September 2022 - Page 2 of 2

SPOTLIGHT ON…..Fiona Wilson

Posted on September 15, 2022 by Mike

Introducing….Fiona Wilson, Solicitor
Head of Family Law Team Lawson West Solicitors

Fiona….When did you qualify as a Solicitor?

I studied for my Law degree LL.B (Hons) and then went straight to my Legal Practice Course (I now know that I had my colleague Alistair as a class mate – it is a small world). Following that I did my training contact in Northamptonshire and qualified as a Solicitor in September 1996. I began to practice in various litigation areas, before deciding that Family Law was my passion. I have worked in both the Warwickshire and Leicestershire area and have built up strong local connections.

When did you begin to specialise in Family Law?

I have practiced family law since I qualified as a solicitor in 1996. I became specialist in 1998 – 25 years of family law.

What do you enjoy about Family Law?

Where do I begin?!

I enjoy acting for all types of clients, husbands, wives, mums, dads, partners and co-habitants. I enjoy taking the time to get to know clients and really understanding what they want and how they want to achieve it. Advising clients and assisting them to get the best possible result for them. I understand the privilege in being instructed by clients who, in effect welcome me into their life at what, undoubtedly is a distressing and worrying time.

Most of all, I enjoy the conclusion of a matter when I have a happy client who is able to continue their life in the knowledge that they have achieved the best outcome.

What is your greatest success?

All cases where I have a happy client. (Fortunately, this is most clients I have acted for over the last 25 years!).

I make sure that I have a good relationship with clients, keep in touch with them and provide an update when necessary. Managing my clients’ expectations is a must, I can do this by building-up a relationship with my client and really understanding their instructions. If frank advice is needed then it is given. Similarly, and it does happen, if a client is not seeking enough then I will advise them of that too. I will act in a diligent and cost effective manner.

If you had a magic wand, what would you change about family law?

I am an Accredited Member of Resolution. Accredited specialists are highly competent, the Resolution accreditation is a mark of excellence in practice, recognised by the public, members, the judiciary and the Legal Aid Agency. It demonstrates the outstanding level of skills and expertise of the members who achieve accreditation. Resolution is a community of family justice professionals who work with families and individuals to resolve issues in a constructive way.

If I had a magic wand, then it would be to take the unnecessary confrontation out of parties separation. The confrontation does little or nothing to promote any sort of future for parties, to allow them to work together, particularly if there are children. It also significantly increases the parties costs.

If you would like to meet Fiona, or discuss your family law needs with her, she is available for face-to-face or virtual meetings. Contact Us – select ‘divorce and family’ for any family matter and complete our enquiry form, there’s no obligation and Fiona will call you straight back to see how best we can help you.

Queen’s Funeral & the additional Bank Holiday: an Employer’s guide

Posted on September 14, 2022 by Mike

Bank Holiday for HM Queen Elizabeth II

The funeral for Her Majesty Queen Elizabeth II’s will be held on Monday 19^th September 2022. The Government has announced that this day will be a bank holiday for all parts of the United Kingdom.

What does this mean for employers do they need to honor it?

Government guidance confirms that each employer needs to make their own decision on whether they will treat this day the same as additional bank holidays.

In a notice from the Government, it is stated that “this is a matter for discussion between the individuals and their employer.”*

There is no statutory right to time-off for public / bank holidays, and so it is important for employers to review contracts of employment when deciding whether their staff are entitled to this additional bank holiday.

For example, employment contracts which state that the employee is entitled to “20 days annual leave plus 8 public holidays” (which are listed) will not have an automatic right to time off. In contrast, employees who have the right to “all public/bank holidays” will be entitled to the day off work.

Holiday clauses can be worded in a variety of ways:

“20 days holiday plus the usual public / bank holiday…”
“20 days holiday plus public / bank holidays…”
“20 days holiday plus the following public / bank holiday…”

For employees working on the bank holiday, it is important to note that there are no statutory rules regarding extra pay on public/bank holidays. Employees are advised to check their staff handbooks and/or employment contracts which may include details and further guidance about public/bank holidays.

The notice from the Government also states that “the Government cannot interfere in existing contractual arrangements between employers and workers.” *

However, employers are encouraged to be mindful and sensitive when dealing with requests from staff who request time off during this period of national mourning.

When deciding whether to grant time off for employees, is important for employers to balance any legal position with the emotional needs of their staff.

Other considerations

What about part-time employees?

Part time employees have a right not to be treated less favourably than full time employees (Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000). To ensure fair treatment, it is best to give them a pro-rata entitlement of the public holidays regardless of whether or not they would normally work on that day.

What about staff with children?

Schools are to be closed on the 19^th September 2022 which may make child care difficult for some employees.

Travel to and from work

Some staff rely on public transport, there is likely be a reduced service on public transport on the Bank Holiday which could affect some employees.

It is still yet to be announced whether the date of coronation for His Majesty King Charles III will be a Bank Holiday.

*Bank Holiday announced for Her Majesty Queen Elizabeth II’s State Funeral on Monday 19 September – GOV.UK (www.gov.uk)

If you have any questions regarding the implications of the additional Bank Holiday and your employer obligations, then please feel free to contact our employment team here.

A message from Lawson West Solicitors…

Posted on September 9, 2022 by Mike

Lawson West Solicitors delighted to announce…

Posted on September 7, 2022 by Mike

Announced on 7th September 2022, Lawson West Solicitors has been shortlisted for the “Outstanding Employee Experience” award at the British Wills and Probate Awards 2022.

Outstanding Employee Experience, sponsored by Advanced

EMW Law LLP
Lawson West Solicitors Limited
Weightmans

Phoebe Skarlatos, Head of Probate, Wills & Trusts, comments: “A huge thank you to everyone (Directors, and everyone else too) from me for fostering an environment where we can all experience outstanding employee experience.”

Congratulations to all involved!

Month: September 2022