Menu

Employment Issues at Work? Chat with us confidentially on Twitter in August – a choice of 4 dates

 

  • 3rd Aug

  • 10th Aug

  • 17th Aug

  • 24th Aug

 

How to join any one of our sessions for online messaging chat:

– from your device, open the Twitter app     

– visit the Lawson West Solicitors home page on Twitter here 

– look for this messaging symbol messaging symbol   normally found across the top of the page

– click on it any time between 12pm and 2pm 

– make the solicitor know you’re there and ask your first question by typing into the box – you will get a reply as soon as possible. 

 

What to expect: 

– the messages to and from the solicitor can only be seen by the two of you 

– you can’t remain anonymous to us (we have to ensure we’re not acting for the other party)

– the solicitor will determine if you have a claim against your employer and advise you accordingly, or offer the best course of action for your specific situation

– there is no charge for the Twitter messaging service or initial conversations to ascertain if you have a claim

– the solicitor may ask for your contact details and get back to you – especially if there are a lot of people trying to connect to us in the same session

– there is no obligation to appoint Lawson West Solicitors further in your matter, unless you want to. 

Alternatively, if you would rather email us or phone us about your employment law matter (confidentially), simply complete our Contact Us form and someone will be in touch within a few hours here.

What is a Statutory Will ?

 

A Statutory Will can be created where a person does not have a Will, or the Will they have made is no longer appropriate for their situation but that person no longer has capacity to make a new Will. 

What are Statutory Wills and when are they necessary?

A Will made by the Court of Protection for a person who lacks capacity (“vulnerable person”) is referred to as a statutory Will.

wheelchair

If you know someone who does not have a Will, or has a Will which is badly out of date and might prove difficult to put into effect, then it is possible to apply to the Court for a Statutory Will to be executed. Situations where this might be necessary are, for instance:

  • Where a vulnerable person has not made a Will before and has significant assets;

  • For tax planning purposes where there are considerable IHT (or other tax) savings to be made;

  • Where the size of the estate has increased in value e.g. after a win on the Lottery or receiving an inheritance;

  • Where the size of the estate has decreased in value and the existing Will has sizeable pecuniary (monetary) legacies which exceed the value of the estate;

  • Where the person concerned has never made a Will and has no immediate relatives but a very large number of more distant relatives which would make administering an intestacy both difficult and very costly.

  • Where the person who lacks capacity has a dependant who would not inherit under the statutory rules of intestacy.

 

How does it work?

Making a Statutory Will is complicated and can be very expensive.  

The application can be made by either the vulnerable person’s deputy or attorney. If an application is made by a Deputy or Attorney, then normally the Official Solicitor will be appointed to act for the vulnerable person.  It is usually the case that both the applicant’s and the Official Solicitor’s costs will be met from the estate of the vulnerable person so very careful consideration needs to be made as to whether an application is essential before embarking on the process.

In deciding the terms of the Statutory Will, the Court will take into account many factors, not least, whether the terms are in the best interests of the vulnerable person so for instance they will consider how the person will be remembered after their death and the beliefs and values that would be likely to have influenced the vulnerable person’s decision if they had capacity as well as their personal circumstances.

The application will need to be accompanied by supportive evidence including a draft “Will”, details of the estate of the vulnerable person and any liabilities, details of the family including a family tree which may have to be professionally drawn up, details of the current and any possible future living arrangements (and costs) and so on.

Although the procedures are complex and can take considerable time, there are instances where a Statutory Will really is necessary and, if you know someone who needs to have a Statutory Will made we, at Lawson West, will be able to assist you in the process and in making it as stress free as possible. Just contact us and speak to one of our experienced lawyers. Contact Us here.

 

 

Employment Contracts:  enforcing Restrictive Covenants

What is a Restrictive Covenant?

Restrictive Covenants restrict what an employee can or cannot do once they leave a business and therefore helps your business protect its legitimate business interests.

Having such clauses within employment contracts of senior or highly skilled employees can deter them from joining competitors and using the skill, knowledge, and information they acquired at your business, in competition with you. Similarly, you may choose to include such restrictive covenants in any post termination settlement agreement with your former employee. 

The nature and type of restrictive covenant should depend on the necessity for your business. The covenant should be reasonable both geographically and by timescale. Should your restrictive covenant be too wide or unreasonable it will not be enforceable.

Different Types of Restrictive Covenant

There are a variety of restrictive covenants you may want to implement:

  • Non – solicitation clauses – restricts the former employee from actively contacting your customers/ clients with whom they have had recent dealings. Potential customers can also be included in such clauses, however the evidence to support the enforceability of such a clause would be difficult.

  • Non poaching clauses – restricts the former employee from poaching or employing other members of your staff.

  • Non – competition clauses – restricts the former employee from in working for/ setting up a similar business/ business in competition with yours.

  • Non – dealing clauses – restricts the former employee from dealing with/ working with either former supplier/ clients/ customers.

 

The likelihood of enforcing the above clauses depends firstly on how stringently the clauses are drafted to protect your legitimate business interest and secondly whether they are drafted within an employment contract or a settlement agreement.

Assuming the clauses as drafted are reasonable and do not go beyond protecting your legitimate business interest, you would be able to enforce any breaches against the former employees. A number of remedies are available to you dependant on the nature of the breach and damage to your business interest. Remedies can include undertakings, injunctions, damages etc.

Please contact us for more advice on restrictive covenants.

If you require assistance in incorporating such restrictive covenants into your employment contracts or settlement agreements, please contact our employment team:

Vaishali Thakerar Employment Solicitor, Leicester

Vaishali Thakerar, Director and Employment Solicitor
Lawson West Solicitors, Leicester

If on the other hand you require advice on how to enforce your restrictive covenants against any breaches by former employees, please contact our dispute resolution team:

Madhvi Panchal, Solicitor, Leicester, Lawson West Solicitors

Madhvi Panchal, Solicitor, Dispute Resolution
Lawson West Solicitors, Leicester

 

Celebrating Success !

This month sees multiple exam successes at Lawson West Solicitors in Leicestershire. Not only has Director Vicky Jones achieved her STEP Excellence Award recognition and Distinction pass mark in the STEP Advanced Certificate in Will Preparation, Dispute Resolution Legal Trainee Harry Mellors and Accounts Legal Cashier Rebecca Todd each celebrate their own respective exam wins….well done to them all…

 

Harry is Celebrating

Harry 2

After a difficult summer with his beloved Northampton Town being relegated and England losing to Italy, Harry Mellors, Legal Trainee, celebrates this month after passing his Masters in Law and his Legal Practice Course at Nottingham Trent University.

Harry Mellors, who joined Lawson West Solicitors in Leicester 3 years ago, is a core member of the firm’s Dispute Resolution team where he helps clients to negotiate commercial and personal dispute resolutions.

 

Rebecca is Celebrating

Rebecca Todd

Rebecca Todd, a member of our Accounts team based in Leicester, recently completed and passed the ILFM Diploma course, building on her existing part CIMA qualification, and is now a fully qualified legal cashier at Lawson West. 

“I’m filling some of my new free time by learning to crochet so I can produce some items for ‘Random Acts of Crochet Kindness’ –  a spontaneous gesture of goodwill towards someone else or something.”