Tees Law

Update: Addenbrookes paediatric surgeon suspended after children left with injuries

Posted on 26 March 202513 May 2025 by Sarah O'Sullivan

At Tees, we are shocked and saddened by the news that a specialist paediatric surgeon at Addenbrooke’s Hospital in Cambridge has been suspended following a review.

BBC News has reported that an investigation uncovered nine medical negligence cases where children had been left with injuries affecting their quality of life following complex hip surgery procedures. These injuries have had a lasting impact, requiring further medical treatment and affecting mobility.

It has now been revealed that the review will assess treatment given to 700 patients who had planned operations and another 100 who had emergency treatment. Although the surgeon specialised in children’s surgeries, they also carried out emergency orthopaedic procedures on adults.

Cambridge University Hospitals Chief Executive, Roland Sinker, has confirmed that an external review will take place into the medical treatment carried out by the surgeon at the hospital. He also stated that reports have been made to the General Medical Council, NHS England, and the Care Quality Commission.

Andrew Kennedy KC has been appointed by the trust to chair a panel of expert clinicians to undertake the external review.

The trust has confirmed that concerns about this surgeon were raised 10 years ago in 2015, and that their clinical practice was restricted last year as a precautionary measure.

While the full details of the investigation have not been made publicly available, the suspension raises serious concerns for those patients who may have been treated by this surgeon, potentially affecting their health and well-being.

For many patients, undergoing surgery or treatment from a medical professional is a deeply personal experience. When that trust is broken, the consequences can be both physically and emotionally devastating.

This news is both shocking and heartbreaking for the children and families who are affected. It is crucial that patients and families receive the support they need to obtain answers and where necessary access any follow up treatment and rehabilitation.

About Tees
We at Tees are ideally placed to assist families who may have been affected and have already been approached by some who may have been affected.

With years of experience in medical negligence claims, we are well-equipped to navigate the complexities of these cases, ensuring that patients and their families receive the support and justice they deserve. We understand the profound impact that medical negligence can have, both physically and emotionally and our team is here to provide expert guidance.

Alarmingly, this news comes in the wake of the recent exposure of the practices of Mr. Jabbar, an orthopaedic medical professional at Great Ormond Street Hospital. We are already supporting families affected by the shocking failures in medical care linked to Mr. Jabbar.

Employment law update: Statutory limits and wage increases from April 2025

Posted on 25 March 202526 May 2025 by Sarah O'Sullivan

The Government has published The Employment Rights (Increase of Limits) Order 2025, confirming key updates to statutory compensation limits and employment-related payments. These changes, many of which come into effect from 6 April 2025, will impact employers and employees across the UK. Here’s what you need to know:

Statutory cap on a week’s pay

From 6 April 2025, the statutory cap on a week’s pay—used to calculate redundancy pay and the basic award in unfair dismissal cases—will rise from £700.00 to £719.00.

This change increases the maximum basic award for unfair dismissal claims to £21,570.00 (calculated as 20 × £719 × 1.5).
The maximum compensatory award for unfair dismissal will also increase, moving from £115,115.00 to £118,223.00.

Statutory redundancy pay

From 6 April 2025, the maximum amount of statutory redundancy pay an employee can receive also increases due to the updated weekly cap:

Redundancy pay is calculated based on age and length of service:

Half a week’s pay for each full year of service under age 22.
One week’s pay for each full year of service between ages 22 and 40.
One and a half weeks’ pay for each full year of service aged 41 and over.

The maximum number of years that can be taken into account remains 20.

This means the maximum statutory redundancy payment will also be £21,570.00.

April 2025: Other key rate changes

National minimum wage and national living wage

Effective from 1 April 2025, the following new hourly rates apply:

Age 21 and over (National living wage): £12.21 (up from £11.44)
Ages 18–20: £10.00 (up from £8.60)
Ages 16–17: £7.55 (up from £6.40)
Apprentices: £7.55 (up from £6.40)
Accommodation Offset: £10.66 per day (up from £9.99

Statutory sick pay (SSP)

From 6 April 2025:

SSP increases from £116.75 to £118.75 per week
The minimum earnings threshold to qualify rises to £125.00 per week (up from £123.00)

Family friendly payments

Also taking effect 6 April 2025, the weekly maximum rate for the following statutory payments increases from £184.03 to £187.18, or 90% of average weekly earnings if lower:

Statutory Maternity Pay (after the first 6 weeks)
Statutory Paternity Pay
Statutory Shared Parental Pay
Statutory Adoption Pay (after the first 6 weeks)
Statutory Parental Bereavement Pay

The earnings threshold for these payments also rises to £125.00 per week.

Maternity Allowance will similarly rise to a maximum of £187.18 per week, provided eligibility criteria are met.

Pending: 2025 Vento band updates

At the time of writing, the updated Vento bands (used in discrimination claims for injury to feelings awards) have not yet been announced. These are expected by the end of March 2025 and will also take effect from 6 April 2025.

A note on inflation

The £19.00 increase to the weekly pay cap in 2025 is notably smaller than in previous years (compared to £72 in 2023 and £57 in 2024), reflecting the recent decline in inflation. Employers should still review and update internal policies and redundancy packages in line with the new limits.

Our team can help

These updates impact both employers and employees, particularly in cases involving redundancy, dismissal, or family-related leave. Our employment law specialists at Tees Law are here to guide you through these changes and ensure your workplace policies, contracts, and practices are compliant and up to date.

Whether you’re navigating a redundancy process, reviewing contracts, or managing a tribunal claim, our expert team is here to support you every step of the way.

Get in touch with our Employment Law team for tailored legal advice.

Pet-nuptial agreements – plan ahead to save heartache

Posted on 18 March 202518 May 2025 by Sarah O'Sullivan

Only one in 14 couples with pets in the UK currently have a pet-nuptial agreement in place and one charity, the Blue Cross, takes in around 4 pets every week because of divorce or separation. Planning ahead about how to take care of pets, in the event of a split, can help save some heartache.

Pets play a central role in families and many people have a significant emotional attachment to them. It is no surprise that 51% of UK adults own a pet of any type, with there being an estimated 10.6 million pet dogs and 10.8 million pet cats across the UK. Pets are becoming increasingly relevant in discussions with lawyers and mediators in divorce and separation negotiations, alongside considerations about children and finances. Animals and our relationship with them are by their very nature, emotional, and without an agreement in place, conflict over pets can add a distressing element to what may be an already volatile situation. A pet-nuptial agreement can help avoid a dispute at what might be an emotional time.

Pets as assets

It can often come as a shock to separating couples to find out that in the UK, the law regarding pets during a break-up or divorce, is the same as the law for personal property, such as a television or a car. In contrast to when the court decide arrangements for children, the family courts have no requirement to consider the welfare of the pet.

A court, if asked to decide on who should get the pet, would typically focus on:

who paid for the pet in the first place
who has funded its care (food, vet bills etc)
which of the parties are financially stable enough on their own to support a pet
if there are outstanding and particularly expensive veterinary costs, these can be included in the financial settlement
which partner has the most suitable home for the pet.

However, in December 2024, there was a welcome shift in judicial decision making with regards to pet ownership on separation with the case of FI v DO [2024] EWFC 384 (B) which involved dispute as to who would retain the family’s pet dog, a Golden Retriever, amongst other assets. The Judge in this matter went beyond financial considerations which had historically framed decisions surrounding pet ownership to date and included factors such as the living arrangements for the dog post-separation, who the dog would consider its primary caregiver and the best environment for the dog’s well-being.

Whilst this decision does not go as far as to rebut the position that a pet is a chattel, it does provide scope for the court to consider the pet’s needs and how any change in its ownership may affect not only the people around it, but the pet itself.

What is a pet-nuptial agreement?

While a traditional pre-nuptial agreement may solely focus on division of real assets and property, a pet-nuptial agreement (or a pet-nuptial clause in your pre-nuptial agreement) will focus specifically on the care and living arrangements for your pet.

A pet-nuptial agreement is a pre-arranged plan that puts your pet’s needs at the heart of the matter. It allows you to both agree beforehand where your pet will live, if you and your partner break up.

It’s important when creating your pet-nuptial agreement that your pet’s wellbeing is the main focus of the agreement. Of course, you and your partner can resolve any disputes regarding your pet without talking to lawyers, if you can both come to an arrangement that you can agree on. However, a pet-nuptial agreement takes away the uncertainty of a potential future conflict. As well as being very important for your own peace of mind with regard to your pet’s future, it’s also important for your pet. Pets that are handed into charities, such as the Blue Cross, often suffer from emotional trauma.

The advantages of a pet nuptial agreement include:

Clarity and prevention of dispute: having pre-agreed arrangements for your pet can help avoid future conflict by clearly outlining how your pet will be treated
Emotional protection: our pets are often seen as family members and having an agreement in place can reduce the emotional burden (on both the separating couple and the pet) of making these decisions in the heat of the moment
Financial planning: similarly to a pre-nuptial agreement, a pet-nuptial agreement can provide peace of mind in terms of what costs, such as veterinary bills, insurance and other expenses, are to be met when separating

Is a pet-nuptial agreement legally binding?

Whilst not currently legally binding in the UK, following a landmark decision in the Supreme Court, courts are likely to uphold a pre-nuptial agreement that meets certain criteria. Speak to one of our specialist legal advisers for more information on this.

What will you be agreeing to?

By taking custody of your pet within the pet-nuptial agreement, you are agreeing to follow the laws and welfare needs set out in the 2006 Animal Welfare Act these include:

the need for a suitable living environment
the need for a suitable diet
the need to be able to exhibit normal behaviour patterns
the need to be housed with, or apart, from other animals as needed
the need to be protected from pain, suffering, injury and, disease.

Being a pet owner is a big responsibility, and it is important that, within a pet-nuptial agreement, consideration is given to who will be best placed to meet the needs of the pet considering the above.

Pets with financial value

Some pets do have a financial value as well as an emotional value. There are many breeds of pedigree animals which cost a lot of money to buy. Also, some pedigree animals are involved in breeding which means they have a financial value in terms of their future litters. You may even have a pet that generates money from advertisements or social media – or is even starring in the movies! While it’s unlikely your cat is a YouTube star with its own following, if there is any financial value associated with your pet, it’s even more vital that you consider putting a pet-nuptial agreement in place.

Whilst the Pet Abduction Act 2024 that recently came into force has recognised dogs and cats as sentient beings capable of experiencing distress and other emotional trauma, it is important to note that this legislation does not make it an offence if the pet has lived in the same household as a couple before they separated. Therefore, it would not be possible for your ex-partner to “steal” your pet (if they had lived with them) and for you to seek recourse under this legislation, making a pet-nuptial agreement even more important.

How does divorce affect your pet?

Separation can be an emotional and confusing time for your pets, as well as for the owners, for many reasons. The uncertainty that follows a divorce or separation can upset your pet’s routine. You may move the pet’s home and if so, it’s important you give your pet time to adjust to its new surroundings.

Should a pet be shared?

Animal charities such as the Blue Cross or The Kennel Club advise that sharing a pet is not a good idea, as it can be upsetting and negatively affect their well-being. The same goes for when splitting up animals who were together before separation, as this means they lose their companion. It’s suggested that the best route is for one primary caregiver to look after all the pets who are close to each other.

Consideration should be given to whether the separating partner who will not retain ownership of the pet should be allowed to spend time with them on certain occasions. This might be considered easier for certain types of pets, such as dogs, more so than others.

Separating couples who are experiencing difficulty communicating may want to consider the use of a “parenting app” to discuss arrangements for how their pet spends time. There are several free and fee-paying apps available and, whilst typically used to facilitate discussions regarding arrangements for children, can rightly be used for pets. Such apps allow shared calendars to track who is responsible for the pet at any time, as well as the ability to share updates when the pet is not in the other partners care.

How to make a pet-nuptial agreement

If you and your partner are looking to create a pet-nuptial agreement, contact us and we will create a bespoke agreement for you both. In preparation for making your pet-nup agreement, you and your partner should:

have already discussed the topic of pet ownership upon potential separation
have an idea of who is going to be the primary carer
know how the costs of looking after the pet will be shared
have thought about the amount of time the partner who is not keeping the pet, gets to spend with the pet, should they want to.

Once agreed, we will create your bespoke arrangement and send both parties a copy for you to keep safe – and hopefully never need to use. Pets are more than just personal property and having an agreement in place helps ensure they are treated that way on separation.

Employment settlement agreements: Key considerations

Posted on 18 March 202526 May 2025 by Sarah O'Sullivan

Employment settlement agreements are legally binding contracts between an employer and an employee that include the terms of an agreed departure or resolution of a dispute. These agreements, previously known as compromise agreements, allow employees to waive certain employment rights in exchange for compensation or other benefits. Understanding your rights and obligations before signing one is crucial.

Key features of settlement agreement

Voluntary Participation: Both the employer and employee must enter into the agreement willingly and the employee should not be coerced or placed under undue pressure
Independent Legal Advice: Employees must seek independent legal advice to ensure they understand the terms
Written Agreement: To be legally enforceable, the agreement must be in writing
Settlement of Specific Claims: The document must clearly state which claims are being settled to prevent future disputes

How long do you have to consider a settlement offer?

A common concern for employers and employees is how long to offer for time to consider an offer before making a decision. The guidance from ACAS (the Advisory, Conciliation and Arbitration Service) suggests a 10-day period to review a written settlement agreement.

However, recent case law has provided clarification on verbal offers and deadlines.

In Gallagher v McKinnon’s Auto and Tyres Ltd [2024] EAT 174, the Employment Appeal Tribunal (EAT) ruled that an employer giving an employee a 48-hour deadline to accept a verbal settlement offer did not amount to undue pressure or improper behaviour. The Tribunal clarified that the ACAS-recommended 10-day timeline applies to written offers, not verbal ones. While employees should be given reasonable time to consider offers, a shorter deadline for verbal agreements is not automatically considered coercive or unfair.

Why employers and employees use settlement agreements

Employers may offer a settlement agreement to:

Avoid lengthy and costly tribunal claims
Protect business interests by including confidentiality clauses
Ensure a clean break with no further claims

Employees may benefit from a settlement agreement by:

Receiving financial compensation beyond statutory redundancy pay
Avoiding the uncertainty of a tribunal claim
Negotiating better exit terms (e.g., a reference letter or extended notice period)

Seek expert legal advice before signing

While settlement agreements can be beneficial to both parties, they must be compliant with, amongst other things, section 203 of the Employment Rights Act to validly settle statutory claims (such as unfair dismissal and unlawful discrimination) it’s essential for employers to prepare these in a way that complies with applicable legal obligations and for employees to be able to fully understand what rights are being waived. Seeking independent legal advice ensures that the agreement is fair and that you are not accepting an offer under undue pressure.

If you are dealing with exit terms and a settlement agreement, Tees Law is here to help. Our experienced employment law specialists can prepare, review and advise on such agreements and the best course of action.

Loan notes: Flexible finance for business growth

Posted on 8 July 2025 by Sarah O'Sullivan

Loan notes are a flexible and popular way for businesses in England to raise money. They are used in many situations, from day-to-day corporate financing to complex deals like mergers and acquisitions. In this guide, we explain what loan notes are, how they work, and how they could help your business.

What are loan notes?

Loan notes are a type of borrowing. They enable businesses to raise funds without relinquishing ownership or equity. In simple terms, your business borrows money and agrees to pay it back later, often with interest. Some loan notes can even be converted into shares in the company, allowing investors to benefit from its growth.

Key features of loan notes

• Interest payments: Loan notes usually include regular interest payments, giving investors a steady income.
• Repayment terms: Typically, there is a set date by which the loan must be repaid, although early repayment may be possible.
• Convertible or non-convertible: Some loan notes can be converted into shares, offering extra flexibility.
• Secured or unsecured: Loan notes may be backed by assets (secured) or not (unsecured), which affects the level of risk associated with them.

How businesses use loan notes

1. Raising capital without giving away control: Loan notes enable businesses to raise funds while maintaining full control. This can be useful for growth, buying equipment, or managing cash flow. We often help small and medium-sized businesses use loan notes as part of their funding strategy.

2. Mergers and acquisitions (M&A): Loan notes are commonly used in M&A deals. They can form part of the payment to sellers, allowing buyers to spread costs over time. Convertible loan notes can give sellers a chance to benefit from the future success of the business they are selling.

3. Private equity and start-up funding: Investors, including private equity firms and venture capitalists, often use loan notes to fund early-stage businesses. This approach can delay setting a business valuation until later, when the company is more established. Convertible loan notes are especially useful here.

4. Property and real estate development: Loan notes are also used to fund property developments. The loan is often secured against the property, which gives investors reassurance. This can help developers raise the money needed to complete projects.

5. Debt restructuring: Businesses facing financial challenges may use loan notes as part of a plan to manage or restructure their debts. Loan notes can help free up cash and give businesses time to recover.

What are the risks?

While loan notes offer flexibility, they also carry risks. Businesses need to be confident they can meet repayment terms. Investors must understand the financial health of the company they are lending to. Convertible loan notes also carry the risk of ownership dilution if converted into shares.

Supporting long-term growth in the Care Sector

Posted on 4 July 2025 by Sarah O'Sullivan

Trusted legal partner for complex care home acquisitions

Tracey Dickens, Partner in the Company Commercial team at Tees, has been a trusted adviser to acquisitive care home operators for over two decades – helping them expand and adapt in a highly regulated and evolving sector.

One longstanding client, a well-established care home provider, has worked with Tracey for more than 20 years. Over this time, Tracey has supported the business through numerous acquisitions – successfully completing up to three transactions per year in some instances. This long-term relationship reflects both Tracey’s deep understanding of the care sector and her ability to deliver clear, commercial advice under tight deadlines.

A particularly complex element of these transactions involved working closely with the provider’s American Real Estate Investment Trust (REIT), which often acted as a “double-headed” buyer. Under this structure, Tracey’s client would acquire the operating company while the REIT acquired the underlying care home property. This required close coordination with the REIT’s legal team and a tailored approach to transaction documents.

Tracey led the development of bespoke documentation designed to address the nuances of this deal structure – ensuring both parties’ interests were protected, compliance obligations were met, and transactions could proceed smoothly.

Thanks to Tracey’s expertise and collaborative approach, her client has continued to grow its care home portfolio with confidence, backed by a legal partner who understands both the sector and their strategic objectives.

A modern approach to parental leave? Government launches landmark review in 2025

Posted on 3 July 20258 July 2025 by Sarah O'Sullivan

The UK Government has launched a review into parental leave and pay this week, marking what could become a defining moment for working families and forward-thinking employers. The review, part of the Government’s broader “Plan to Make Work Pay,” promises to reassess statutory maternity, paternity, and shared parental leave (SPL), with a clear aim: to modernise the UK’s leave system to reflect today’s workforce, families, and economic realities.

Why this matters

According to the Government, one in three eligible fathers are unable to take paternity leave due to low pay, and uptake of shared parental leave remains stagnant. This is more than a policy gap, it’s a missed opportunity for families and employers alike.

For businesses focused on equity, retention, and employee wellbeing, the current framework can be a barrier to progress. There is growing recognition that flexible, well-funded parental leave policies:

Promote gender equality at home and in the workplace
Improve child development and family wellbeing
Close the gender pay gap
Boost economic growth by keeping parents in the workforce

What the review covers

This is not just a tweak to existing rules. The Government’s review will:

Consult with parents, employers, experts and charities
Examine statutory pay levels, eligibility rules, and practical barriers to uptake
Explore how to make SPL more accessible and widely used
Set out a roadmap for reform, potentially reshaping the parental leave landscape for years to come

Practical implications for employers

This review is a signal to HR leaders and business owners to get ready for change. Even before reforms are implemented, there are steps employers can take:

Audit your family leave policies: Do they go beyond statutory minimums? Are they inclusive?
Promote uptake: Encourage parents of all genders to use their entitlement without stigma
Benchmark benefits: Competitive parental leave packages are increasingly vital for talent attraction and retention
Contribute to the consultation: This is your chance to help shape the future of UK family policy

Employment rights bill: What’s changing and when

Posted on 2 July 2025 by Sarah O'Sullivan

An “Implementing the Employment Rights Bill Roadmap” has now been published by the Government.

This Roadmap sets out a timeline of the upcoming changes and shows how the Government is preparing for the implementation of the Employment Rights Bill. The changes are being phased in gradually over a period of time to allow for further consultation to take place on issues such as statutory probationary periods (that will accompany the day one right to claim unfair dismissal that is being introduced, abolishing the two years’ service required currently applicable) and how these will work and the planned changes to statutory sick pay.

Some of the changes are therefore not coming in until 2027 – this includes day one rights for workers against unfair dismissal and a ban on “exploitative zero hours contracts”.

The Government has said it will produce clear and comprehensive guidance to help businesses understand and adapt to the changes and the gradual introduction will also give businesses time to update policies and procedures along the way.

Key dates:

After the bill is passed:

Immediate repeal of the Strikes (Minimum Service Levels) Act 2023 and the majority of the Trade Union Act 2016
Protections against dismissal for taking industrial action

April 2026:

Collective redundancy protective award – doubling the maximum period of the protective award
‘Day one’ paternity leave and unpaid parental leave
Enhanced Public Interest Disclosure (“Whistleblowing”) protections
Fair work agency established
Statutory sick pay – removing the lower earnings limit and waiting period

October 2026:

Restricting fire and rehire practices
Regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body in England
Tightening tipping law to ensure fairer tip allocation
Requiring employers to take “all reasonable steps” to prevent sexual harassment of their employees, enhancing the current protections and obligations in place
Introducing an obligation on employers not to permit the harassment of their employees by third parties
New rights and protections for trade union representatives, extending protections against detriments for taking industrial action and strengthening trade unions’ right of access.

2027:

Gender pay gap and menopause action plans promoting gender equality and supporting women’s health at work
Enhanced dismissal protections for pregnant women and new mothersreturning from maternity leave
Further harassment protections – specifying reasonable steps which will help determine whether an employer has taken all reasonable steps to prevent sexual harassment
Bereavement leave
Ending the “exploitative use of zero hours contracts”
‘Day one ’ right for protection from unfair dismissal
Improving access to flexible working

If you need help to navigate these changes, please get in touch with our Employment Law team.

Farmers face rising pressures – but resilience and diversification remain strong, says Tees Law survey

Posted on 2 July 20252 July 2025 by Sarah O'Sullivan

The inaugural Tees Annual Farming Survey 2025 reveals that farmers across the East of England are feeling the weight of unprecedented change, yet many are responding with resilience and forward-thinking strategies.

The survey, conducted by specialist research firm Kynetec on behalf of Tees Law, captured the views of over 200 growers from across eight counties. Findings highlight deep concerns over changes to inheritance tax (IHT), environmental regulation, and the phasing out of EU subsidies. Yet amid this, farmers are actively engaging in diversification, succession planning, and environmental stewardship.

Key findings:

Inheritance tax reforms are a major concern: 80% of farmers surveyed say their business will be impacted by IHT and succession issues, with many planning to make lifetime gifts or sell land to mitigate future tax burdens.
Environmental commitment is high: 93% of respondents are actively involved in environmental conservation, with soil health, hedgerow management, and pollinator support among the most common initiatives.
Regulatory burden is squeezing businesses: 84% say that current compliance requirements make running a farm difficult. Many want simplification—calling for fewer regulatory bodies and a more coordinated, long-term approach.
Low confidence in the future of the industry: Just 13% of farmers feel optimistic about agriculture’s future, and only 29% would encourage younger generations to take up farming.
Diversification is rising: 60% expect a higher proportion of their income to come from non-farming activities in future.

Letty Glaister, Head of Agriculture, Rural and Estates at Tees, said:

“The survey shines a spotlight on the challenges farmers face today, but also the solutions they’re pursuing. Whether it’s reshaping business models, embracing environmental practices, or planning for succession, it’s clear the sector is adapting. Our role at Tees is to help farmers navigate this complexity, offering practical, tailored advice to safeguard their land, business and family interests.”

One Norfolk farmer captured the sector’s mood:

“We’re here to produce food at the highest quality. But we’re being asked to jump through hoops that often feel out of touch with farming reality. We care deeply about the land and the work we do—what we need is support that trusts and empowers us, not more red tape.”

Tees seeks to conduct this survey annually; the full findings for 2025 can be requested via the page; Tees Farming Survey 2025

Tees solicitor wins prestigious STEP Excellence Award

Posted on 30 June 202530 June 2025 by Sarah O'Sullivan

Tees is delighted to announce that solicitor Niamh Mackenzie-Johnson, a valued member of our Private Client team, has been named a winner in the STEP Excellence Awards 2025.

The awards recognise the highest-scoring students globally across all STEP (Society of Trust and Estate Practitioners) diploma and advanced certificate qualifications. Niamh was recognised for her outstanding performance in the Advanced Certificate in Trust Disputes —part of the rigorous STEP Diploma.

Niamh said: “I’m absolutely thrilled to have been recognised in this way. The STEP qualification is a major commitment, and I’m grateful to everyone who has supported me throughout. I am particularly grateful to Tees for their continued support and investment in my professional development, which has been integral to this achievement.”

STEP qualifications are considered the gold standard for Private Client practitioners, and the Excellence Award recognises the top-scoring student at distinction level on each certificate, assignment, or essay. This recognition underlines Niamh’s deep understanding of trust matters and potential issues which may affect trustees and reflects the quality and professionalism that clients can expect from Tees.

Catherine Mowat, Senior Partner of Tees and Head of the Cambridge Private Client team, added: “We are incredibly proud of Niamh. Her achievement is a testament to her hard work and her commitment to delivering the highest standards for our clients.”

For more information about our Private Client services, please get in touch.

Tees takes flight with Buzz in the City art trail 2025

Posted on 30 June 20252 July 2025 by Sarah O'Sullivan

This summer, Chelmsford will come alive with creativity, community spirit, and a whole lot of buzz—quite literally. As part of the vibrant Buzz in the City art trail taking place across Chelmsford in summer 2025, Tees is thrilled to unveil our own unique bee sculpture, joining over 50 others dotted throughout the city.

Organised in partnership with Farleigh Hospice and delivered by Wild in Art, this spectacular trail will transform the city into an open-air gallery from June to August 2025. Each bee has been individually designed by talented artists and sponsored by local businesses and organisations, with the aim of raising awareness and vital funds for Farleigh Hospice’s work across Mid Essex.

At Tees, we’re proud to be part of this imaginative initiative that celebrates Chelmsford’s community spirit, creativity, and culture. Our sponsored bee will be a joyful part of the trail, inviting residents, visitors, and families to engage with art in a new, accessible way.

The trail will conclude with a special farewell weekend where all the bees will be displayed together before being auctioned to support Farleigh Hospice’s essential services.

Members of the public who log their visit to our bee via the official Buzz in the City app will be in with the chance of winning a Winnie the Pooh book set and all who visit the tourist point afterwards can collect Tees merch.

Keep an eye on our social media channels to see what our Tees bee gets up to.

Spotting the signs of Aortic Dissection

Posted on 30 June 202530 June 2025 by Sarah O'Sullivan

Aortic dissection is a serious condition where the inner layer of the aorta, the body’s main artery, tears and blood rushes between the layers of the aortic wall. This weakens the aorta and can potentially lead to rupture of blood flow to vital organs.

Aortic dissection is a life-threatening medical emergency that needs urgent diagnosis and treatment, yet is still often misdiagnosed. It is often missed in younger patients or those not typically seen as high risk.

Sadly, it causes more deaths each year than road traffic accidents in the UK. Quick diagnosis can be the difference between life and death and so knowing what to look out for is vital.

Common symptoms of aortic dissection

Symptoms can vary and may mimic other more common conditions like heart attacks or a stroke. Knowing what to look out for could save a life:

Sudden, severe chest pain, often described as “ripping” or “tearing”
Pain that moves to the neck, back, jaw, or abdomen
Shortness of breath or trouble breathing
Loss of consciousness or fainting
Weakness or paralysis on one side of the body
Sweating, nausea, or dizziness
Low blood pressure or pulse differences between limbs

Notably, pain can be brief or migratory, and in some cases may subside before returning, misleading both patients and doctors.

When diagnosis is delayed or missed

Around 30% of aortic dissections are linked to genetic conditions such as Marfan syndrome or vascular Ehlers-Danlos syndrome, affecting people at younger ages than typically expected. It’s also a leading cause of maternal cardiac death. Unfortunately, aortic dissection is still frequently overlooked in these groups.

If a diagnosis is missed, the consequences can be catastrophic. Blood tests, ECGs, and chest x-rays cannot rule it out. The gold standard is a CT angiogram or MRI of the entire aorta, which is why the guidance rule should be “THINK AORTA”.

What you can do

If you’ve experienced severe, sudden pain and were not given a CT scan, especially if symptoms persisted or returned, it’s important to seek specialist follow-up. If you believe that medical professionals failed to investigate your symptoms, or those of your familyproperly and this led to a delay in diagnosis or treatment, legal advice may help you understand your options.

We’re here to help. Our medical negligence team understands the complexities of aortic dissection cases and will guide you clearly through every step of the claims process.

Read our case study and find out more about how we can help: Aortic Dissection Medical Negligence Claims

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).