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Compensation in discrimination cases can cover both financial and non-financial loss. Non-financial loss can include injury to feelings and individuals can recover compensation for this even when they have suffered no financial loss.
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According to an Employment Tribunal decision in Ali v Capita (2017), enhanced maternity pay could be received by a father in connection with pregnancy or childbirth.
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Family breakdown can, for many, be one of the most stressful life events. The inevitable conflict and uncertainty which it involves can lead to significant upset and distress, particularly where children are concerned.
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On 14 September 2017, Sir James Munby, President of the Family Division, issued guidance in relation to cases where there are allegations of domestic abuse in Children Act Proceedings. The guidance is contained in the new Practice Direction 12J which came into force on 2 October 2017.
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When faced with bankruptcy proceedings, it is paramount that you act quickly in order to avoid unnecessary costs and stress. It is equally important to seek legal advice to ensure the best course of action is taken.
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The Pre-Action Protocol for Debt Claims (“PAP”) is part of the Civil Procedure Rules which govern how parties deal with litigation claims through the County Court. This is the first time that pre-action on a debt has been specifically covered in the rules.
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In our fast modern world the ability to search a database and rely on the result is paramount. Take a common occurrence, searching for a solicitor. The Law Society’s “Find a Solicitor” (FAS) is widely used by the public and business’; and more importantly by the legal profession to verify whether a person is a legitimate solicitor as they say.
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It will be no surprise to most readers that the invoice from the funeral directors can be settled legitimately from the deceased’s estate. But what happens when the cost of the wake is in question? Unlike the funeral itself the costs of the wake are not deductible automatically from the estate unless all beneficiaries agree to them.
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In the UK, the Law entitles full-time workers to 5.6 weeks’ holiday pay per year; this consists of 4 weeks as a result of ‘European Law’ and 1.6 weeks as a result of ‘UK Law’. For the portion of holiday under European Law (4 weeks), holiday pay must correspond exactly to workers’ ‘normal remuneration’.
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Employers should not suspend employees as a matter of course. Suspension of employees should only be carried out when it is necessary and reasonable in the circumstances.
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