• Skip to main content
  • Skip to footer

Cheyney Goulding

Cheyney Goulding Solicitors

t: 01483 56 76 76   e: legal@cheyneygoulding.co.uk

alt-text

  • Home
  • About
  • Business Services
  • Wealth Management
  • Team
  • Contact
  • Insights

Administrator

HOW SAFE IS YOUR DATA?

29/07/2016 by Administrator

There is a growing concern about online privacy and how personal data is protected when the internet is accessed, as several data hacks continue to hit the headlines. In the recent case of Barbulescu and Romania, the European Court of Human Rights’ significantly held that it is not unlawful for the employer to access employees’ communications to ensure that they have been working, including Facebook, messages and accounts.  This blurs the line between human rights to privacy under Article 8 of the Convention rights and rights to data privacy, making it seem that data is not nearly as safe or private as initially thought.

Developments:

Whatsapp, a popular alternative to messaging, has recently enabled end-end encryption in their service.  This new method of protecting your communication means that the key to the encryption is only known by the sender and the recipient, the message is not decrypted when it reaches the server and is even inaccessible to Whatsapp.

This provides a safer method of contact than the unencrypted service we currently have in text messaging. When a text message is sent, it goes straight to the cell phone provider and is stored on the server. This message is then sent to the recipients phone. It is in plain text along the whole journey, meaning that anyone could read it.

Law enforcement versus technology sector:

The timing of this encryption is the interesting part, as it closely follows the battle between the FBI and Apple. A federal judge ordered Apple to help the FBI access the iphone belonging to Syed Farook, one of the people responsible for the terrorist attack on San Bernardino, California. Apple refused and outlined the privacy and security implications of allowing authorities access to a locked iphone, exclaiming it would require new software and would essentially ‘be a master key capable of opening millions of locks.’ Tim Cook, Apple’s Chief Executive argued that if the FBI had access to this one iphone, nothing would stop them from doing it to many others. It seems as though Whatsapp is painting a target on its back as this newly enabled end-end encryption means that nobody will have access to the data or communications between people.

Filed Under: General

COMMERCIAL LANDLORDS NEED TO BE ENERGY EFFICIENT

07/07/2016 by Administrator

Commercial Landlords need to be energy efficient

Commercial property landlords in England will be legally required to upgrade the energy efficiency of their properties to at least Band “E” standard by 2018 before they can be leased to new or renewing tenants, the UK government has confirmed.

Over time, it is likely that the minimum E standard will rise.

From April 2018, it will be unlawful to let commercial (and residential) properties with an EPC rating of F or G, the two lowest grades of energy efficiency. The new rules will be extended to cover all leases by 2023. It is estimated that 20% of non-domestic properties could be in the F or G bracket.

Where a landlord sells the interest in the property before the works to bring it up to the minimum efficiency standard, the successor landlord will inherit liability.

Tenants may worry that some of the standard clauses in the lease will oblige them to effect works to improve the energy efficiency or to pay through the service charge for the landlords to do the work.

Assistance

Some assistance may come from the government with the Green Deal (“GD”) initiative. The GD may provide a financial solution to support energy efficiency refurbishment and retro-fit projects. Landlords and sub-letting occupiers will need to achieve an EPC rating of “E” or have implemented the maximum package allowable under the GD even if they fall short of an E rating.

Before 2018

–          All rentable  properties need to have an EPC assessment

–          Where the EPC rating is F or G or is at risk of becoming so, an Energy Efficiency Plan should be put in place to improve the energy efficiency of the property. Energy efficiency improvements should take advantage of void periods, lease breaks and/or be included as part of an on-going maintenance and plant renewal programme.

–          Energy efficiency works should be implemented before April 2018.

Filed Under: Business

MITCHELL CASE PRINCIPLES

21/06/2016 by Administrator

Costly errors made by first instance judge “misapplying and misunderstanding” Mitchell leads to the Court of Appeal overturning judge’s decision.

Background

The Jackson reforms in how courts should impose sanctions in 2013 gave clear guidance to the courts in trying to manage costs.

 In the landmark case of Mitchell MP v News Group Newspapers [2013] EWCA Civ 1537 (“Mitchell case”), the Court of Appeal had given guidance on the revised CPR 3.9 (relief from sanctions) following the Jackson Reforms. It was thought that courts had become too tolerant of delays and of non-compliance of orders. The emphasis therefore would be for the need for litigation to be conducted efficiently and at a proportionate cost and the need to enforce compliance of the rules.

“The question at the heart of the appeal is: how strictly should the courts now enforce compliance with rules, practice directions and court orders?” (Lord Dyson MR)

It was held that a sanction will usually stand unless

(a)    the non-compliance is trivial ( e.g. failure to complete a small section of a form)  or

(b)   there is a good reason for  the non-compliance.

The Court hoped it had sent a clear message that “from now on relief from sanctions should be granted more sparingly than previously.”

The concept of justice in the overriding objective did not refer exclusively to justice inter partes but rather to the needs and interests of all court users.

2016

In the recent case of McTear and Williams v Engelhard and Others [2016] EWCA Civ87 , according to the Court of Appeal, the first instance judge applied the Mitchell case “wrongly and unjustly”. It has caused the original judgment to be set aside and for a new trial to be ordered.

So what had the judge erroneously applied for the Court of Appeal to overturn the judgment?

At the start of the trial, the judge had refused

–          to allow any of their witness statements (served 50 minutes late) to be admitted at trial and for the witnesses to be called to give oral evidence;

–          admission of documents discovered two weeks before the trial which were relied on by the defendants and had been given to the claimants through discovery some weeks before;

–          permission for the defendants to amend their defence in order to plead set off  of mutual debts.

The Court of Appeal was critical of the judge’s errors and approach taken. This is not the first time that the principles in the Mitchell case had been seemingly misapplied and misunderstood by the first instance court. The same happened before leading to decisions that were “manifestly unjust and disproportionate” (Denton v TH White Ltd) and were ultimately overturned by the Court of Appeal.

Filed Under: General

MINIMUM REQUIREMENT FOR ENTREPRENEUR’S RELIEF

06/06/2016 by Administrator

There has been an interesting case, Alan Castledine the Commissioners for HMRC, concerning the minimum requirement for entrepreneurs relief.   It acts as a timely reminder as to the qualification for entrepreneurial relief.

This is that in order to qualify for such relief from Capital Gains Tax in respect of shares or securities of a company the person seeking the relief, the tax payer, must hold at least 5% of the ordinary shares of the company.   At least 5% of the voting rights in the company must be exercisable by that person, there are other conditions for relief to be made available which include the fact that the shares must be held for a minimum of 12 months and where the relief applies the tax payer will qualify for a reduced rate of Capital Gains Tax of 10% on up to £10,000,000 of the lifetime gain.

Filed Under: General

POTENTIAL EFFECT OF “BREXIT” ON EMPLOYMENT LAW

19/05/2016 by Administrator

POTENTIAL EFFECT OF “BREXIT” ON EMPLOYMENT LAW

With the upcoming referendum, there are numerous concerns on the potential effect of the UK leaving the EU, none less than the potential implications on employment law. Although a large number of UK employment laws have originated from the EU, it is unlikely that a “Brexit” will have considerable impact on employment law. Wholesale changes to TUPE rights, for example, would be considerably unpopular and such fundamental changes are likely to be politically difficult.

There may be small changes however.

Human Rights Act

Should the Human Rights Act be repealed or watered down, this will have significant impact on trade unions. It would be possible to propose laws to make it tougher for trade unions to commence strike action as well as restricting other freedoms and rights of trade unions.

Holiday Pay and Working Time

Although unlikely that there will be any change to the legal obligation to have paid holiday, other changes such as the 48 hour weekly working time limit may be scrapped or amended, which could be popular with employers.

A simpler method of calculating holiday pay may be introduced to avoid adjustments relating to non-guaranteed overtime and commission payments. Also the requirement for employers to pay workers on sick leave in lieu of holidays on termination may be removed or changed.

Agency Workers

There may be changes to the current requirements for employers to provide agency staff with the same core terms and conditions as directly employed staff after 12 weeks; as well as the provisions requiring employers to notify employee representatives of certain information relating to agency workers in collective redundancy and TUPE transfer situations could change.

Employee Consultation and Discrimination

Again, there are unlikely to be substantial changes to the requirements to inform and consult employees, albeit that these regulations can be somewhat cumbersome. Similarly, removal or dilution of discrimination and equal pay protections are unlikely to happen due to the complications with the voters, as they are fundamental to current employee law.

Immigration

It would seem that a “Brexit” could cause significant issues with regards to immigration, both in regards to sending UK employees to the EU and also receiving people from current member states to the UK. Free movement of workers within the EU allows UK businesses to send their employees abroad to work at facilities in other member states free of regulatory burdens. Removing this right could mean that UK employers sending staff abroad would have to go back to applying for visas.

These assumptions are based on the UK leaving the EU altogether, but depending on the form that “Brexit” negotiations take the UK could seek to remain within the European Economic Area (EEA) or European Free Trade Area (EFTA). These negotiations could leave the UK bound by existing EU directives on working time, agency workers and collective consultation without the ability to influence these laws.

Filed Under: Business

BANKRUPTCY AND INSOLVENCY – STATUTORY THRESHOLD INCREASE

04/01/2016 by Administrator

From the 1st October 2015, a creditor wishing to petition for an individual’s bankruptcy will need to be owed at least £5,000, rather than the £750 threshold that it has been for many years. No doubt this increase will have a significant impact on being able to recover smaller debts that will no longer contain the threat of bankruptcy proceedings.

This does not yet apply to petitions for a company insolvency where the threshold currently remains at £750.

Filed Under: Wealth Management

THE MODERN SLAVERY ACT 2015: WHAT IT MEANS FOR BIG BUSINESSES?

16/12/2015 by Administrator

The Modern Slavery Act 2015 will require large commercial organisations, which are carrying on any part of their business in the UK with a global turnover of £36 million or more, to publish a slavery and human trafficking statement in each financial year. This requirement is expected to come into effect in October 2015.

The organisation must set out in the statement the steps it has taken that year to ensure that slavery or human trafficking is not happening within its business or supply chains, or state that it has not taken any such steps.

The Government considers that large commercial organisations have the influence and buying power to effect change in their supply chains to tackle the issue of modern day slavery and human trafficking.

The desired effect of the statement is to provide transparency to consumers, investors and members of the public about the steps, or lack thereof, that organisations are taking to eliminate slavery and human trafficking in their businesses and supply chains. It is considered that this transparency and public scrutiny will put commercial pressure on organisations to take action, due to the reputational damage and competitive disadvantage if they do not.

It is expected that this reporting requirement will encourage greater due diligence on and management of suppliers and will be particularly pertinent for organisations in sectors identified as suffering from modern slavery issues, such as the clothing, textiles and construction sectors.

Commercial organisations which fail to produce a statement as required under this Act may face enforcement proceedings by the Secretary of State.

Filed Under: Business

THE CONSUMER RIGHTS ACT 2015

07/12/2015 by Administrator

This comes into force on the 1st October 2015. In general the new act reflects the current law although there are difference about which businesses should be aware and take appropriate action.

The legislation sets out the regulations effecting contracts between traders and consumers; it includes consumer notices.

Changes to note include a new definition of a consumer, a concept of non-conforming goods, services and digital content and reference to a new category – that of digital content. In general the new legislation may broaden the potential liability of a trader to its consumer customers which in turn could increase the costs of doing business.

In the light of the new law, businesses in this sector should be aware of the position after the beginning of next month and take steps to ensure that their business terms and paper work comply with the law and are drafted to the best advantage of the trader.

Filed Under: General

  • « Go to Previous Page
  • Page 1
  • Page 2
  • Page 3
  • Page 4
  • Go to Next Page »

Footer Widget Header

 

Footer

Site map

  • Home
  • About
  • Team
  • Insights
  • Careers

© 2025 Cheyney Goulding LLP

Business Services

Business services

  • Commercial Agreements
  • Commercial Property
  • Corporate & M&A
  • Data Protection & Privacy
  • Dispute Resolution & Litigation
  • Employment
  • Finance, Lending & Security
  • Information Technology
  • Intellectual Property

Wealth Management Services

Wealth management

  • Inheritance Tax Planning
  • Later Life Planning & Care Home Fees
  • Powers of Attorney
  • Probate & Estate Administration
  • Trusts
  • Wills
  • Residential Property
  • Contentious Probate & Will/Inheritance Disputes
  • Court of Protection Advice & Applications

Contact

Phone Number:   01483 56 76 76

Fax Number:   +44(0)1483 30 05 38

Email:   legal@cheyneygoulding.co.uk

More

More

  • Complaints handling policy
  • Prices & services information
  • Privacy policy
  • Privacy notice
  • Cookie policy

Cheyney Goulding LLP is a limited liability partnership registered in England and Wales with registered number OC329864 and VAT number 641411771. The registered office and principal place of business is at Ward House, 6 Ward Street, Guildford, GU1  4LH. The members are G.R. Young and T.M. Marshall.

Cheyney Goulding LLP is authorised and regulated by the Solicitors Regulation Authority and our professional code of conduct can be accessed here.

Brand and Website by Supafrank. Photography by Matt Wreford