Sarah O'Sullivan, Author at Tees Law

Shaping the future of stone supply: Grants’ sale to Stoneworld

Posted on 27 June 202527 June 2025 by Sarah O'Sullivan

Tees recently advised Grants of Shoreditch Limited (“Grants”) on the sale of its subsidiary Park Lane Bathstone Limited (“Park Lane”) to Stoneworld (Oxfordshire) Limited (“Stoneworld”). Grants of Shoreditch Limited specialises in the supply of high-quality stone to support the UK construction industry.

Park Lane ran the Park Lane Bathstone Mine near Corsham, Wiltshire which was acquired by Grants in 2018. Following a strategic decision by Grants to focus its quarrying operations in the Midlands and North of England, it was decided to sell the Park Lane mine. For Stoneworld, this acquisition will provide a springboard into the rapidly growing Bath stone market, allowing Park Lane to supply Bath stone to projects across the country, utilising the knowledge and experience gained from over two decades in the stone industry.

The Bath stone market has experienced significant consolidation in recent years, driven by strategic acquisitions aimed at enhancing production capacity and securing high-quality reserves.

The Grants Group is a multi-disciplinary and innovative provider of construction solutions. It has contributed to some of the country’s most prestigious building projects, including Hanover Square, the Westfield shopping centres in London, the British Museum, and The Shard.

The transaction team was headed by Corporate Partner Baljeet Kaur, who together with solicitor Alex Haines and Commercial Property Partner Jane Winfield, steered Grants through the sale process, ensuring that the company’s position was well protected at all times during the transaction.

Baljeet commented “It has been a pleasure supporting the team at Grants, and we wish them every success moving forward. We look forward to assisting them with their exciting future projects.”

Directors Michael Denyer and Jason Plumstead expressed their gratitude to the Tees team for their efforts in finalising the deal and acknowledged that “Bally’s expertise, guidance, and dedication were instrumental in achieving a smooth and successful transaction.”

Finding a fair and cost-effective family solution through arbitration

Posted on 27 June 2025 by Sarah O'Sullivan

Tim* came to Tees for advice after his former partner, Betty*, made an application under Schedule 1 of the Children Act for financial support for their daughter, Alice*. When Alice was about six months old, Betty moved abroad without Tim’s agreement.

Tim wanted to remain an active part of Alice’s life. However, he didn’t want to expose either her or Betty to a lengthy and potentially stressful court battle over her return or living arrangements.

After relocating, Betty applied for financial support for Alice. Mediation had already been attempted but hadn’t worked. On receiving Betty’s application, we talked to Tim about arbitration: often a faster, private alternative to court. Both parties agreed to engage in the process.

Tim’s financial position was far stronger than Betty’s; he had a salary of £175,000 and assets of £1 million, whereas Betty had no income or capital. She requested £575,000 in capital, £2,800 per month in maintenance, and private nursery and school fees. Tim offered £141,000 towards housing costs, £1,000 a month in maintenance and up to £350 for nursery fees.

There was a clear gap between their positions, with key points of disagreement including the cost of buying a two-bedroom home in the country where Betty and Alice had moved and the cost of everyday items, such as food.

At the arbitration hearing, the arbitrator found that Tim’s offer better reflected the needs of the child. He felt Betty’s figures were based on high-end property prices and didn’t reflect the realistic cost of living in the local area. The arbitrator concluded that the cost of living was significantly lower than in the UK and their decision was closer to Tim’s approach.

Choosing arbitration meant both parents avoided the drawn-out and costly court route. With the right advice and a focus on the best outcome for the child, the process remained constructive. Tim had strong legal representation and a suitable arbitrator in place – thanks to our team’s specialist knowledge and practical, strategic advice.

If you or someone you know could do with expert family advice, get in touch with any of our Family law team.

*Names have been changed to protect the privacy of our client.

Tees wins Responsible Employer of the Year at East Prop Awards 2025

Posted on 27 June 202527 June 2025 by Sarah O'Sullivan

At the East Prop Awards 2025, Tees was awarded Responsible Employer of the Year sponsored by Horta Properties Limited. The black-tie evening held by UK Property Forums on Wednesday 25 June at Homerton College, Cambridge, brought together professionals from across the eastern region.

Tees was shortlisted for our commitment to responsible business—championing wellbeing, encouraging ethical business across operations, and strengthening ties within our local communities. The award reflects years of collaboration and hard work across the firm to put purpose at the heart of how we do business through Environmental, social and governing efforts.

Sarah Coates, Partner and Head of Commercial Property in Cambridge, was also recognised on the night as a finalist for Leader of the Year. The nomination acknowledged her leadership in both community engagement and strategic growth.

Sarah commented:

“Winning Responsible Employer of the Year is a huge honour and a real reflection of the values we live by at Tees. It was also a pleasure to be surrounded by so many peers and professionals making a genuine impact across our region.”

Congratulations to all winners and finalists, and to all the team at UK Property Forum for delivering another exceptional event. The standard of entries shows that the East of England continues to lead the way in sustainable and responsible development, and we are proud to be a part of the movement.

Employment tribunal backlog in 2025: Practical insight for employers and employees

Posted on 26 June 2025 by Sarah O'Sullivan

Employment Tribunal backlogs continue to swell, with a reported 49,800 open cases at the end of 2024, a 23% on the previous year, leaving roughly 450,000 individuals waiting for resolution. The average claim for unfair dismissal or discrimination now sits in the queue for about 12 months before it is listed for hearing. During that time the dispute is very much alive, potentially tying up management time, legal budgets and personal energy.

Why the numbers keep rising

Receipts are outstripping disposals. In Q3 of the 2024–2025 financial year the Tribunals received 11,000 new single claims but disposed of 9,600, driving the overall open caseload to 467,000 across single and multiple claims. Within those figures unfair dismissal filings jumped by more than a quarter year on year, with wage disputes and discrimination claims also climbing.

Greater public awareness of employment rights, cost-of-living pressures and the abolition of Tribunal fees in 2017 all play a part, yet a shortage of salaried judges may be an immediate pinch point.

ACAS Early Conciliation: a system within the system

Early Conciliation was designed to ease pressure, but freedom of Information data shows an average of 14.78 days to allocate a case to a conciliator, and practitioners regularly see four-week waits that consume most of the six-week statutory early conciliation window. ACAS’ total headcount is 1,085 people for the entire organisation, limiting capacity to manage the growing volume of notifications.

The practical consequence is, we would venture, more certificates issued without discussion and, ultimately, more claims proceeding to Tribunal.

Enter the Employment Rights Bill

The Employment Rights Bill, now progressing through Parliament, promises to reshape the landscape again:

• Day-one protection against unfair dismissal will replace the current two-year qualifying period, although employers may operate an extended probation period of up to nine months.
• Limitation periods for most employment claims could double from three to six months, giving potential claimants more time to seek advice and lodge proceedings.
• A broader definition of “employee” will bring casual and zero-hours workers firmly within Tribunal jurisdiction.

Each change aims to improve access to justice, yet each may add pressure on an already stretched system.

What this means for employers

1. Refresh policies and procedures now

In practical terms, the best antidote to a growing Tribunal backlog is prevention. For employers, start with a spring-clean of your core documents. Your disciplinary, performance and redundancy and flexible-working policies should match current ACAS guidance, speak the language of fairness and set out clear timelines and expectations (and consequences of serious and/or persistent poor behaviour or work expectations).

When policies are simple, consistent and easy to find, staff are much more likely to follow them and far less likely to feel blindsided by process.

2. Train line managers on fair process and record keeping

Next, equip your line managers. Many Tribunal claims succeed because managers skipped a step in the process, or appeared to act inconsistently, rather than because the business acted in bad faith.

Short, scenario-based training on investigation meetings, note-taking and outcome letters pays for itself quickly.

Pair that training with a standard document pack so managers capture evidence in a consistent format.

Clear processes and consistent practices build trust inside the workforce and reduce the risk of unfair dismissal litigation.

3. Front-load evidence. Capture witness notes and digital records while memories and data are still fresh

Evidence really is key. Gather witness statements, emails, WhatsApp messages and rota data while the facts are still fresh in everyone’s minds.

Store everything in a central, searchable system with retention periods that reflect the six-month limitation proposed in the Employment Rights Bill.

Early document collection not only strengthens your defence but also signals to claimants that you are prepared, which can encourage settlement during ACAS Early Conciliation.

Keep in mind, as an aside, data privacy rights and obligations when processing data.

4. Consider alternative dispute resolution

When a dispute arises you might look beyond ending up at the Tribunal hearing. Judicial mediation (where a Judge not involved in your final case mediates between the parties), private mediation or even a well-timed protected conversation can save months of uncertainty and allow commercial choices to be made to reach a resolution in a cost-effective way.

Alternative dispute resolution shows the Tribunal that the employer has acted reasonably, protects brand reputation and often costs far less than a full hearing. With listing dates sliding into late 2026, a pragmatic offer today can be the quickest route to closure.

If you would like tailored advice on updating policies, delivering training or exploring mediation, the Tees Law employment team is ready to help.

What this means for employees

Early advice remains essential.

Even with longer limitation periods on the horizon, evidence is far easier to gather soon after an incident. Keep contemporaneous records, explore ACAS conciliation promptly and weigh settlement offers pragmatically against the prospect of a hearing that could be more than a year away.

Our perspective at Tees Law

The backlog is frustrating, but it is manageable with the right strategy. We help clients set realistic timelines, gather robust evidence at the outset and explore settlement or mediation where that serves their goals. If the Tribunal queues or the forthcoming Employment Rights Bill raise questions for you or your organisation, our employment team is ready to help you navigate UK employment law with confidence.

Sources

• Ministry of Justice, “Tribunals statistics quarterly: October to December 2024,” GOV.UK, published March 2025.
• Personnel Today, Rob Moss, “Employment tribunal backlog up 23 % in a year,” 7 May 2025.
• People Management, “Employment tribunal backlog soars by a quarter in a year,” May 2025.
• HR Grapevine, “Employment tribunal backlog leaves 450,000 in legal limbo,” 8 May 2025.
• House of Commons Library, “Employment Rights Bill 2024-25: Progress of the Bill,” Research Briefing CBP-10174, March 2025.
• ACAS, “Annual Report and Accounts 2023-24,” presented to Parliament 18 July 2024 (staffing and service metrics).

Making a Will: Who will inherit if you don’t decide?

Posted on 26 June 2025 by Sarah O'Sullivan

Have you thought about what would happen to your assets if you died without a Will? It’s a difficult topic to consider, but putting a Will in place is one of the most important steps you can take to protect your family and future.

Shockingly, research by pension and insurance company Canada Life has consistently found that over half of the adults in the UK have not made a Will. If they die without one, they’ll be intestate, and their assets distributed in accordance with default rules (known as ‘the rules of intestacy’).

Make your wishes known

A Will is the only way to make sure your money, property and personal possessions go to the people and causes you care about. Without one, the rules of intestacy set out who inherits – and it might not reflect what you would have wanted.

You can also use your Will to:
• Appoint guardians for your children
• Make financial provision for dependents
• Leave gifts to friends, charities, or organisations
• Set out funeral wishes

Reduce stress and uncertainty

Losing a loved one is hard enough. A clear, legally valid Will reduces the burden on your family at a time of grief. It helps avoid confusion, prevents disputes, and ensures decisions don’t have to be made under pressure.

Protect against inheritance tax

A well-drafted Will can help manage how much inheritance tax is paid – making sure more of your estate goes to your loved ones. With advice from our legal and financial experts, we can create a plan that works for you.

Plan for the unexpected

No one knows what the future holds and yet, approximately 31 million UK adults do not have a Will in place. Making a Will is not just for later life – it’s relevant to anyone with children, property, or financial assets. It can then be reviewed and updated as life and your personal circumstances change.

Giving you the full picture
Our private client solicitors will talk you through the process clearly and without jargon. We’ll help you understand your options and draft a Will that reflects your wishes. We’ll also make sure it meets all legal requirements and help protect against any potential future challenges against the terms of the Will.
If you already have a Will, we recommend reviewing it regularly – especially after major life events like marriage, divorce, or having children.

Get in touch

If you’re ready to make a new Will, wish to review an existing one or just want to talk through your options, we’re here to help. Book a confidential, no-obligation chat with one of our expert Wills and probate solicitors

The NHS maternity crisis: the statistics demand urgent action

Posted on 25 June 202527 June 2025 by Sarah O'Sullivan

The state of NHS maternity services is a national concern and the government has announced a plan of action. In a move that will resonate with many families, Health Secretary Wes Streeting has launched a rapid investigation into 10 of England’s worst-performing maternity units, alongside a broader review of systemic failings.

This follows the 2024 Birth Trauma Inquiry which was one of the most sobering reports on NHS care in recent years.

Based on over 1,300 testimonies from women and health professionals, it concluded that traumatic births are not rare exceptions, but common events. Around one in three women now describe their birth experience as traumatic. Each year, as many as 30,000 mothers develop post-traumatic stress disorder after giving birth.

The report uncovered:

694 emergency caesareans, many of them unplanned and inadequately explained
378 cases involving forceps delivery
106 third-degree perineal tears and 41 fourth-degree tears
Repeated failures to obtain informed consent before procedures
Poor or missing pain relief in labour
A consistent theme of women feeling dismissed, ignored or blamed when things went wrong

Behind each statistic is a person, a mother who felt abandoned, a baby with preventable injuries and a family searching for answers.

At Tees, we see the reality behind these figures. We work with families affected by poor maternity care, many of whom come to us not just seeking compensation but seeking answers. They want truth, accountability, and reassurance that lessons will be learned.

The stories we hear reflect the national picture, from missed diagnoses and failure to escalate concerns, to serious injuries and hospitals failing to meet their legal duty of candour. For some families, the outcome is a child with lifelong care needs. For others, it is the grief of losing a baby. For many, the trauma is emotional and enduring with an ongoing loss of trust.

Tees has long championed the need for safe, respectful and accountable maternity care. We’ve spoken publicly on these issues, highlighting how avoidable harm can occur during labour and delivery, and how some mothers face discrimination during pregnancy and maternity leave.

In 2015, the UK government set an ambition to half the rates of stillbirths, neonatal deaths, and maternal deaths in England by 2030. Despite these pledges, improvements in maternity services have been slow. Read our Freedom of information report which analysed the responses from NHS Trusts on patient safety and maternity care.

We welcome this inquiry and hope it helps deliver the national cultural change that is so clearly needed. That means listening to experiences, rebuilding trust in maternity care, and ensuring that when things go wrong, families are supported, not silenced.

Tees is here to support people through these moments. If you have questions about the care you or your baby received, we’re here to listen and help.

Limb lengthening and reconstruction orthopaedic surgeries: When medical negligence may arise

Posted on 16 June 202523 June 2025 by Sarah O'Sullivan

Limb lengthening and reconstruction surgeries are advanced orthopaedic procedures used to treat various conditions such as congenital limb discrepancies, traumatic injuries, and deformities caused by infection or bone cancer. These surgeries can significantly improve a patient’s quality of life by restoring mobility, alleviating pain, and improving limb function.

However, the complex nature of these procedures means that, when something goes wrong, the consequences can be severe. If medical professionals fail to follow appropriate clinical guidelines or provide substandard care, patients may be entitled to bring a medical negligence claim.

What is limb lengthening and limb reconstruction?

Limb lengthening is a surgical process used to gradually increase the length of a bone, typically using an external fixator or an internal lengthening device. This may be necessary for patients with:

Congenital limb length discrepancies
Traumatic injuries
Amputations requiring limb equalisation

The process occurs over several months and is usually carried out in carefully planned stages.

Limb reconstruction on the other hand, refers to procedures designed to restore the structure and function of a limb following injury, disease, or deformity. Reconstruction techniques may include:

Bone grafting
Osteotomy (bone realignment)
Use of implants or prosthetics

Any procedure requires meticulous surgical technique, thorough planning and comprehensive postoperative care. Failure at any stage could give rise to complications and in some cases to claims for orthopaedic negligence.

When can medical negligence occur?

Healthcare professionals owe their patients a legal duty of care. They must provide treatment that meets the standard of a reasonably competent practitioner in their field. Negligence occurs when this duty is breached and the breach causes avoidable harm.

To be successful, a medical negligence claim must satisfy two legal tests:

Breach of Duty

It must be shown that the care provided fell below the standard expected of a reasonably competent professional in that specialism. A claim will usually fail if the healthcare provider can demonstrate that a responsible body of clinicians would have acted similarly.

Causation

It must then be proven that, on the balance of probabilities (i.e. more than a 50% chance), the injury or poor outcome would have been avoided had the proper standard of care been met.

Common examples of negligence in limb lengthening and reconstruction

Surgical errors

These procedures require extreme precision. Common errors include:

Incorrect placement of external or internal fixation devices, causing malalignment or deformity
Poor surgical technique resulting in abnormal bone growth or failure to achieve intended length
Damage to nerves, blood vessels, or surrounding tissue during surgery

Inadequate preoperative assessment and consent

A full preoperative assessment is crucial to identify any risks or contraindications. Failures may include:

Incomplete imaging or assessment of bone and soft tissue
Failure to identify underlying conditions affecting healing
Inadequate consent procedures, particularly in paediatric cases where risks are not clearly explained

Poor postoperative monitoring

Post-surgical care is just as important as the surgery itself. Failures here can include:

Not recognising signs of infection, non-union, or delayed healing
Lack of follow-up imaging or clinical reviews
Insufficient rehabilitation advice, impacting mobility and recovery

Improper use or management of medical devices

Limb lengthening devices must be managed correctly throughout treatment. Negligence may occur where:

Devices are improperly adjusted or maintained
There is a failure to act when a device is malfunctioning
Infection or bone damage occurs due to poor hygiene or delayed treatment

Supreme Court clarifies developer and designer responsibilities under Building Safety Act

Posted on 28 May 202523 June 2025 by Sarah O'Sullivan

URS Corporation Ltd v BDW Trading Ltd [2025] UKSC 21

In a landmark judgment, the Supreme Court has provided vital clarification on the responsibilities of developers and construction professionals when it comes to building safety under the Building Safety Act 2022 (BSA).

The background: safety obligations in a post-Grenfell world

Following the Grenfell Tower tragedy, the BSA was introduced to tighten regulations—particularly for high-rise developments. One key change was extending the timeframe for bringing claims under the Defective Premises Act 1972 (DPA).

This case involved BDW Trading Ltd (a major developer) and URS Corporation Ltd (their structural engineering consultant). BDW had discovered serious defects in two high-rise developments—both already sold to homeowners—and carried out remedial works before the enactment of the BSA and without any claim having been brought by homeowners. BDW then sought to recover those costs from URS, raising questions about whether it was legally entitled to do so.

The legal questions

The Court considered four central issues:

Could BDW recover the cost of repairs it had “voluntarily” undertaken?
Did the BSA extend the time limit for BDW’s claims?
Was URS liable to BDW under the DPA even though BDW was a developer, not a homeowner?
Could BDW seek a contribution from URS, even without any direct claim from homeowners?

What the Supreme Court decided

“Voluntary” repairs may still be recoverable

URS claimed BDW’s actions were voluntary and fell outside their duty of care. The Court disagreed. It ruled that developers can recover the cost of safety-critical repairs even if no formal claim has yet been brought by residents. The key issue is whether the response was reasonable in the circumstances—a fact-specific question to be tested at trial.

The Building Safety Act applies broadly

The Court confirmed that section 135 of the BSA doesn’t just extend limitation periods for DPA claims. It also affects claims linked to the DPA—such as negligence and contribution claims. This interpretation reinforces the BSA’s aim of improving accountability across the sector.

Developers are owed a duty under the DPA

URS argued they owed no duty to BDW under the DPA because BDW wasn’t a homeowner. The Court rejected this. It said the duty is owed to homeowners who have acquired an interest in the dwellings and also to whoever commissions the work—layperson or developer alike.

Contribution claims don’t require prior legal action from homeowners

BDW was entitled to bring a claim for contribution even though no homeowner had brought a formal claim. The Court clarified that such claims arise when both parties are liable to the damage which has been suffered by a homeowner and the party seeking contribution has agreed to make compensation to the homeowner—even through “payment in kind”, like repairs.

What this means for the industry

This decision strengthens the legal footing for developers acting proactively to resolve safety issues. It sends a clear message: if you’ve contributed to building defects, you can be held accountable—regardless of whether formal claims have been brought by homeowners.

It also provides:

Greater clarity on how long claimants have to bring proceedings.
Confirmation that developers can seek redress from design professionals and contractors under the DPA.
Assurance that early, reasonable intervention by developers won’t bar them from recovering costs.

How we can help

At Tees, our construction law specialists and Commercial Dispute Resolution and Litigation team are on hand to help you navigate your obligations under the Building Safety Act and the Defective Premises Act. If you’re a developer, contractor or consultant facing questions about building safety or legacy liabilities, we’re ready to support you. Team Members include: Jason Torrance, Duncan Ho, Jessica Barker, Stefania Cuffaro and Daniel Muranyi

Get in touch for a confidential, no-obligation conversation about how the ruling might affect your projects or responsibilities.

Understanding the new Renter’s Rights Bill: Key changes explained

Posted on 28 May 202523 June 2025 by Sarah O'Sullivan

The Renters’ Rights Bill 2024 is set to bring sweeping reforms to the private rental sector in England and Wales. One of the most significant changes is the proposed abolition of Section 21 notices, often referred to as ‘no fault’ evictions. These currently allow landlords to regain possession of their property by giving tenants two months’ notice, without needing to provide a reason.

On 7 November 2023, the King’s Speech confirmed the Government’s intention to introduce the Renters (Reform) Bill, aiming to provide long-awaited protections for tenants—despite the concerns it has raised among landlords.

The current process: Section 21 Notices

Under the current regime, landlords wishing to serve a Section 21 notice must comply with various statutory requirements, including:

Protecting the tenant’s deposit;
Providing an up-to-date Energy Performance Certificate (EPC);
Issuing a valid Gas Safety Certificate.

Failure to meet these requirements renders a Section 21 notice invalid.

In November 2024, the Ministry of Justice reported the highest number of bailiff-led repossessions in six years—24% higher than in 2023—demonstrating growing pressure on the current system.

What is the Renters’ Rights Bill 2024?

Labour leader Sir Keir Starmer pledged to abolish Section 21 notices, and the Government has now introduced the Renters’ Rights Bill 2024 (the Bill), which has passed the committee stage in the House of Lords.

The Bill proposes the abolition of Assured Shorthold Tenancies (ASTs). In their place, all tenancies will become monthly periodic tenancies by default. This change means tenants may remain in their homes indefinitely, unless:

They choose to leave voluntarily; or
A landlord regains possession through a valid Section 8 notice, using one or more of the revised or new statutory grounds.

Key changes to Section 8 Notices

The Bill introduces amendments to the grounds for possession under Section 8 of the Housing Act 1988. These changes aim to strike a balance between tenant protection and landlord rights.

Ground 8: Rent arrears
One of the most significant changes is to Ground 8, which deals with rent arrears. Currently, landlords can serve a Section 8 notice with just two weeks’ notice if a tenant is two months in arrears.

The Bill proposes:

Raising the threshold to three months’ arrears;

Increasing the notice period to four weeks.

This provides tenants with greater time to resolve financial difficulties before facing eviction.

New grounds for Possession

The Bill introduces new grounds for possession, including:

Selling the property – Landlords will be able to serve notice if they intend to sell the property, providing a clear and legitimate basis for recovery of possession.

Other key aspects of the new Renters’ Rights Bill include:

1. A new private rented sector database

A central database will be established to confirm a landlord’s compliance with legal obligations. Landlords seeking to serve a Section 8 notice must demonstrate adherence to statutory requirements.

2. Decent homes standards & awaab’s law

The Bill will extend Awaab’s Law, requiring landlords to investigate and resolve health hazards—such as damp and mould—within specific timeframes. Currently, 12% of private rented homes contain serious hazards.

3. Restrictions on rent increases and upfront payments

The Bill aims to limit financial pressure on tenants by:

Capping upfront rent payments to one month (or 28 days);
Preventing rent increases more than once a year and only to market rates;
Banning “bidding wars” where tenants compete by offering higher rents.

4. Penalties for misuse of possession grounds

Landlords who knowingly misuse a ground for possession may face rent repayment orders—a financial penalty designed to deter abuse of the system.

Challenges and concerns

A major concern is the anticipated increased pressure on the court system. With the removal of Section 21, more possession claims will be routed through the courts under Section 8. Given that it can currently take up to a year for cases to be processed, this raises serious questions about capacity.

The Government acknowledges this and proposes the creation of a new housing ombudsman to handle disputes and complaints from both landlords and tenants in a faster, more cost-effective way.

What happens next?

While the Bill is not yet in force, landlords and tenants alike should prepare for these changes.

Section 21 notices served before the Bill takes effect will remain valid, and those tenancies will still be treated as ASTs for that purpose.
Landlords should ensure they are fully compliant with existing legislation and begin reviewing tenancy agreements in light of the proposed reforms.
Tenants should familiarise themselves with both their current rights and the protections that the Bill will introduce.

Need advice?

If you need advice on the Renters’ Rights Bill, your tenancy agreement, or regaining possession of your property, please don’t hesitate to get in touch with our team.

ESG and corporate governance: A legal duty and a business advantage

Posted on 21 May 202522 May 2025 by Sarah O'Sullivan

When I first joined Tees, I was pleased to learn what ESG meant, not just as a concept, but what it truly meant to embed environmental, social and governance values throughout our ecosystem. Fast forward to today, I am proud to be a part of a firm that has been shortlisted as “Responsible Employer of the Year” by the UK Property Forum Eastern Echo Awards 2025. But it’s not just about awards, many of us still ask why is ESG so important? What are the genuine legal obligations? And how does it impact corporate growth?

What does ESG mean in a business context?

ESG is about how a company manages risks and opportunities related to environmental, social and governance factors. This can include examples like:

Environmental: Carbon emissions, climate impact, waste reduction, energy efficiency.
Social: Employee wellbeing, diversity and inclusion, human rights.
Governance: Board accountability, executive pay, ethics and anti-corruption

It’s no secret that for many businesses, ESG began its journey as a reputational tool, for example, something that looked good in annual reports and presentation decks. But today ESG is no longer just “the right thing to do”, it’s a critical part of a company’s corporate governance.

ESG is a legal duty

Directors owe duties to act in the best interests of the company and today there is a growing understanding that “best interests” comprises long-term value which includes ESG related issues like environmental impact, workforce practices, supply chain ethics and good corporate governance.

The Companies Act 2006 specifically states under Section 172 that directors must act in a way they consider in “good faith” to “promote the success of the company for the benefit of its members as a whole,” and have regard to factors such as:

The need to foster the company’s business relationships with suppliers, customers and others;
the impact of the company’s operations on the community and the environment; and
the desirability of the company maintaining a reputation for high standards of business conduct.

These are all written in law and form a director’s statutory duties – which means that ESG considerations when they fall within these areas are not optional. They are a legal requirement! Boards that ignore these factors, particularly in today’s world of growing climate, social, and ethical risks could be seen as breaching their statutory duties.

ESG is about action

For lots of businesses I talk to today it remains clear that ESG is no longer just about values or vision statements it’s about taking actual action and implementing policies. A huge legal risk currently in the market is “Greenwashing”. Greenwashing is making inflated or misleading claims about a company’s environmental practices, so for example, relying on historic practices or initiatives to portray a business as more environmentally responsible than it really is. If a company says it’s sustainable, carbon neutral, or ethical, it needs to be able to back it up with real evidence. The time of saying the right things without doing the right things is over.

Various regulators across the UK, in response to rising concerns about corporate greenwashing are tightening their own standards. Smaller and medium sized businesses are expected to adhere to requirements from regulators, industry bodies, and government guidance. Whilst larger limited companies, PLC’s and financial institutions will be required to adhere to the Sustainability Disclosure Standards (SDS) which sets the UK’s ESG reporting standard- this is expected to be finalised this summer.

To sum up, ESG now demands real action and regulators expect proof!

So how does ESG contribute to business growth?

ESG plays a powerful role in shaping how businesses grow, adapt and connect with the people who matter most.

From a personal perspective, ESG aligns with what people care about. I see it first hand amongst my colleagues, friends, and family that people want to work for organisations that they can be proud of, that are inclusive and contribute positively to the world. I know I certainly do! In turn, this can attract top talent and retain staff levels.

Likewise, clients, employers and partners are paying attention to what businesses stand for and trust builds brand loyalty. Those companies caught involved in unethical practices risk reputational damage.

Investors are now also demanding ESG responsibility, failing to meet certain expectations can significantly limit financial gain.

Additionally, risk management is huge, companies with strong ESG policies are able to manage and mitigate risk better – whether it is supply chain issues or governance failures. ESG also drives innovation as it can encourage businesses to find smarter and more sustainable ways to operate.

Finally

Hopefully, it’s clear that ESG is not just about doing good—it’s about doing business well. It is both a legal obligation, a recipe for growth and businesses cannot simply treat ESG as a side issue or branding tool – it must be embedded into the heart of corporate governance and decision-making.

Tees advises on sale of BDM Agencies to Plastic Products Limited

Posted on 14 May 202515 May 2025 by Sarah O'Sullivan

Tees is pleased to have advised Brian and Rachel Muir on the successful sale of BDM Agencies Limited (BDM) to Plastic Products Limited (PPL), a leading distributor and supplier of thermoplastic reels and sheets.

Founded in 2012, BDM supports overseas companies in promoting and selling their products across the UK and Ireland. The business has also played a key role in sourcing materials for the Source and Retail card markets, as well as supplying polycarbonate and acrylic for ID card projects and PPE partitioning.

After more than a decade of building BDM, Brian and Rachel decided it was the right time to realise the value of their hard work. They sold their shares to PPL, a long-standing business partner of BDM. This acquisition strengthens PPL’s service offering to its clients, expanding its reach and capabilities.

Baljeet Kaur (Partner) led the transaction. Charlie Neal (Solicitor) provided guidance on the disclosure process, and Tees’ Employment team advised on employment matters.

Brian Muir, former Director of BDM, commented: “Rachel and I would like to thank Baljeet Kaur and Charlie Neal for their hard work and professionalism. They ensured we achieved all our goals within the timeline we set.”

Baljeet Kaur, Partner in Tees’ Corporate & Commercial team, added: “Congratulations to Brian and Rachel on the sale of BDM. It was a pleasure to guide them through the process, and we wish them all the best for the future.”

Tees launches new agricultural scholarship with Anglia Ruskin University

Posted on 12 May 202519 May 2025 by Sarah O'Sullivan

Tees, a leading law firm with over a century of experience supporting agricultural and landed estate clients, is proud to announce the launch of the Tees Agricultural Award in partnership with Anglia Ruskin University (ARU) Writtle. This exciting new initiative aims to provide financial support to promising agriculture students across the East of England.

Recognising the importance of nurturing future leaders in agriculture, Tees will fund two annual prizes over the next three years. The top academic performer will receive £2,000, while the runner-up will be awarded £1,000.

The awards will be based on the second-year results of students studying agriculture degree courses at ARU Writtle. The first awards are expected to be presented in September 2025.

Supporting Future Leaders in Agriculture
Located near Chelmsford, ARU Writtle is a premier centre for undergraduate and postgraduate studies in animal, environmental, agricultural, and horticultural studies. Established in 1893, its 150-hectare campus includes a working farm with livestock, arable crops, and conservation areas, providing hands-on experience for students.

Students from Bedfordshire, Cambridgeshire, Essex, Hertfordshire, Norfolk, and Suffolk are eligible for the scholarships.

A Commitment to Agricultural Excellence

Tees is passionate about celebrating the achievements of these dedicated students. With deep roots in the rural community, Tees’ agricultural advisers possess extensive knowledge of the delicate balance between business, land, and family. Supported by a team of over 30 lawyers, including 10 partners specialising in agriculture, Tees delivers expert advice in a rapidly evolving legal and political landscape.

Letty Glaister, Partner and Head of the Agriculture Team, said:
“Building strong relationships is at the heart of what we do. We’re delighted to partner with ARU Writtle to reward students for their hard work and dedication to agricultural studies.”

Caroline Flanagan, Head of the School of Agriculture, Animal and Environmental Sciences at ARU Writtle, added:
“We’re thrilled to collaborate with Tees. These annual prizes are a fantastic way to recognise our students’ commitment and achievements in agriculture.”

This announcement coincides with Tees’ continued expansion in Hertfordshire, marked by the opening of its North Herts office at Hyde Hall, Buntingford, in April 2025. This location is situated next to the NFU Mutual Hertfordshire office, which further strengthens Tees’ commitment to the agricultural community. Award recipients will be invited to this new office to receive their prizes.

Tees extends its best wishes to all ARU agriculture students as they pursue their studies and contribute to the future of British agriculture.