Statutory Demands - "Show me the Money!!!"

The Insolvency (England and Wales) Rules 2016 came into force on 6 April 2017, which makes some changes to the Statutory Demand regime. This note sets out a general summary (albeit very brief) of the basic principles of current law and should not be construed as legal advice. Readers are reminded to seek advice specifically in respect of their own circumstances. A statutory demand has a number of advantages over issuing a debt recovery claim in the Civil Courts; namely that the courts are not involved, it is quick and inexpensive, and can result in prompt payment of a debt or identify points in dispute. However, it may also sully any ongoing business relationship, can be perceived as an aggr

Do you have to go to school?

The Supreme Court has today ruled in the case of Isle of Wight Council – v – Platt [2017] UKSC 28. The case has received much media attention and the facts of the case are that Jon Platt took his children on holiday during term time in April 2015 and was issued a fixed penalty notice which he then refused to pay, claiming that his children attended over 90% of school sessions and that accordingly his children attended regularly pursuant to s.444(1) Education Act 1996. Lord Neuberger, Lady Hale, and Lords Mance, Reed and Huges disagreed, ruling that, for the purposes of s444(1) Education Act 1996, regular attendance means 'attendance in accordance with the rules prescribed by the school.’ Th

Burqas and crosses

A recent judgment from the European Court of Justice has empowered Employers with the right to ban religious clothing and symbols in the workplace. This power has always existed where there has been a Health and Safety issue and an employee might be putting themselves or others in danger when wearing clothes that are inappropriate for the job in question. Yet Article 9 of the Human Rights Act quite clearly provides all European citizens with the right of freedom of thought, conscience and religion. Discriminating against this fundamental right of religious freedom has meant that employers have been reluctant to dictate what an employee can or cannot wear. Discrimination is of course to be av

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