Who We Are
Flanagan Lawrence is an award-winning, design-led practice of architects and interior designers based in London.
The practice has an impressive collective expertise across a broad range of private and public sectors and building typologies including large-scale residential and PRS schemes, large scale commercial projects, high-end residential schemes, as well as cultural, hotel and leisure, and major masterplanning projects both in the UK and internationally.
Private Clients have included Ask Real Estate, Bouygues, British Land, DTZi, FECIL (Dorsett), Finchatton, Great Portland Estates, Grosvenor, Landsec, Londonewcastle, Quintain, Segro, Select Property, Stelling, Strawberry Star, Summix, Telford Homes, THReal Estate and Wainbridge.
Public sector work has included performance space as well as office space and regeneration schemes. Clients have included the Royal Welsh College of Music & Drama, the Royal College of Music, Sadler’s Wells Theatre Trust, Soundforms plc, The Sage Gateshead, Live Theatre and Riverside Studios.
Working in a dynamic studio environment, our work process is driven by analysis, creativity and rigorous commercial understanding. We are dedicated to the creation of fresh and progressive architecture.
Flanagan Lawrence is an equal opportunities employer. We want everyone who works for us to achieve his or her full potential. Consequently we make sure all employment decisions are taken without reference to irrelevant or discriminatory criteria. We are committed to ensuring that, within the framework of the law, our workplaces are free from unlawful or unfair discrimination.
We are committed to ensuring that all of our staff and applicants for employment are protected from unlawful discrimination. All our recruitment and employment decisions are made on the basis of fair and objective criteria. Our selection procedures are regularly reviewed to ensure that they help us achieve these objectives.
In relation to disability, every reasonable effort is made to ensure that disabled staff participate fully in the workplace and disabled job candidates encounter no discrimination. For example, job descriptions are limited to those skills strictly necessary for the role.
We review working patterns in order to offer our staff flexible working where possible. Similarly, we make special provision for staff returning to work following a break for domestic reasons. In short, personal or home commitments will not form the basis of employment decisions except where absolutely necessary.
We also encourage those who are comparatively under-represented in certain positions so that they can benefit from employment opportunities on equal terms. We will provide appropriate training to make sure staff implement and uphold our commitment to equality of opportunity.
Health & Safety
Our Health & Safety Policy complies with the requirements of the Health & Safety at Work etc. Act 1974, and aims to ensure all activities carried out on our premises or undertaken by our employees and visitors are managed in a way that avoids or reduces risk to an acceptable level.
We are committed to providing a safe and healthy working environment, including the provision of suitable information, instruction, training and supervision in health and safety. Consequently we will, where appropriate, appoint competent personnel to advise on health and safety matters and to monitor compliance with our Health & Safety Policy.
Members of staff are required to co-operate on matters of health and safety and take reasonable care of their own health and safety and the health and safety of others who may be affected by their actions.
We have detailed health and safety instructions relating to working on construction sites and within buildings. For example, all staff must wear appropriate protective clothing and contractors must be informed of any unsafe practices or areas on construction sites or in occupied or unoccupied buildings.