. New joiners are monitored on an ongoing basis. Our diversity statistics are published below.

Communication of our commitment to Diversity

Each year our staff are asked to acknowledge their understanding of and commitment to the Firm’s Equal Opportunities Policy as part of our annual audit.

Our Supervisors and Partners receive training to ensure they understand their obligations in implementing our equal opportunity policy in the workplace.

In addition, all interview panelists are trained in the Firm’s approach to diversity and given guidance on our structured skill based approach to interviewing.

Promotion and Access to Development

Opportunities for promotion are communicated and made available to all staff on a fair and equal basis. A skills framework is used in all promotion, appraisal, and pay discussions to ensure a consistent and fair approach across the Firm.

Selection of candiates for promotion to 'Of Counsel or Partner' status is undertaken by a panel of Withers Partners, whose selection decisions are based upon technical expertise and pre-defined partner competencies.

Training is made available to all staff and Partners in line with our business needs. Training needs are recognized formally via our appraisal process, which is objective and skill based, to ensure a fair and equal approach.

Recognition for Diversity

Withers was ranked 2nd (out of the top 100 law firms) for having a high percentage of female equity partners in The Lawyer Career Report Survey 2006.

Withers also ranked 2nd (out of the top 50 firms) for Diversity with respect to women and ranked 1st for Diversity with respect for Gay and Lesbians in the Vault survey 2006.

• New Haven, CT
  157 Church Street , P.O. Box 426
  New Haven, CT 06502
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