November 2023

Tees leads discussion with local MP about the future of family justice

Posted on 27 November 202329 March 2025 by Sarah O'Sullivan

Last week, Tees’ Family Law team invited Julie Marson, MP for Hertford and Stortford into the Tees Law offices to discuss the reform needed to support families using the family justice system. This was organised ahead of Resolution Awareness Week, which started this week.

On Monday 27 November, Resolution, the organisation of family lawyers committed to promoting a constructive approach to family issues, launched its Vision for Family Justice – a blueprint for the future family justice system – at a special parliamentary event.

As members of Resolution, Tees Family Law team were keen to give their local MP their perspectives on and experiences of supporting families going through divorce and family breakdown, and to highlight the work to make divorce less confrontational and the plans to shape the future of family justice creating a fair system that works for Tees’ clients.

This year marks the 40th Anniversary of Resolution, which was established by family lawyers who believed that a non-confrontational approach to family law issues would produce better outcomes for separating families and their children. Nowadays, Resolution’s members, including all of Tees’ Family Law team across six offices, encourage clients to consider non-court dispute resolution, such as mediation and arbitration, and now offer one lawyer, one couple legal advice.

Sally Powell, Partner of the Family Law team, said:

“We were really pleased that Julie Marson MP was able to spend some time with us on Friday to talk through some of the pressing family law issues, such as the rights of cohabitants and the difficulties users are facing in the family justice system. We talked about the unfair outcomes for cohabitants in relationship breakdown, often when children are involved, and also discussed the extreme delays that Julie’s constituents are facing, particularly through Chelmsford Family Court.

Julie noted our concerns and agreed to come back to us about her Party’s policy in relation to the rights of cohabitants and she agreed to meet with the Courts Minister, Mike Freer MP, to discuss the damaging delays that current court users, particularly of the Chelmsford Family Court, are having to endure.”

It’s so important that policymakers fully understand what’s needed so that we can shape the future of family justice to benefit families, giving access to early legal advice and avoiding delays and protracted court proceedings.

This was a great way for Tees to start the conversation with Julie Marson MP, and to give her insight into our work and the experiences of our clients. We hope this will encourage the changes needed to create a fairer family justice system for all.

How to raise a grievance at work: A comprehensive guide

Posted on 27 November 202322 March 2025 by Sarah O'Sullivan

A work grievance is a formal concern, complaint, or issue that an employee raises with management. Handling grievances correctly is essential for fostering a positive workplace environment and ensuring fair treatment.

What is a grievance at work?

A workplace grievance can occur for various reasons, including:

Concerns about employment contract terms and conditions
Health and safety issues
Unfair treatment, discrimination, bullying, or harassment
Problems resulting from organisational changes or new work practices

Some complaints, such as those related to discrimination or whistleblowing, may follow specific legal procedures. Seeking professional legal advice can help ensure your grievance is handled correctly.

Informal grievance resolution

Before filing a formal grievance, consider addressing the issue informally. In many cases, a simple conversation with your line manager can resolve the problem. This approach is often quicker and less stressful.

If your complaint involves your manager, consider speaking to another appropriate person, such as an HR representative.

Formal grievance procedure

If informal discussions fail to resolve the issue, you may choose to initiate a formal grievance. Most employers have a grievance policy, typically based on the ACAS Code of Practice on Disciplinary and Grievance Procedures.

Steps to Follow:

Review your employer’s policy: Familiarise yourself with your company’s grievance procedure.
Document the issue: Maintain detailed notes of events, including dates, times, and individuals involved.
Submit a grievance letter: Write a formal letter outlining your complaint and providing relevant evidence.
Attend a grievance meeting: You’ll be given the opportunity to present your case. A colleague or trade union representative can accompany you.
Await the decision: Your employer will investigate and provide a decision within a reasonable timeframe.

How to write a work grievance letter

A grievance letter is a crucial part of the process. Here are some tips:

State the facts clearly: Provide specific details about the issue, including relevant dates and evidence.
Be objective and concise: Avoid emotional language and focus on the facts.
Explain the impact: Describe how the issue has affected your work.
Propose a solution: Suggest possible resolutions.

If you’re unsure about drafting a grievance letter, an employment law specialist can assist you.

What happens in a grievance meeting?

A grievance meeting provides an opportunity for you to discuss your concerns in a formal setting. Prepare thoroughly by gathering evidence, organising your thoughts, and noting any key points.

Can you bring someone to a grievance meeting?

Yes, you have a legal right to be accompanied by a colleague or trade union representative. They can offer support and take notes but cannot answer questions on your behalf.

Mediation as a Resolution Method

Mediation can be a helpful option, especially for interpersonal disputes. A neutral third party facilitates the conversation, encouraging both sides to find a mutually acceptable resolution.

Appealing a Grievance Decision

If you are dissatisfied with the outcome, you can submit a written appeal. The appeal should state the grounds for your disagreement. Your appeal will typically be reviewed by someone not involved in the initial decision.

Seek Legal Support

Navigating a workplace grievance can be challenging. Seeking legal advice ensures your rights are protected and increases the likelihood of a fair outcome.

Contact our employment law specialists today for expert support throughout the grievance process. We can assist with drafting your grievance letter, preparing for meetings, and representing you during appeals.

Tees supports grieving family with clinical negligence case

Posted on 23 November 202328 March 2025 by Sarah O'Sullivan

Justice at Stake: A Mother’s Testimony on Legal Representation in Clinical Negligence Cases

A Heartbreaking Loss: Adam Bunn’s Story

The mother of a young man who lost his life in 2021 has spoken out about the invaluable help provided by the Clinical Negligence team at Tees Law during a time of real need.

This case serves as a powerful reminder of the importance of specialist legal representation in supporting families and driving improvements in healthcare standards. This comes as the government’s proposals on Fixed Recoverable Costs (FRC) threaten to significantly limit access to justice for vulnerable groups.

What Happened to Adam Bunn?

In September 2021, 26-year-old Adam Bunn was admitted to the hospital, diagnosed with severe constipation, and discharged a few days later. Tragically, he was back in hospital the following day, where he collapsed and could not be revived.

An inquest in 2023 revealed that Adam had sepsis and rectal faecal impaction. His blood tests showed clear signs of sepsis, which should have been identified.

A Mother’s Perspective: katie Bunn’s testimony

Katie Bunn, Adam’s mother, shares her experience:

“Our son, Adam, died suddenly and unexpectedly on Friday, 17 September 2021. His inquest took place nearly two years later in August 2023. The coroner concluded that the hospital trust failed Adam in six key ways, one of which was due to neglect. With the correct diagnosis and treatment, Adam would likely have survived.”

The role of legal representation in the inquest

Katie Bunn emphasised the essential support provided by Tees Law:

“We were represented on a ‘no win, no fee’ basis by Tees Law, whose experience in clinical negligence cases was invaluable. Without their guidance, I am certain the coroner’s findings would not have been as comprehensive. The Trust would not have admitted their failings without legal pressure.”

She further explained how the legal team selected expert witnesses, engaged a skilled barrister, and navigated the complexities of the coroner’s court.

“The prospect of facing this process without legal support would have been unimaginable.”

The impact of fixed recoverable costs on access to justice

If the proposed FRC rules had been in place during Adam’s case, the family might not have been able to secure legal representation.

“The Trust would still have had taxpayer-funded legal representation, while we, as a grieving family, would have struggled without the necessary support.”

Tees Law’s perspective on fixed recoverable costs

Tees Law’s Clinical Negligence team expressed their concerns:

“Over the last decade, we have built a specialist practice representing vulnerable clients at inquests. The government’s FRC proposals will further marginalize vulnerable groups, including the elderly, those with mental ill health, and individuals with learning disabilities.”

Understanding Fixed Recoverable Costs (FRC)

Fixed Recoverable Costs (FRC) are legal fee limits proposed by the government for certain medical negligence claims. The most significant impact will be on claims under £25,000, which often involve vulnerable individuals.

The Department of Health has acknowledged that the proposed reforms disproportionately affect people with disabilities, the elderly, and low-income groups.

Recent changes to FRC in October 2023

In October 2023, the government implemented FRC for claims valued between £25,001 and £100,000. These reforms introduced an Intermediate Track with case-specific factors and Complexity Bands that determine cost limits.

Conclusion: Ensuring fair access to justice

Adam’s story highlights the essential role of legal representation in holding healthcare providers accountable and securing justice for grieving families. Fixed Recoverable Costs threaten this access to justice. It is crucial to ensure that vulnerable individuals retain the right to adequate legal support.

Tees Law remains committed to fighting for families like Adam’s and advocating for fairer legal frameworks.

Tees meets criteria for Customer Service Excellence once again

Posted on 15 November 202329 March 2025 by Sarah O'Sullivan

Tees has once again been re-certified and named as meeting the criteria for Customer Service Excellence (CSE) by the Centre for Assessment (CfA), on behalf of the Cabinet Office.

The assessment report provided to Tees this month (November 2023), pinpoints key strengths as ‘an organisation which very clearly understands the critical role that customer service plays in enabling it to meet its strategic objectives.’ Tees is visited annually by representatives of the CfA to review our practices and this year it has been revealed that we have an extremely good record of resolving the very few complaints that we do receive.

The report also recognises the significant work that goes into us re-achieving this status time and time again. It is clear with our growth strategy ahead of 2028, that we are determined to ensure our client journey is as friendly, easy and hassle-free as possible. We continually reinforce the message that clients are at the heart of everything we do and have worked hard to adapt processes to meet requirements to cater for our clients such as disability, deafness, illiteracy and mental health issues.

Customer Service Excellence is a national quality mark that seeks to recognise organisations that have a truly customer-focused culture and to promote continuous improvement. Certification to the Customer Service Excellence standard is achieved through a rigorous assessment process and an on-site visit to establish whether an organisation meets the scheme’s requirements.

Group Managing Director, Ashton Hunt, said:

“It’s wonderful to be re-certified for Customer Service Excellence again this year. It recognises the hard work of all our colleagues here at Tees to ensure we hit the criteria needed, but ultimately, it’s all about our mantra of depth being in all we do. We are committed to ensuring that all of our clients feel valued and supported by our knowledgeable and highly experienced solicitors and advisers and so it is a real honour to once again be recognised for our efforts.”

The new report states that it ‘was clear from the assessment process that, despite continual change, and ever-increasing competition within the legal profession, Stanley Tee LLP, comfortably re-achieved the high standards necessary to be accredited against the Customer Service Excellence Standard.’

Tees new Senior Wealth Planner now settled and seeing clients

Posted on 14 November 202329 March 2025 by Sarah O'Sullivan

Tees Financial Ltd has recently welcomed Senior Wealth Planner David Blackman, a role with a key focus on working with the farming community – a first for the firm.

Tees has a long history of working with farming families, going back 100 years, but before now, we’ve not had a senior financial adviser on board who specialises in this area.

With over 32 years of experience in financial services, David is passionate about helping all clients through life events, with a real interest in planning tax efficiency for agricultural businesses and owners. Tees’ financial advisers work with clients to help them pass on their farm and land assets to the next generation in a well-planned and tax-efficient way. This includes taking advantage of Inheritance Tax reliefs (IHT), Business Property Relief (BPR) and Agricultural Property Relief (APR).

Part of David’s role is to help farming businesses make any necessary adjustments in investment activities and to encourage the use of Trusts and other ownership structures to ensure assets can be passed on tax-efficiently.

David is looking forward to advising more clients and said “It’s important that farming families think about putting appropriate plans in place. It can all be confusing with so many options out there, so I’m here to make sense of it all for our clients and advise on the best ways to protect assets and plan for the future. This includes help on pension and retirements too.”

David has a breadth of experience in providing finance advice to the rural community and has joined Tees after previously working for NFU Mutual – a Farmers’ Union insurance composite, so he fully understands the needs and complexities involved in agricultural land ownership and business. As a Chartered Financial Planner and a Chartered Associate of the London Institute of Banking and Finance, David is also able to advise on protecting family wealth and ensuring financial stability in the future.

“I am passionate about helping clients to achieve their goals and it’s so important to me to grow relationships with my clients by regularly reviewing financial plans, instead of just being very transactional. That’s what I love about the job.”

Our specialist financial advisers are based in several sites including Essex, Cambridgeshire and Hertfordshire, but can help anyone in the UK.

If you would like to find out more about our services or speak to David directly, call our team on 080o 015 1165.

Tees Financial Academy marks 2nd year with 2 new starters

Posted on 14 November 202329 March 2025 by Sarah O'Sullivan

Last year, Tees Financial launched a new adviser academy, with an aspiration to train Financial Advisers who are new to the industry. Last August the team welcomed its very first two participants and now, a year on, we welcome two additional staff members.

The Academy is structured around a two-year apprenticeship programme which combines studying for the CII’s Diploma in Financial Advice, as well as hands on experience as a financial adviser.

New starters Ben Parkhurst and Megan Johns will be studying for their Level 4 Financial Adviser exams at the same time as shadowing the firm’s highly experienced financial advisers. The programme promises to provide Academy members with key objectives to take away from every stage and gives experience across the whole firm.

James Appleby, Managing Director of Tees Financial Ltd, said: “We’re really excited to be welcoming two additional participants to our Academy and are so proud to continue on our promise to harness and invest in the future of up-and-coming talent for financial advice.”

Ben Parkhurst from Chelmsford didn’t have a financial background before joining the Academy but did have friends who were in the industry and who had told him he could be a great fit. He originally planned on pursuing a career in engineering, “I completed an apprenticeship to become a mechanic before I came to Tees. I thought I wanted to go further in engineering, but then I changed direction and went into logistics. It was here that I realised I love client work, problem solving and talking to people.”

Ben came across Tees this summer and decided to apply for the Academy once he saw the volunteering and charity work the company get involved in, because it aligned with his personal ambitions. He plans on studying further to Level 6 once he has completed his Level 4 exams.

Another of our latest recruits Megan Johns who hails from the Bishop’s Stortford area, where the Tees headquarters are based, joined in August this year and has already completed her first exam on the Level 4 course. “At first it felt daunting to study and work at the same time, but I’m actually really enjoying it and have found it easier in a way because I get real experience in the office alongside one study day a week.”

Megan joined Tees originally as an admin adviser and although she liked the job, she became interested in The Academy at Tees Financial Ltd, once she learnt you don’t need any particular A Levels to be accepted and do well in the role. She said “I’m from the local area so I always knew about Tees but didn’t necessarily know too much about the financial side of the business until I joined. It really interests me, and I hope to progress to become a long-term member of the team once I pass all my exams!”

The Level 4 programme consists of six exams split across two years at the end of which, along with the practical work shadowing experienced advisers in the office, provides Academy members with the qualifications, knowledge and experience to take up a role as a financial adviser at the end of the term. There is also an option to continue studying to become a chartered adviser. The opportunity is open to anyone who in the words of Megan, is “hard working, willing to learn and a people person.”

The exams cover off topics such as financial services, regulation and ethics, investment principles and risk, personal taxation and financial planning in practice. The last exam comprises a written essay style format.

Last August, Tees welcomed Percy Sam – an Industrial Design graduate and Guy Pearson, who previously studied Exercise, Nutrition and Health at Nottingham Trent University.

The Academy has been a change in direction for Guy who previously trained as a personal trainer before the global pandemic. He recalls, “I joined a large advisory firm after leaving personal training, but felt I lacked support and the tools I needed to study for my Financial Adviser exams, but at Tees I have been able to get on-the-job experience as well as lots of time to learn from experienced team members.”

Both Percy and Guy are just a year away from becoming fully qualified and are advocates for others joining the Academy. Percy admitted, “The Academy wasn’t even on my radar, and I knew nothing about financial advising before joining Tees!”

“The Academy at Tees Financial Ltd offers an opportunity to become a qualified Financial Adviser in two years,” says James Appleby. “We’re looking for candidates with the right attitude and aptitude, regardless of past experience.”

The Academy at Tees Financial Ltd is committed to the rolling programme and aims to continue to recruit up to two new recruits each year. This forms part of Tees Financial Ltd’s longer-term growth strategy.

If you would like to find out more about our services or speak to a Tees financial adviser directly, call our team on 0808 159 7432, or fill out our enquiry form and we’ll be in touch.

Tees is a trading name of Tees Financial Limited which is regulated and authorised by the Financial Conduct Authority. Registered number 211314. Tees Financial Limited is registered in England and Wales. Registered number 4342506.

Modernising fertility law: HFEA’s proposals

Posted on 2 November 202322 March 2025 by Sarah O'Sullivan

In November 2023, the Human Fertilisation and Embryology Authority (HFEA) outlined a series of recommendations to modernise fertility laws in England and Wales. These reforms aim to enhance patient care, ensure legal clarity, and keep pace with advancements in reproductive science.

Why reform is needed

The HFEA, as the regulator of fertility treatment in the UK, plays a critical role in protecting patients. Since the introduction of the Human Fertilisation and Embryology Act in 1990, fertility law has faced challenges due to outdated legislation. Judges in family law courts often have to interpret the law, leading to inconsistent outcomes, particularly regarding legal parenthood.

The HFEA’s recommendations address these gaps by focusing on four key areas:

Patient Safety and Best Practices
Access to Donor Information
Consent
Scientific Developments

Enhancing patient safety and best practices

To strengthen patient protection, the HFEA proposes stricter regulatory controls and expanded enforcement powers for licensed clinics. This would ensure clinics meet high standards of care, reducing the risk of legal complications for families undergoing fertility treatment.

Improving access to donor information

Recent legislative changes have enabled donors to access information on previously anonymous donations. The HFEA recommends providing donors with mandatory implications counselling before treatment. Additionally, clinics would be required to offer clear guidance to both donors and recipients on the implications of accessing this information.

Addressing consent complexities

Current laws surrounding consent for fertility treatment, embryo storage, and embryo use are ambiguous. Judges often face difficult decisions in cases involving consent disputes, particularly in situations of relationship breakdown or posthumous conception. The HFEA’s proposals call for clearer legal definitions to protect all parties and provide greater certainty for families.

Embracing scientific developments

With rapid advancements in reproductive technology, the HFEA also advocates for more flexibility in the law. Granting the HFEA greater discretion to adapt regulations in response to scientific progress will ensure the legal framework remains relevant and responsive.

The need for timely legal reform

Since its introduction, the Act has only undergone one significant update in 2008, which expanded parental rights for same-sex female couples. While this was a positive step, it also introduced complexities in legal parenthood determination. Many families face uncertainty and legal challenges due to the outdated framework.

Despite increasing calls for reform, including on the HFEA’s 30th anniversary in 2020, progress remains slow. As fertility treatments become more common, modern legal protections are essential to reflect the diverse family structures of today.

How Tees Law can help

At Tees Law, we frequently assist parents navigating the legal aspects of fertility treatment. From reviewing documentation to ensuring legal parenthood is established, our experts provide comprehensive support. We also offer guidance on consent and storage disputes, particularly during family breakdowns.

Furthermore, our clinical negligence team welcomes the HFEA’s emphasis on patient safety. Enhanced regulatory oversight can prevent instances where clinic errors lead to complex legal battles over parenthood.

Conclusion

While legislative changes are yet to be implemented, the HFEA’s recommendations represent a positive step toward safeguarding patients and modernising fertility law. At Tees Law, we support these efforts and remain committed to helping families achieve legal security and peace of mind throughout their fertility journeys.

For expert legal support on fertility law and parental rights, contact our team today.

Pregnancy and maternity discrimination: Know your rights

Posted on 1 November 202322 March 2025 by Sarah O'Sullivan

If you’ve been dismissed, treated unfairly, or disadvantaged at work because of pregnancy or maternity, you may have a claim for discrimination or unfair dismissal. Understanding your rights is crucial to protecting yourself in the workplace.

What is Pregnancy and Maternity Discrimination?

Pregnancy and maternity discrimination occurs when an employer treats an employee unfairly due to pregnancy, maternity leave, or the assertion of related rights. This can happen at various stages, including:

When you inform your employer about your pregnancy
During a job interview while pregnant
Throughout your maternity leave

If you face unfair treatment after your maternity leave ends, it may still be unlawful under sex discrimination laws.

Examples of Pregnancy and Maternity Discrimination

Discrimination at Job Interviews

You are not obligated to disclose your pregnancy during an interview.
Employers cannot ask about your pregnancy or family plans.
Your pregnancy should not impact the hiring decision.

Promotion Opportunities

Pregnancy or maternity leave should not affect your chances of promotion.
Employers should inform you about promotions and provide fair opportunities.

Pay During Pregnancy and Maternity Leave

Your salary may change only when you begin maternity leave.
You may receive statutory maternity pay or contractual maternity pay.
Benefits and annual leave should continue to accrue during maternity leave.

Training and Development

You should be kept informed about training opportunities.
Employers should work with you to schedule training at suitable times.

Redundancy During Pregnancy or Maternity Leave

It is illegal to make you redundant due to pregnancy or maternity leave.
If redundancy is necessary, employers must consider you for suitable alternative roles.
You have enhanced protection from redundancy while on maternity leave.

Pregnancy-Related Illness

Employers should support you if you need time off due to pregnancy-related illness.
Pregnancy-related absences should not result in disciplinary action.

Ante-Natal Appointments

You are entitled to paid time off for ante-natal appointments.
Employers cannot require you to use annual leave for these appointments.

Performance Management During Pregnancy

Employers must be understanding of any pregnancy-related impact on your performance.
Supportive adjustments should be made where necessary.

Dismissal During Pregnancy or Maternity Leave

Dismissal based on pregnancy or maternity is unlawful.
Seek legal advice if you face unfair dismissal.

Returning to Work After Maternity Leave

You are entitled to return to your original role or a suitable alternative.
Employers cannot pressure you into accepting unsuitable changes.
You have the right to request flexible working after 26 weeks of employment.

Victimisation and Your Rights

If you assert your rights and face retaliation, such as exclusion from opportunities or receiving a poor reference, this is known as victimisation. Legal support is essential in these situations.

Understanding the Protected Period

The “protected period” covers from the start of your pregnancy until the end of your maternity leave or your return to work, whichever is earlier. Unfair treatment during this period is unlawful. Afterward, you may still have a claim if the treatment stems from actions taken during the protected period.

How to Make a Pregnancy Discrimination Claim

Seek specialist legal advice to understand your rights.
Claims typically go through an employment tribunal.
The deadline for making a claim is three months minus one day from the discriminatory act.
You must contact the Advisory, Conciliation and Arbitration Service (ACAS) for Early Conciliation before filing a claim.

Contact Our Employment Law Solicitors

If you believe you have experienced pregnancy or maternity discrimination, our experienced employment law solicitors are here to help. We offer clear, expert guidance to support your claim.

Call us at 01245 293197 for a no-obligation consultation or complete our online enquiry form. Let us help you protect your rights and navigate your legal options confidently.