The firm can trace its origins back to around 1870.
Prior to the First World War, it was known as Reynolds and Son. Mr Parry Jones became a partner in the 1920's after which it was known as Reynolds, Son and Parry Jones .
After the Second World War, Mr Crawford became a partner and the firm became known as Reynolds Parry Jones and Crawford. This name remained for about 60 years when, in a re-branding exercise, the shorter name of Reynolds Parry Jones was adopted.
In 2012 the firm became a limited liability partnership and is now known as Reynolds Parry Jones LLP.
Currently there are 4 partners, I consultant, 5 Associates, 2 solicitors and 2 paralegals.
We have always been based in the centre of High Wycombe and for many years now have occupied a single premises in Easton Street boasting its own substantial car park which facilities are enjoyed by staff and clients alike.
As a long-established firm, we have a strong database of loyal family clients whom we often served over the whole course of their lives. Many are second or third generation whose families have been with us for decades.
We also serve the local business community, with a substantial proportion of our income now being derived from business clients. As can be seen in the main body of this document, we have taken a number of steps in recent years to become a significant provider of legal services to the business and corporate market.
We play a full part in preventing the "laundering" of illicit money, through this firm, as required by the Money Laundering Regulations 2007 (as amended).
Philosophy and Ethos
As an organisation and as individuals, we are part of, and interact with, the local community. We do this professionally, collectively, and individually for both commercial reasons and altruistic reasons. We benefit from the community and we strive to serve it well, not simply by the quality of our legal service but also by voluntary participation in community matters. All of our partners and staff live locally and most participate in their local community.
Our people are our assets and we aspire to train them well and to allow them full scope for their individual and personal development. Our success in this is demonstrated, in part at least, by our very low staff turnover and staff loyalty (manifested by our support staff as well as our lawyers). We have a policy of recruiting at least one trainee solicitor per annum, as the best means of expanding our fee-earning capacity. We are most certainly an equal opportunities organisation.