In the realm of family law, couples often find themselves contemplating the necessity of pre and post-nuptial agreements. While such legal documents may not be the most romantic aspect of a relationship, they play a crucial role in providing clarity, security, and peace of mind for both parties involved. This article will explore the significance of these agreements and how they can safeguard interests in the event of a marital breakdown.

It is notoriously difficult for claimants to succeed in a claim of constructive dismissal because the claimant must first demonstrate that their employer’s action (the respondent) amounted to a breach of the implied duty of mutual trust and confidence.

A recent High Court ruling ordered green energy entrepreneur Dale Vince to pay his ex-wife, Kate Vince, over £40 million following their divorce. The judgment requires Mr. Vince to make three payments totalling £43.51 million, with the first due by 30 April 2025. This case highlights several key lessons for family law practitioners:

Wright Hassall announced as the new exclusive legal sponsor of the Equestrian Employers Association (EEA).

Under insolvency legislation, there is a presumption that the interests of a bankrupt’s creditors (including the interests of the bankrupt's spouse/civil partner and family) take precedence over all other factors unless the circumstances are exceptional. But unhelpfully, within the Insolvency Act 1986 (“the Act”) - specifically section 335A(3) - there is no definition of what constitutes ‘exceptional circumstances’ so courts have to rely on case law to guide them.

At our real estate conference in January 2025, David Slade outlined the main legal changes affecting the property market in 2024. Here, we explain those changes in some detail, from initiatives to regenerate the high street, to rises to SDLT rates, and from the Law Commission consultation on the Landlord & Tenant Act 1954 to the impact of biodiversity net gain requirements.

Wrongful dismissal occurs where an employee is dismissed in breach of contract. There is no consideration of whether the dismissal was "fair"

All businesses are now operating in uncharted waters. The government is reviewing its support for businesses on an almost daily basis and, last weekend, the Business Secretary announced a proposed relaxation of the law around ‘wrongful trading’ for 3 months (see our guide for more detail) thereby giving directors of otherwise viable businesses space to see whether the package of government incentives will enable them to survive the pandemic. Alok Sharma also announced he was considering other measures, largely based on the government response to the proposed changes to the insolvency regime in 2018.

Often, we are approached by employers and employees to help negotiate the terms of a settlement agreement. Whilst it can be a daunting process, with the right guidance you can achieve the best outcome.

Employees, who have completed two complete continuous years of service with their employer, are entitled not to be dismissed except in certain instances. These certain instances are deemed to be "fair" reasons for dismissal.