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We are pleased to confirm that our newly formed Wills and Probate team have been accredited by the Law Society with Wills & Inheritance Quality Scheme membership.

Next week one of the partners, Rob Green, is heading to Uganda to run a half marathon. Details of his efforts and the charity for which he is running are below. Any donation, however small, would be greatly appreciated.

A link to our facebook page and an article about the results of the LawCareers.Net awards:
Further to our article of 3 April, the Government has rejected the petition started by Nicola Thorp that called for new law regarding workplace dress codes. The Government stated that “scope for redress already exists” in the Equality Act 2010. However, the Government has said that it will publish enhanced guidance for employers on workplace dress codes later this year.If you have concerns about your workplace dress code, please get in touch with our employment team.
We are pleased to announce that Lauren McLaughlin has joined Curzon Green Solicitors as an Associate.

Lauren will be based at our London office working exclusively in the Employment department.

Lauren previously worked at a niche employment law firm in the City of London. She has experience of complex employment issues, acting for both employers and employees in matters ranging from Employment Tribunal litigation to internal HR advice and settlement agreements.

The Court of Appeal have ruled that a Judge had erred in failing to provide sufficient reasons or an explanation as to why a 50:50 shared care arrangement (alternate weeks) was in the children’s best interests, being a departure from the status quo. 

The Court of Appeal have ordered that the matter be remitted to the lower Court to a different Judge so that the issue of division of shared care during term time can be determined. Macfarlane LJ and Black LJ have urged the parties to try and reach an agreement in the children’s best interests instead of relying on the Court to make this decision.  The Court of Appeal ruled that the current arrangements should remain in place on a practical basis until the matter has been determined by the lower Court. 

Black LJ commented that the Judgment did not intend to change the law in respect of the duty to request further reasons if a Judgment was thought to be lacking however in the above circumstances, this was not possible.

Curzon Green acted for the father.

The Employment Rights (Increase of Limits) Order 2017 SI 2017/175 has been laid before Parliament and will increase the compensation limits and minimum awards that are payable under employment legislation from 6 April 2017.
Notable changes include:
·         an increase to the limit on compensation for unfair dismissal from £78,962 to £80,541
·         the limit on a week’s pay for the purposes of calculating, among other things, statutory redundancy payments and the             basic award for unfair dismissal, will increase from £479 to £489
·         guarantee pay will increase from £26 to £27 per day
·         the minimum basic award in cases where a dismissal is unfair by virtue of health and safety, employee representative,             trade union, or occupational pension trustee reasons will increase from £5,853 to £5,970.
The new rates take effect where the ‘appropriate date’ for the cause of action (such as the date of termination in an unfair dismissal claim) falls on or after 6 April 2017. Where the appropriate date falls before 6 April, the old limits will still apply, irrespective of the date on which compensation is awarded.

From today, as a result of the Social Security Benefits Up-rating Order 2017 SI 2017/260, the standard rate of statutory sick pay will be £89.35 per week.

As at today, the standard rates of statutory maternity pay, statutory paternity pay, statutory adoption pay and statutory shared parental pay will rise to £140.98 per week (or 90 per cent of the person’s average weekly earnings if lower) in accordance with the Social Security Benefits Up-rating Order 2017 SI 2017/260. 
New Rates for National Minimum Wage from today are:
workers aged 25 and over                               £7.50 per hour;
workers aged 21 to 24                                      £7.05 per hour;
workers aged 18 to 20-year-olds                    £5.60 per hour;
workers aged 16 to 17-year-olds                    £4.05 per hour;
apprentices                                                         £3.50 per hour; and
the accommodation offset will be                   £6.40 a day.

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