Death isn’t something you should be thinking about when planning for your next break but I’m sure many solicitors will agree when I say we all have clients that come into the office and say “I’d like to make Will as I’m going on holiday at the weekend!”
I received a number of queries regarding last month’s blog, the main question being “Is there an alternative to gifting the Family Home?” as some people are not in a position to place their property into a Family Trust.
The staff at Kingstown furniture based in Hull, arrived at work on Wednesday morning to be told they had lost their jobs with immediate effect.
Following on from my “Easter Gifts” blog, I received a number of queries about gifting the family home so I thought I would address this topic this month.
Today, 15th March, the group has announced that it is no longer is position to operate due to financial difficulties. Key individuals are being retained on a temporarily basis to support the required work.
If you have been affected by the Better Bathrooms administration news, you may wish to speak to a member of our team regarding Mass Redundancies and Protective Awards sooner rather than later.
Easter is later this year, 19 April 2018, which means you can start thinking early about your Easter Gifts. Chocolate eggs may seem the obvious choice but perhaps you are considering money instead. If you are, then you should consider what that means for you and your estate.
It is common for firms of Solicitors to have restrictive covenants in the contracts of employment of their staff. Clearly, Solicitors have a legitimate business interest in protecting their confidential information and client and referrer connections
Last week the Labour government made an announcement that they would boost the employment rights of the ‘gig economy’ workers.
Metamorph Group Limited has acquired leading Hampshire legal practice, Verisona Law, with offices in Portsmouth, Waterlooville and Gosport, the latter trading as Donnelly & Elliott.
Harassment is a form of unlawful discrimination and can include behaviour that individuals find offensive even if it’s not directed at them, and even if they do not have the relevant protected characteristics themselves. It is important for an employer to be able to recognise harassment in the workplace to reduce the risk of an employee lodging an employment tribunal claim against them. Therefore it is in every employer’s interest to promote a safe, healthy and fair environment in which people can work in.
I would like to thank everyone who contacted me following my blog “New Start to the Year – Get your Affairs in Order – Part One”. For those who I have seen and spoken to, you will now be aware it is equally important to have your affairs in order during your lifetime, not just on death, in the event you suddenly suffer from a physical or mental incapability.
When a firm makes more than 20 or 100 people redundant such as through closing down a factory site, very special rules apply as to an employer’s obligations to its workforce. Failure on the Employer’s part such as when closures occur out of the blue and almost overnight can lead to employees being able to make a claim even if the company has gone into administration or liquidation and the company no longer exists. Most typically the claim is for what is known as a Protective Award.
Christmas is almost upon us…as are the much awaited office Christmas parties. Whilst no one wants to be the office scrooge and detract away from the positivity of such an event, employers should be aware of their potential liabilities.
The Supreme Court ruled yesterday that a woman trapped in a ‘loveless marriage’ must stay married to her husband because he will not divorce her.
The government has been urged to investigate the practice by many employers of forcing employees to repay training costs when they leave employment. In some cases such costs have run into several thousand pounds.
A typical scenario may be where an employee accused of misconduct claims that they were not ‘thinking straight’ or indeed that their behaviour was ‘out of character’, caused by stress or issues with mental health.
The question arising in a recent case brought before the Court was, whether a person who had been sectioned under s.3 of the Mental Health Act 1983
When you are appointed as attorney the question will sometimes arise about gifts and whether they can be made on behalf of the person who lacks capacity. The authority of an attorney to make gifts is laid out on s.12 of the Mental Capacity Act 2005. In short the authority to make gifts is limited to customary occasions for those connected with that person or to a charity, all the while being a reasonable size when looking at what assets that person has and what they would usually gift.
The decision of whether or not to suspend an employee suspected of misconduct can be a difficult one for many employers. If an employer suspects an employee of serious misconduct, suspension may be an appropriate step to take but only in circumstances where the employee’s presence at work would either (a) jeopardise the fairness of the ensuing investigation or (b) where their presence could pose a potential threat to the business or other employees.
Anxiety, depression and stress are now the leading cause of sickness absence in the UK and an estimated 70 million working days are lost every year because of mental health. This makes mental wellbeing a central concern for all workers and their employers.