Hopkins Solicitors and Fidler and Pepper Business Deal
Deal sees two long-standing local law firms plan together for future success
Two leading local law firms, Fidler & Pepper Solicitors and Hopkins Solicitors, have announced a combined business deal that will be a catalyst to help both firms to accomplish their future growth plans. The deal is due to be completed early in April, 2017 at which time some of Fidler & Pepper’s current cases will transfer to Hopkins.
For Fidler & Pepper Solicitors in Sutton and Mansfield, the deal will allow them a platform to focus their future as a Private Client and Conveyancing practice specialising in Conveyancing, Wills, Probate, Power of Attorney and Trusts. The firm will be retaining both its offices in anticipation of growing its legal team of experts.
For Hopkins Solicitors in Mansfield and Nottingham, the deal gives them the opportunity to take on Fidler & Pepper’s existing Family, Litigation and Business work. This expansion will see the opening of a new Hopkins Solicitors office in Sutton-in-Ashfield, with some of Fidler & Pepper staff joining the Hopkins team.
1/3 of all engagements happen on Valentine’s Day or during the Christmas Season
A step-by-step guide on Pre-Marriage Agreements & advice on how to approach this sensitive subject.
Whether you are a first time newlywed with assets you want to protect, or whether you have been through a painful divorce process before and to ensure you don’t suffer the same way again, a Pre-Marriage Agreement (sometimes called a Pre-Nuptial Agreement) is not only smart and pro-active, it also ensures you are both on the same page and know everything about one another before you even walk down the aisle.
Watch for these pitfalls that could save you time and money
17.5% of all complaints that Legal Ombudsman handle are conveyancing related.
Whether this is your first home or you are a seasoned buyer, we’ve compiled a short list of the most common pitfalls that can lead to delays or costly fees across the UK. Take a moment to learn what you need to be aware of to help the legal process go as smoothly and quickly as possible.
Here are some tips to help avoid common mistakes that could increase your legal costs or delay your anticipated Move-In Day!
In April 2017 the inheritance tax laws are changing again, and even the HMRC admits it adds an extra layer making it even more complicated.
They are introducing a new Residence Nil Rate Band, which is an extension to the current inheritance tax law. It will be incrementally phased in over the next 4 years, but by 2020/21 a person owning a property who passes away may be able to claim an additional £175,000 to their current inheritance tax threshold of £325,000… Potentially saving their loved ones a lot of money!
However, it’s not a straightforward add-on to the tax threshold, there are complex rules surrounding if you or the property will qualify.
That exciting moment when you see the car of your dreams. You know it’s the one and you just have to have it. You take it for a test drive and it just feels right. The price is good and you even manage to get £500 off the asking price. The most attractive thing of all is that you get 1 weeks insurance completely Free of Charge covered by the garage. Is this deal too good to be true??
It’s important to make sure you are covered by insurance otherwise if you are involved in an accident then it could mean a very long legal process and result in you being prosecuted and losing your license. You may also face a large bill if a claim is made against you.
Almost nine out of ten GP practices in England are struggling to find locum doctors to cover staffing gaps, and a similar number regularly need temporary GPs to staff their services, a survey has recently discovered.
GP leaders have warned that this is more evidence to showcase the massive strain on GP services which has left some practices struggling to provide the right care to patients.
The survey, carried out by the British Medical Association (BMA) on 2,814 practices under covered the following:
From 11th January 2016, protection has been introduced for zero hour contract workers under to provide that:
Any dismissal of a zero hour contract employee is automatically unfair (regardless of how long the employee has worked for their employer for under the zero hours contract) if the principal reason is that s/he breached a contractual clause prohibiting him/her from working for another employer; and
It is also unlawful to submit a zero hour worker to any detriment if they work for another employer in breach of a clause prohibiting them from doing so.
Employers who use zero hours contracts should therefore ensure that such contracts do not include any such exclusivity clauses preventing them from working for another employer and, if they do, not to dismiss or subject to a detriment any employee or worker if they do work for another employer.
Unpaid Awards and Settlements – Penalty Notices
The Government is intending to bring new “unpaid award penalties” into force from April 2016. Employer who fail to pay Employment Tribunal awards or settlements to employees will be issued with a “warning notice” and, if the monies still remain unpaid, the employer will be subject to a “penalty notice” of 50% of the outstanding amount, subject to a £100 minimum and £5,000 maximum. The money will be payable to the Secretary of State, not to the employee. The above is in addition to the financial penalty already in force, which have been payable in Employment Tribunal claims brought after April 2014 where “aggravating features” exist. In such cases, Employment Tribunal can order the employer to pay an additional 50% in compensation (subject to the same above-mentioned maximum and minimum).
More national minimum wage offenders to be named and shamed
1,004 investigations have been carried out so far into national minimum wage compliance since October 2013 and employers who have been issued with “underpayment notices” have been named and shamed. The Government is currently considering the next batch of cases and expects to name more employers shortly.
In the meantime, employers should ensure that they are paying their employees at last the national minimum wage (and national living wage from 1st April 2016 – see below). As a reminder, for the period from 1st October 2015 to 30th September 2016, there are currently four different rates of national minimum wage for four different categories of worker:
Standard adult rate (workers aged 21 or over (no upper age limit) £6.70
Development rate (workers aged between 18 and 20 inclusive) £5.30
Young workers rate (workers aged under 18 but above the compulsory school age of 16 who are not apprentices) £3.87
Apprenticeship rate (apprentices under 19 years of age or those aged 19 and over but in the first year of their apprenticeship) £3.30
From 1st April 2016, there will be a new rate for workers aged 25 and over, known as the “national living wage” which will be £7.20 per hour (an increase of 50p on the current national minimum wage for workers aged 21+).
Less people than ever before are choosing to get married, which is good news for the divorce courts, at least – but what are the legal rights if you are planning on separating when unmarried? For many of these couples, a split isn’t as simple as dividing up a DVD collection – there are often children, property and joint bank accounts involved. Its important to remember that unmarried couples have no legal claim against each other as individuals, unlike married couples, “common law man and wife” is a legal fiction.
Let’s take a look at the legal stance if you are separating when unmarried… (more…)