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It has been 2 years since we made our move from Friar Gate to our new offices on St Mary's Gate! Head over to our Contact Us page for our full address. 
We doubt that many readers will have failed to notice that the law regarding data protection changed on 25th May 2018. You may already be fed up with hearing about it but, here are our suggestions:
30 January 2018 New Recruits
Bradley and Jefferies are delighted to welcome three new recruits to the firm within the last few months.
20 December 2017 Nicola qualifies!
Huge congratulations to our latest Trainee Solicitor to qualify.  Nicola Vernon, who has been with us since 2015, will become a fully-fledged solicitor with effect from 2nd January 2018!
1 November 2017 Well done, Emma!
Congratulations to Emma Allen and Team Loreal who completed the 5km inflatable run at Newark in September 2017, a fantastic £845 was raised! Donations were made to PASIC who support young children with cancer and their families.
Good question, you may say, since October 2016 the government has been carrying out an enquiry into whether the terms “Employee” and “Worker” are properly defined legally. Currently there are three possible categories; “employee”, “worker” and “self-employed/freelance”
As a result of a recent case relating to workplace stress or depression being seen as a disability, it may be useful to look at the law relating to disability. The law says that if an employee has a disability and is thereby put at a disadvantage compared with non-disabled employees, then the employer has a duty to take such steps as are reasonable to avoid the disadvantage. A disability is legally defined as a physical or mental medical impairment that has a substantial effect on the ability to carry out normal day-to-day activities  and is “long-term”, meaning it has lasted or is likely to last more than 12 months.
This is an interesting legal topic that rarely gets a mention. Most employers, employees and HR professionals are well aware of the main grounds for which an employee can be dismissed; gross misconduct, continuing misconduct after a final written warning, etc. But there is also a “catch all” legitimate ground for dismissal for “some other substantial reason”, or SOSR for short.
With the state of world affairs today, religious fanaticism, radicalisation and hatred is a topic that can spill over into the workplace, especially into the controversial area of religious symbolism. In fact two recent cases adjudged by the European Court of Justice may have muddied the legal waters somewhat.
The various specialist civil courts in England and Wales will be reorganised and be officially known as the “Business and Property Courts of England and Wales” from June 2017. They will handle, amongst other matters, international dispute resolution jurisdictions. The courts included within the Business and Property Courts will be as follows:
7 April 2017 Article 50 is here.
Well article 50 has been effectively triggered today. Since the referendum there has been a period of uncertainty, but the latest analysis of possible effects on businesses and the probable changes to the law can be better understood.
One legal issue that rarely gets mentioned is what happens if a company decides to re-locate. Many contracts of employment include mobility clauses which effectively force employees to move, leave or face dismissal. While these clauses are perfectly legal, should an employee choose to leave as a result of the move it may not just be a simple case of dismissal or dealing with a resignation, and if an employee flatly refuses to move, you may have to acknowledge they’re redundant and pay redundancy or you may find yourself at the wrong end of an unfair dismissal claim.
The law is forever being changed and amended so it often helps to know what’s likely to happen in the year ahead so as a business you can make plans and contingencies. Here are a few “red letter dates” for your diary.
The results of a recent case which is the first such conviction under the new laws have led the Competition and Markets Authority to issue new rules and guidelines for company directors. A director of an online company agreed not to act as a director of any UK company for 5 years after his company was found to have been part of an online price-fixing cartel.
7 March 2017 Are you GDPR ready?
Although the General Data Protection Regulation comes into force on 25 May 2018, businesses should really look at their processes and procedures now, because the GDPR will create a major shift in how all organisations handle personal data.
7 March 2017 To buy or not to buy?
Thinking of buying a business? There may be more to consider nowadays than you might think; due diligence is vital when it comes to deciding whether or not to go ahead with an acquisition, it helps a the potential buyer to decide if the price is right or fair, or if there is any specific risk that can be identified which can be covered by specific indemnity clauses in the sale and purchase agreement and even whether to proceed or not, as previously stated.
So the New Year is a few months old and you’ve decided to start up on your own, good for you! Whatever you decide you want to do, though there are certain things you should never ignore or overlook if you want to succeed.
7 March 2017 What is new in 2017?
As the new legislative year begins, here are a few pointers to what employers and employees can expect to see in the New Year as regards employment laws and laws that may impact businesses and employers in general. Firstly, pay disparity, the Gender Pay Gap Reporting regulations  that we blogged about last year, although the regulations are still in draft form the deadline for the first report is expected to be 4 April 2018 based on pay and bonus data from 2016/17.