Docklands Solicitor

In the recent case of Bishops Wholesale News agency Limited and others v Surridge Dawson Limited (2009), it was decided that the terms of negotiated agreements will not be altered by the court just because they are more favourable to one party than the other, particularly if the parties have received legal advice.


It is therefore extremely important that contracts are carefully drafted by experienced and knowledgeable solicitors. For expert advice contact Selwan Yousif on 0207 712 1751

Labels: contract law, docklands solicitor

If you make a Will your estate ie all your money, property etc goes to the people you choose. If you do not make a Will, the law decides who should inherit! Which option would you prefer? Telephone Vanessa Adamson on 01622 844607 for further details

Labels: docklands solicitor, legal advice, Wills and Probate

This is the right of someone to "impound" another persons property as security for a debt.

As a matter or general law, there are limitations and conditions attaching to its use.

To make them really helpful, you need to get around these limitations and conditions by contract.

We can quote a fixed fee for a meeting to discuss how you wish to protect your business and to prepare/redraft your Terms of Business.

Please contact Selwan Yousif in Docklands on 0207 712 1751 or Luke English in Kent 0845 270 2511. Alternatively call Michael Breeze on 07900 195 195

Labels: debt, docklands solicitor, lien, secuirty

The employer must provide full an complete information as part of a proper consultation process. This would usually included reasons why the employer is contemplating the work changes proposed; the manner in which the changes will help the employer to meet its aims (e.g. avoid redundancies) who will be affected and for how long, and the steps in the consultation process.

If, following consultation, no agreement can be reached, then the employer can simply try to force the changes through.

This will be done by the employer giving the employees their proper notice periods, and simultaneously offering them the new, varied, contracts of employment to take effect from the date on which the old contracts end.

If the employees accept the change, then the variations are made and the employees continue under the new terms. If they do not accept, then their employment will end at the date of the notice period, and the employees will then have to decide whether to bring claims for unfair dismissal.

If so, the employer may well be able to rely on the ?some other substantial reason? defence when justifying the dismissals. Provided the employer had a good reason for proposing the changes, and consulted properly about it, those dismissals are likely to fall foul of the unfair dismissal rules.

For help and advice please contact Selwan Yousif at Kaslers Solicitors LLP on 0207 7121751

Labels: docklands solicitor, employment contracts, legal advice