Our Firm

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Our Firm

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Bredin Prat is a leading law firm with a reputation for excellence in each of its practice areas: Corporate/M&A, Securities Law, Litigation and International Arbitration, Tax, Competition and European Law, Banking and Finance, Restructuring and Insolvency, Employment, Public and Tech Law.

Founded in 1966, the firm was first renowned for its expertise in litigation and arbitration, and, in the 1980s, began to expand its corporate law practice, a field in which it is now an undisputed market leader. This dual specialization enables the firm to handle a wide range of transactions and litigation matters for clients of all nationalities.

With over 190 lawyers in Paris and Brussels, Bredin Prat has successfully grown while preserving the firm’s culture and remaining committed to the highest standards of excellence.

Bredin Prat assists its clients on cross-border matters by working in integrated teams with lawyers from the leading firms in each jurisdiction: the Best Friends.

Our Teams

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With offices in Paris and Brussels, Bredin Prat today has over 190 lawyers, including 50 partners and 22 counsels. Approximately one-third of the firm’s lawyers have dual nationality.

Bredin Prat’s success is due, first and foremost, to its partners’ unequivocal and undisputed dedication to providing its clients with the highest level of expertise, placing the firm in a class of its own.

The ratio of associates to partners on each matter is among the lowest in the profession – evidence of the firm’s  commitment to excellence.

For international and cross-border work, Bredin Prat lawyers work in integrated teams with lawyers from the firm’s Best Friends, a core network of independent firms from among the best in their respective jurisdictions. Today this network comprises 2,700 lawyers in 37 offices  worldwide.

The Gender Equality Index, introduced in France by the “Law for the Freedom to Choose one’s Professional Future” (Loi pour la liberté de choisir son avenir professionnel) of September 2018, is a tool which can be used to measure gender pay gaps by means of indicators based on employee data. It results in a score out of 100.

Calculation of the index is based on four indicators:

  • The difference in women’s and men’s remuneration, calculated on the basis of the average remuneration paid to women compared with that paid to men, per age group and per category of equivalent positions;
  • The difference in individual pay rises (as a percentage) between those awarded to women and those awarded to men (pay rises not due to promotion);
  • The percentage of employees having benefited from a pay rise in the year they returned from maternity leave, if there were pay rises during the period in which the maternity leave was taken;
  • The number of employees of the under-represented sex among the ten employees having received the highest salaries.

Our Gender Equality Index for 2020 was 93/100 – Click here to see the results.