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Big things are happening at Ogier. Change is embedded in everything we do. It is redefining our talent, our ways of working, our platforms of delivery, our culture.



We have the expertise to handle the most demanding transactions. Our commercial understanding and experience of working with leading financial institutions, professional advisers and regulatory bodies means we add real value to clients’ businesses.

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Business Services Team

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Our sector approach relies on smart collaboration between teams who have a deep understanding of related businesses and industry dynamics. The specific combination of our highly informed experts helps our clients to see around corners.

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Ogier provides practical advice on BVI, Cayman Islands, Guernsey, Irish, Jersey and Luxembourg law through our global network of offices across the Asian, Caribbean and European timezones. Ogier is the only firm to advise on this unique combination of laws.

News and insights

Keep up to date with industry insights, analysis and reviews. Find out about the work of our expert teams and subscribe to receive our newsletters straight to your inbox.

Fresh thinking, sharper opinion.

About us

We get straight to the point, managing complexity to get to the essentials. Our global network of offices covers every time zone. 

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Diversity, equity and inclusion

Bold about difference. Brave about change.

We believe in putting people first: for who they are and everything they bring. Supporting them with all they need for equal opportunity. Our clients and our people demand it. It delivers a better working environment, relationships and outcomes. For us, embracing difference should simply be fundamental to business and society as a whole.

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Diversity milestones

In February 2021 we made a public commitment to reach 30% female leadership by 2025 – a target we met in 2022 – and 40:40:20 (40% female, 40% male and 20% either female, male or non-binary) by 2030.

As we collect more data internally, we will begin to set milestones for other protected characteristics.

Pay gap report

In October 2021 we were the first law firm in our jurisdictions to voluntarily publish pay gap data, and the first law firm to publish a global pay gap report.

Our pay gap report is currently focussed on gender, but we have introduced a new HR system which will enable us to collect voluntarily disclosed employee data on race and ethnicity, disability and LGBTQ+ identity so we can expand future reports.

Increased parental leave

In February 2022 we significantly expanded our adoption, surrogacy, parental and paternity leave across all our jurisdictions.

We offer 18 weeks paid and 34 weeks unpaid maternity leave across our BVI, Cayman, Hong Kong, and Singapore offices, bringing the policies in line with our Channel Islands offices.

Permanent employees are entitled to this benefit from their first day with Ogier, as continuous service requirements were removed from the Ogier maternity leave policies in 2021.

Across all jurisdictions, adoption and surrogacy leave have also been increased to 18 weeks paid and 34 weeks unpaid, and parental/paternity leave benefits have increased to 9 weeks paid and up to 43 weeks unpaid.

Our total package significantly exceeds statutory requirements.

Employee networks

We currently have five employee networks established: a family network, a gender equality network, an LGBTQ+ and allies network, a race and ethnicity network and a Diversability network. These networks enable employees to come together to create a community based on shared identity, experiences and passions. They provide an opportunity for people across the firm to connect through topics and issues that are important to them, provide peer-to-peer support, and help to inform and promote inclusive behaviour.

We provide active support to members of our team who would like to set up a new employee network.

Learning and development

We provide bite-size learning for all employees on diversity, equity and inclusion topics, including disability, gender and sexuality, race and ethnicity, and how to be an ally. 

We mark various awareness months and days with internal communications, guest speakers and social events.

Gathering feedback

We run a biannual diversity, equity and inclusion survey to get feedback on our efforts, and understand different groups' sense of belonging. This data directly informs our diversity, equity and inclusion strategy.

Industry charters and pledges

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