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London, SE1 6JZ
020 7928 0276
info@lisaslaw.co.uk

News and Insights

Domestic abuse is an incredibly serious crime which often goes unreported and unnoticed, leaving police data on such crimes only accounting for a small part of a larger issue. While recent data does show that domestic abuse is on the rise, it is difficult to say for certain that the rise is directly related to COVID-19. However, many factors of the pandemic, specifically the national lockdowns, will have a role to play in the ever growing number of domestic abuses cases being reported.

 

In order to protect the confidentiality of the domestic victims, the Designated Family Judges for Essex and Suffolk, Norfolk, Cambridgeshire, Buckinghamshire, Bedfordshire, Hertfordshire, Surrey, Sussex, Kent, East and Central London have recently agreed to a new protocol in dealing with domestic abuse cases.

 

The protocol is devised to protect the victims’ confidential information like their locations, which can be a major issue in domestic abuse cases where the victim has managed to find an alternative location to stay.

 

It is hoped that this new protocol, along with an increase in social awareness around domestic abuse, should provide extra protection to the victims of such crime.

 

What is domestic abuse?

 

Most readers will know already that domestic abuse is abusive behaviour from a family member, partner ex-partner, or someone the victim lives with. Some examples of domestic abuse are as follows:

 

  • physical or sexual abuse

 

  • psychological or emotional abuse

 

  • violent or threatening behaviours

 

  • coercive behaviour – for example, humiliation or intimidation

 

  • controlling behaviour – this may be making someone feel less important or dependent on the abuser

 

  • ‘economic abuse’ – this includes controlling someone finance or possessions

 

 

The key factors of the new protocol are as followed

 

  • victims applying for an urgent order under the Family Law Act 1996 (FLA 1996) will be entitled to go to any court, for example, the first available judge of the family court.

 

  • a victim for an order under the FLA 1996 and the Children Act 1989 ​may be residing in an area unknown to the respondent, meaning they wish to apply in a court in a different area to maintain that confidentiality and their safety.

 

  • the courts in the South East and London will assist any victim with good reason to apply in their court of choice and will not encourage or direct that the applications should be issued in or transferred to the local court.

 

  • where a victim claims confidentiality before issuing their application, the court shall confirm with the victim their choice of court and note the file to avoid any unnecessary transfers to any other courts.

 

  • where confidentiality is claimed by any party, the court will not transfer the case to another court without first receiving a formal application for transfer (Form C2) which has been served on all of the relevant parties.

 

Initial thoughts on the protocol

 

It appears that the protocol should be able to provide some victims of domestic abuse some peace of mind that the location of the court will not allow the respondent to narrow down their location. The Courts and their officers and judges are under duty to do whatever they can to support such victims.

 

Another positive is that it addresses potential administration issues, where cases may be passed on to other courts, or where applicants may not be notified about any changes of location. It is good to see that the new protocol takes into account this basic but essential administrative procedure, to ensure that the applicant is not put in an unexpected situation.

 

While it appears that this protocol is currently in use within London and the South East of England, we would hope that the rest of the country adopts it, depending on its success.

 

 

We are here to help victims of domestic abuse!

 

Here at Lisa’s Law, our door is always open to people looking for legal support in any situation, we will always endeavour to get the result you want and will do everything in our power to make sure our clients feel safe and looked after by the powers invested in the law. There is support out there and we urge anyone who finds themselves at the hands of an abuser to use it.

 

In the meantime, we are operating as usual, and you can reach us on 020 7928 0276 or email in to info@lisaslaw.co.uk for any questions you may have on this topic.

 

Or, why not download our free app today? You can launch a new enquiry, scan over documents and much more.

 

If you have an iPhone, follow this link to download.

 

If you use an Android phone, follow this link to download. 

 

Find the link here if you need some further instructions on how to use our new app!

 

 

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lisaslaw@web

Young adults living with their parents is not as unusual as it was a couple of decades ago. The prices of houses has gone up, especially for those living in major cities, and more and more people decide to carry on studying before taking up real jobs to earn enough money to afford rent and food. What was once perceived as incompetence has slowly become part of normality.

 

Parents will often have to support their kids for longer than they had envisioned when they first welcomed their child to the world, and of course many of them will be more than happy to do so. However, what happens when adults refuse to stop depending on their parents, or the relationships break down while the adult-child and parents are still living together, or when the family is split by divorce? This is the focus of today’s article.

 

 

The curious case of Faiz Siddiqui

 

An interesting case was in the news a few weeks ago involving a 41 year old solicitor called Faiz Siddiqui who was attempting to sue his parents in order to make them grant him lifelong financial maintenance. His claim was that he had underlying health issues and that for his parents to not support him would be a breach of his human rights. The seriousness of the health issues were found to be hard to gauge. The case garnered quite a bit of attention due to Siddiqui already living in an expense London apartment that his parents provided, and also due to his standing as a well-educated solicitor who had experience working for highly-regarded law firms.

 

Siddiqui has previously made some headlines when he tried unsuccessfully to sue Oxford University, claiming that poor teaching standards had left him with a 2:1 degree rather than a 1st class one. In retrospect, it is likely that such a case may have already painted Siddiqui in a certain light in the public eye, and the eye of the courts.

 

After a falling out amid the family, the parents had decided to reduce the amount of support that would give Siddiqui. Siddiqui took up legal action against them and his initial claim was rejected by a family court.  The case was then taken  to the Court of Appeal, where the appeal was dismissed as well. Mr Siddiqui was made to pay for his parents legal costs.

 

This case is admittedly more unusual than many family based legal issues, but it acts as an interesting point of discussion within this field. It shows that parents cannot always be held accountable to the continued support of their children, and that the law will often do its best to be rooted in logic. For example, if Siddiqui was found to have serious health issues that meant he was unable to care for himself, the Court’s ruling may well have turned out differently. The end result will always depend on individual circumstances.

 

 

Housing issues and adult children

 

As we mentioned at the beginning of this blog, people are remaining at their family homes for longer and longer. This is due to many factors, such as the current COVID-19 pandemic and increased house prices. With most families, this will not be a cause for concern necessarily, but as everyone knows that families can have a tendency to fall out. This can be for any number of reasons, and often there is no clear right and wrong side.

 

In terms of the law, a child who is over the age of 18 who is still living with their parents has similar rights to that of a lodger, or person of no relation to the owners of the house. In fact, they have less rights in some regards. For example, because there is unlikely to be paperwork in place in the form of a tenancy agreement or some kind of contract which means the child can stay in the property, there is a reduced need for them to be given eviction notice should the parents want them to leave. They are known as an excluded occupier. An excluded occupier does not need a court order to be evicted.

 

In such circumstances, parents only need to give a reasonable notice for the children to move out. There is no rule on what reasonable notice is in this situation. It all depends on a person’s particular circumstances. If the children are paying rent, it is usually the rental period, or any contribution they made to the household. If the children are not paying rent, it will be a reasonable period when the children are expected to find new accommodation.

 

If the notice period ends, the parents may self-help without the use of violence including changing the locks and putting the child/children items outside. However, it is important to be aware that parents may face claims for damages if any of the child/children’s items are damaged through negligence. It therefore will be reasonable for the parents to leave the children’s personal belongings in a safe place, like safe-catering storage unit.

 

If the children still insist on staying, the parents can proceed to get an eviction warrant to forcibly move the children out.

 

It is always better to try and be as civil as possible, and if an agreement cannot be reached, it may be worth contacting a solicitor. We are always here to talk through any issues relating to family or property law.

 

 

Divorced parents and adult children

 

When it comes to divorce, the courts will tend to view children under 18 years old as a top priority when considering how to approach the case, but this does not always remain the case when the child is over 18. Understandably, children who are under 18 are usually more dependent on their parents for financial support and accommodation, especially those younger children and infants.

 

Where an adult child has a serious disability, or requires a lot of care, then the courts will take a different view when arranging how that care will be divided, but if the child is in good health, the care need of that child will usually be much less. Depending on the individual circumstances, the parents may not be under any duty to provide maintenance. In such circumstances, even if one parent does not mind, the other parent can oppose it.

 

 

What do we think?

 

As a firm, we have dealt with many cases involving family disputes, division of assets and custody of children. Of course, looking for an outcome that suits everyone is the main point of call, although we understand that in some circumstances pleasing everyone may not be possible.

 

When it comes to adult children, in the eyes of the law they do not have much in the way of legal rights linking them to their parents. In most cases, they will be expected to be independent financially of their parents. If a dispute is to occur, they will not normally be entitled to financial support from their parents. That being said, we feel that it is always best to look for solutions which will allow for strong family relationships to continue wherever possible, and to try to finalise disputes in a respectful and practical manner.

 

Have questions? We are operating as usual!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

 

 

 

 

 

 

 

 

 

 

 

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lisaslaw@web

We have been really busy over the last few months, dealing with many enquiries for our happy clients. This week we have welcomed some new faces into our ranks, which is very exciting! Today we are so pleased to announce Yvonne and Samantha as the newest members of our team!

 

Yvonne

 

 

Yvonne joins us as a Legal Assistant and has already shown herself to be a hard-working and knowledgeable team player.

 

Yvonne holds a Masters Degree in Teaching English to Speakers of Other Languages from the University of Stirling. She also holds Undergraduate Degrees in English Language Translation and Interpretation.

 

Previously, Yvonne worked as a Paralegal Assistant for an immigration law firm based in Scotland, and has vast experience dealing with family visa applications among other areas.

 

Yvonne is fluent in both Mandarin and English.

 

Welcome to Lisa’s Law, Yvonne!

 

Samantha

 

 

We are delighted to introduce Samantha as our new Office Administrator. This is an essential role in our team and Samantha has already demonstrated her fantastic capabilities and attention to detail in this area.

 

Samantha held a very similar role for over 7 years in Singapore, so comes to us with a wealth of experience. After just one week working with her, we can already tell that she is a brilliant addition to the team and will help us maintain our high-level of organisation throughout every level of our firm.

 

Welcome Samantha!

 

The return of Sabrina

 

 

Some more exciting news this week is that we are welcoming back Sabrina after a restful long holiday! Sabrina has plenty of experience in various legal matters, playing a pivotal role in our firm. We are very pleased to have her back. She is also currently studying for her SQE (Solicitors’ Qualification Examination).

 

We are here to help!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

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lisaslaw@web

You may have seen our recent blog which included all of our staff members brilliant Easter Egg decorations, which we did as part of our Spring Event. It was so nice that everyone got involved and had a chance to show off their creative side. Plus, painting the Easter Eggs was a great way to relax and unwind, something that we all must remember to do after a week of hard work!

 

Even though the main point of the Spring Event was to provide our staff with a chance to have some fun, we do like to reward those who put in the extra effort, and each of the below winners received gift vouchers as their prize! So, without further ado here are our winners from third to first place, as chosen by our Social Committee!

 

Third place: Shanshan’s Grinning Egg

 

 

Our brilliant Legal Assistant Shanshan made us all have a good chuckle at her cheeky egg, grinning out at us from within a plant! We found it to be really original and inventive, so we thought it was a great choice for our top three! Excellent stuff Shanshan!

 

Second place: Zody’s Self-Portrait

 

 

Zody really showed her artistic side with her entry, which took us all by surprise. Zody is part of our marketing team and has already proven herself as a brilliant photographer and writer, but now she can add successful painter to her list of skills! Very well done Zody!

 

First place: Victoria’s Burger

 

 

This one really brought a smile to our faces and immediately stood out from the crowd! We really enjoyed how Victoria, who is a solicitor here at the firm, set the scene and decided to make her egg look like something else altogether. It was a great idea and very much deserving of the top spot! Nice work Victoria!

 

Introducing our Social Committee!

 

Here at Lisa’s Law we believe in the power of teamwork, both in work and outside of it. We know that it is really important to give our staff the chance to relax and socialise together, because if you are friends with your colleagues it can create a really nice atmosphere in the workplace.

 

Our Social Committee is responsible for the organisation of all recreational events and activities for staff members to take part in. They arrange everything from the Christmas party to our Summer activities, and any other treats in between such as meals out and bowling trips.

 

It is very much in-keeping with our firms identity to make sure our team have a great work-life balance, and we enjoy going the extra mile to make sure there are as many fun activities in the calendar as possible for our team to look forward to.

 

Even during lockdown they arranged online games, chats and the Easter Egg competition mentioned above. It has really helped to keep everyone smiling.

 

So, who is in the Social Committee?

 

Leanne:

 

 

Leanne is a Legal Assistant here at Lisa’s Law, and is an essential member of our team. She heads up the Social Committee and has had many fantastic ideas for events and activities. She really goes the extra mile to make sure there is plenty to look forward to!

 

In her spare time Leanne is an excellent pianist and enjoys playing board games with her friends!

 

Monica:

 

 

Monica is a Legal Cashier here at Lisa’s Law and plays an absolutely pivotal role in our financial team. We could not operate without her! She is always creative when it comes to the Social Committee and has helped organise many events and prizes for our various competitions, for both staff and clients!

 

Monica loves to cook different dishes and sweets to bring joy to her friends and family. She also has a passion for travelling and discovering new cultures and traditions.

 

Salina:

 

 

Salina is a Registered Foreign Lawyer here at Lisa’s Law and has handled many successful cases during her time with us. She is a huge part of our legal team. She is filled with great ideas for our social events, and it was her original idea to arrange the Easter Egg competition. It was a wonderful suggestion that went down very well with the entire staff!

 

In her spare time Salina is a keen hiker, enjoys taking long scenic drives and spending time with friends and family. She also loves to cook and try new recipes.

 

Yitong:

 

 

Yitong is one of our brilliant Trainee Solicitor’s and has proven herself time after time as being a knowledgeable and hard working individual who is a real asset to our firm. She has been a member of our Social Committee since its inception and has helped to organise many events and menu options for staff members when food is involved!

 

In her spare time Yitong enjoys travelling and taking part in all kinds of water sports!

 

Felix:

 

 

Felix is one of of Company Directors and has over 20 years experience as a solicitor, handling many successful cases ranging from immigration to conveyancing enquiries. He is a fountain of knowledge and professionalism. He is also a big part of our Social Committee and has helped to arrange many fun outdoor activities, such as a staff football match!

 

In his spare time Felix enjoys cycling and choir singing.

 

Luke:

 

 

Luke is part of our Marketing team and has written many legal articles for our blog, as well as maintaining our website and social media pages. He has helped to organise many events, including transport arrangements as well as booking a boat down the Thames for one of our Christmas parties!

 

In his spare time he enjoys watching football and playing the drums.

 

Have a question? We are here to help!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

Email us on info@lisaslaw.co.uk .

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

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lisaslaw@web

On 26th March 2021, the Ministry of Justice announced a voucher scheme to encourage families to resolve disputes on children, finance and properties by mediation, rather than through Court proceedings. Under the scheme, eligible families will receive a one-off £500 vouchers towards their mediation costs.

 

In this blog we will discuss how the Family Mediation Voucher Scheme works, who it may benefit from it and what the eligibility requirements are. This is a useful and practical scheme that many families may find helpful, so it is important to know that it is an option.

 

What is Family Mediation?

 

First things first, family mediation is a process where a trained independent mediator helps you work out arrangements with another participant, for example an ex-partner, concerning children, finance or property, among other aspects of family life.

 

The mediator is there to help you work through disagreements and lead you to solutions that work for all of the participants. They can also help you make the arrangements legally binding if this is what you want.

 

In the majority of cases, when you make an application for a court order in relation to various types of family law disputes, you may have to show the court that you considered family mediation, by having attended a Mediation Information and Assessment Meeting (known as a MIAM). This is a short meeting which must be attended by all parties in order to assess whether mediation is appropriate for your specific situation. These meetings are free for those eligible for legal aid, but if not then they cost around £90 per person. Some mediators may offer discounts for individual circumstances.

 

 

What is the Family Mediation Voucher Scheme?

 

The scheme has been brought in as a reaction to COVID-19 in order to support parties who may be able to resolve their family law disputes outside of court. It is designed to encourage more people to consider mediation as a means of resolving their disputes, where appropriate, so that some pressure can be taken off the family Courts which are facing serious backlog caused by the current pandemic.

 

To support this, a financial contribution of up to £500 towards the costs of mediation will be provided, if eligible.

 

Do note that only mediators authorised by the Family Mediation Council (FMC) are taking part in the voucher scheme.

 

Eligibility for the mediation voucher

 

On attendance of the Mediation Information and Assessment Meeting mentioned above, a trained mediator will assess the issues which you seek to resolve to see if they are suitable for mediation and meet the eligibility requirements for the voucher scheme.

 

Not all cases are eligible under the scheme. The case types specified below may be eligible for a mediation voucher:

 

  • a dispute/application regarding a child

 

  • a dispute/application regarding family financial matters where you are also involved in a dispute/application relating to a child

 

It is important to remember that mediation is only an option when both people agree to take part in it, so you and the other person will need to agree to mediate.

 

 

Is the mediation voucher available for financial remedy issues?

 

If your issues solely relate to a financial remedy dispute/application you will not be able to obtain a voucher. However, if your issues relate to a child and to a financial remedy issue you can obtain a voucher, subject to availability.

 

What are the potential benefits of attending family mediation?

 

There are many benefits to mediation, but of course it depends entirely on the individuals who will be taking part. For example, if a couple find it difficult to talk to each other, the mediator will try to create a safe environment for them to share their opinions, and will provide an unbiased ear.

 

Also, mediation is often less stressful and far quicker than going through the courts, meaning it can be an efficient way of resolving disagreements. If you cannot reach an agreement, you still have the right to go to court, so it may be worth a try.

 

Family mediation can also help both parties adjust to situations when circumstances change. For example, as children grow up, family mediators can help you agree on changes to arrangements for children without having to go to court. This can often be better for everyone involved, including the child themselves.

Plus, if you really do not feel comfortable being in a room with the other person, the mediator can see you individually and relay the thoughts of the other person, so you can still work towards a solution without experiencing any anxiety or anger about seeing the other person.

 

What do I have to do to take part in the scheme?

 

You will be asked to confirm that you have:

 

  • asked the mediator to apply for the voucher

 

  • not already applied for another voucher as part of the same scheme

 

  • given consent to your mediator providing your necessary information to the Family Mediation Council. This includes your name, the bill for mediation services you receive from the mediator and some basic information about your case.

 

 

How many vouchers will I receive?

 

You can only claim once per family/ case for a one-off contribution of up to £500 towards your mediation costs.

 

If you have an application or dispute relating to a child and also have a financial issue application or dispute ongoing at the same time, you can still only receive up to £500.

 

If you make a second application and have already received a voucher, you will not be offered a second voucher under this scheme.

 

Will the voucher cover all my mediation costs?

 

This will vary from case to case and will depend on the rates set by your chosen mediator and how many mediation sessions are required. The voucher is intended to be a contribution towards mediation sessions. Your mediator will tell you their rates and how many sessions the voucher is likely to cover. As the total value of the voucher is £500, you may need to contribute to the overall cost of your sessions if you choose to continue with mediation.

 

 

What do we think?

 

As legal professionals we know that family matters can be very difficult and bring a lot of pain to those going through them. We are of the opinion that where mediation is appropriate, then it cannot hurt to at least give it a try, particularly if you are able to get on the scheme. If it does not work, then at least you know that you have explored the option, but if it does work the benefits will likely be highly relieving for everyone involved.

 

In some cases avoiding the courts can be a smarter decision, and can lead to less conflict among family members. Mediation can be a more respectful way of finding solutions to familial issues.

 

It would be nice to see this voucher extended somewhat, but we understand that issues involving children should be prioritised.

 

Have questions? We are operating as usual!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

author avatar
lisaslaw@web

Here at Lisa’s Law we like to have some fun as well as work hard, and the Easter holiday was a perfect chance for us to enjoy ourselves. For our Spring Event we usually get together as a team and do something as a group, like go for a meal or take part in an activity such as bowling. We are lucky in that we are also friends as well as work colleagues.

 

Due to COVID restrictions still being in place, we decided that Easter Egg decorating from home was a good compromise and would give everyone a chance to show off their creative sides!

 

Here are some of our Easter creations!

Leanne got very creative with her Egg, choosing to transform it into a minion! Very clever indeed!

 

 

Mandy M, Surveyn, and Felix got very colourful with their designs!

 

 

 

 

 

Ding’s Egg dated back to pre-historic times, as you can tell by the dinosaur!

 

 

Liu’s egg is trying to hide!

 

 

Zody from our marketing team clearly has an artistic mind, as she used her egg to create an impressive self-portrait!

 

 

Shanshan, Mandy C, Monica, and Victoria all presented their eggs very nicely! Some more fantastic creativity shown here!

 

 

 

 

 

Luke and Shannon from the marketing team get thumbs up for their Eggs!

 

 

 

Cissi had some help with her egg from a four-legged friend!

 

 

And Michael has help from his very young daughter!

 

 

Anne and Salina’s eggs are very stylish indeed, what great additions!

 

 

 

Hassen, Yitong, Dalian, Connie and Rosa got into the Easter spirit this year!

 

 

 

 

 

 

We hope you enjoyed seeing our Easter Eggs as much as we enjoyed decorating them. In these challenging times it is important to take some time to relax and unwind, and this Spring event gave us the chance to do exactly that!

 

Have questions? We are operating as usual!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

author avatar
lisaslaw@web

Despite the challenges the past year has brought with it, we have continued to grow and develop here at Lisa’s Law. We have a dedicated team of professionals who have truly adapted and thrived, providing their clients with the same excellent service that they have come to expect from us.

 

We are thrilled to have recently welcomed two new excellent additions into our ranks, who have already settled in brilliantly and shown themselves to be fantastic team players!

 

Welcome to Connie!

 

 

Connie joins us as an Office Administrator and has already made her mark with her fantastic organisational skills and top notch work ethic. She has a BA in Cultural Studies from Lingnan University in Hong Kong. Connie is fluent in Mandarin and Cantonese.

 

Our client list is growing steadily and Connie is playing an essential role in making sure everything continues to run smoothly and efficiently. We are so glad to have her on board!

 

Welcome to Teresa!

 

 

Teresa has joined us as a Paralegal and has already established herself as a hardworking and knowledge individual. She has a BA in English for professional communication from Chu Hai College in Hong Kong. She then completed the GDL and LPC at BPP university.

 

Teresa previously worked as a legal assistant for Ola Leslie for 1 year and most recently legal document reviewer for Integreon. She is fluent in Mandarin and Cantonese.

 

We are thrilled to have Teresa join us and look forward to seeing her grow and develop during her legal career!

 

Have questions? We are operating as usual!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

author avatar
lisaslaw@web

It is with great excitement that we can now announce that Stephanie Chiu has been offered a Trainee Solicitor contract with Lisa’s Law and has taken a massive step forwards in her legal career!

 

Since joining us as a paralegal back in November 2019, Stephanie has been a hardworking and dedicated member of the team, and her brilliant work ethic has lead her from strength to strength here at our firm. She has consistently displayed a high level of knowledge and has handled all of her cases with the utmost professionalism.

 

Stephanie has mainly worked as part of our conveyancing team, but has shown herself to be adaptable and very quick to learn.

 

Well done Stephanie, we can tell you have a bright future ahead of you and are thrilled to have you as an official Trainee Solicitor here at Lisa’s Law!

 

 

We are open as usual!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

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lisaslaw@web

The rules for the Skilled Worker visa route will allow for more potential applicants to come and work in the UK, meaning more choice for employers looking to bring new talent to their companies. One of the main differences between the previous Tier 2 General visa and the Skilled Worker visa is in the level of qualification needed for the jobs in question. The drop from needing a RQF6 level qualification (equivalent to degree level) to a RQF3 level qualification (equivalent to A-level) certainly widens the doorway into the country for potential workers.

 

What do these more lenient requirements mean for people looking to bolster their workforce from abroad?

 

Points based System

 

This Skilled Worker route is based around points that the employee must earn before they can have a successful application. They need to earn 70 points and can attain them by achieving the below:

 

 

The mandatory requirements must be completed, which will get the applicant 50 points, the remaining 20 points can be made up from any of the tradeable options.

 

 

Available roles

 

As stated above, the amount of roles which can now potentially be filled by overseas nationals has been increased due to the lowering of required qualification. However, this does not mean that all roles are now up for grabs. The full list is available here, and as you can see when it comes to IT roles, and the majority of office type roles, it is positions of at least mid-level stature that employers can recruit for.

 

As we can see from the above table, employers can play a part in the success of workers applications. For example, let’s say that a worker meets the top three mandatory requirements after being offered a position at a marketing firm. As long as the employer is happy to pay that worker the going rate of that position (but no less than £25,600), then the application should be a success and the employer will have their new worker.

 

Alternatively, if the worker will not be paid this wage initially, but they have a PhD in a relevant subject, such as a marketing PhD, they will earn an extra 10 points. The employer in this case could pay the worker slightly less than the going rate, worth an additional 10 points, therefore making up the 20 needed points.

 

How do you sponsor a worker?

 

You must assign a valid Certificate of Sponsorship (CoS) to the worker so they can make a successful immigration application. In most cases, you will have to pay a fee to assign a CoS and (in the case of Skilled Workers and Intra-Company Workers), pay the Immigration Skills Charge.

 

The role you are recruiting for must be included in the Skilled Worker Occupation List. There are certain circumstances that must be taken into account when arranging the sponsorship of an employee from overseas, such as the amount of money they will be paid and the type of role they will fulfil.

 

 

Payment of workers

 

If you are sponsoring a worker on the Skilled Worker or Intra-Company routes, you must pay them at least the minimum salary specified for that route, or the going rate (or, in some cases, a proportion of the going rate) for the occupation, whichever is the higher. The going rates for all roles on the Skilled Worker route are listed here.

 

English language

 

Anyone who you want to employ must be able to speak English to a good standard, which is lower than a B1 level by the Common European Framework of Reference (CEFR), as this is one of the non-negotiable requirements for the employee.

 

Right to work checks

 

You must check that any worker you wish to employ has permission to enter or stay in the UK and can do the work in question before they start working for you. This applies even if the worker is, or appears to be, a British citizen or other settled worker. If you fail to carry out a right to work check, you may be liable for a civil penalty under illegal working legislation

 

 

Can workers bring dependants?

 

Skilled workers are able to bring dependants. Dependants are spouses, partners and children (below the age of 18 at point of entry), and their application is linked to that of the main applicant.

 

In most cases dependants have near full access to the UK labour market and can work at any skill level. School age children accompanying a migrant are entitled to a state education. Dependants must also pay the Immigration Health Surcharge.

 

Like skilled workers, after five years on skilled worker dependent visa, they may also be eligible to apply for settlement.

 

 

What do we think?

 

We are always of the opinion that the more people given the chance to come and work in the UK, the better the outcome for the country as a whole and for the individual workers. We see the lowering of the threshold of qualification as a positive move and one that will lead to a wider variety of people coming and filling various roles in the UK. In terms of employers, this development can only be a good thing. It will open up more options in order to find the right person for the job.

 

However, we will wait and see the reality of this Skilled Worker routes and see how it plays out for employers and workers alike. We remain optimistic for now.

 

 

Have questions? We are operating as usual!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

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lisaslaw@web

People wanting to come and work in the UK, and those employers who want to recruit from overseas, are more likely to be able to do so under the Skilled Worker visa route rules. Whereas before applicants would only be considered if they were offered a role in the UK listed under the Level 6 (RQF6) skill bracket as part of the previous Tier 2 Visa, the updated rules instead require a Level 3 (RQF3) or above role as the minimum.

 

To put this into perspective, Level 6 role equates to a job where having degree or graduate diploma is necessary, while Level 3 is the equivalent to a job which requires A-levels. This will open a lot of doors to people who were previously denied the option of coming to work in the UK based solely on qualifications. It creates a larger pool for employers to recruit from.

 

The system will rely on a points based scheme, whereby applicants must earn 70 points in order to have a successful application. Points are earned by having certain credentials, passing an English language test, and having a job offer from a relevant sponsor. Some points are mandatory and others are tradeable.

 

One of the major sources of employment in the UK is the catering industry. Now that there is a light at the end of the tunnel when it comes to COVID-19, as more and more people are getting vaccinated, we expect the catering industry to experience a big influx of new workers, as the general public will be keen to get into bars and restaurants again.

 

So what do these Skilled Worker requirements mean for the catering industry, those who want to work in it and employers looking to recruit from overseas?

 

 

What jobs in catering meet RQF3?

 

As listed in the government guidance here, there are a variety of roles within the catering industry that meet the Level 3 requirement, which employers can look to bring into to their business on the Skilled Worker route. These include Restaurant Managers, Fast Food Restaurant Managers, Assistant Restaurant Managers, in establishments that can seat at least 80 customers at once. Others such as Catering managers, Bar managers, Banqueting managers, Hotel food and beverage managers may also qualify.

 

Also, Chef roles which require three or more years’ experience are also included in the Level 3 skill bracket.

 

When it comes to Waiters and Waitresses it will only be the Heads of staff that qualify, and again it will only be where they have an offer from an establishment that can sit at least 80 customers at once.

 

As an employer in the catering industry, who can I hire from overseas?

 

The roles listed above are all possible options for an employer in the catering industry to recruit from overseas. Let’s say someone owns a restaurant and is looking to employ new members to their team. There are a few possible options available within the new Skilled Worker route. They could hire a restaurant manager, and if they were happy to pay that manager the going rate of £21,000 per year, there would be little in the way of the Skilled Worker visa being approved. This is provided that the person wanting to take on the role meet the mandatory requirements laid out in the section below.

 

Another potential position that a restaurateur could recruit overseas for would be a Chef, as long as the position required 3 years training, such as a Head Chef position.

 

It is important to note that the roles are mostly managerial positions, or positions in which the person carrying out the job will have a good amount of experience. A young person starting out as a waiter will likely not be approved for the Skilled Worker visa, whereas an experienced Head Waiter with a sponsorship offer from a large restaurant which can seat at least 80 people may be successful if all requirements are met.

 

 

Let’s look at the requirements

 

As set out in the Policy Statement published on 19 February, anyone coming to the UK for work, including EU citizens, will need to demonstrate they meet a specific set of requirements for which they will score points. It is important that employers take note of these requirements. There is no overall cap on the number who can apply for this Skilled Worker route.

 

The applicant must meet the following mandatory criteria in addition to passing the relevant UK criminality checks:

 

  • The applicant must have an offer of a job from a licensed sponsor.

 

  • The job must be at or above the minimum skill level: RQF3 level or equivalent (A-level or equivalent qualification). Workers will not need to hold a formal qualification. It is the skill level of the job they will be doing which is important.

 

  • The applicant must speak English to a level which is no lower than B1 level under the Common European Framework of Reference (CEFR).

 

Tradeable points

 

After achieving the above mandatory requirements, the applicant will have amassed 50 points. In the UK’s points based system, 70 points is the required amount to be granted the Skilled Worker visa.

 

While this article is specifically focussing on the catering industry, the table below lists out all of the relevant tradable points available to applicants. Some are more relevant than others to the catering industry.

 

 

So as we can tell from the table above, once an applicant hoping to come and work in the catering industry they may make up the extra 20 points if their proposed salary meets the going rate of that specific role. Alternatively, if they are a new entrant to the labour market, this can also earn them the important 20 extra points.

 

 

What do we think?

 

In general, we believe this system is positive and will allow for more people to come to the UK and flourish. We are positive that business owners in the industry will be pleased that there is a larger amount of options for them when recruiting from overseas. However, focussing on catering alone, there is potentially some room for improvement. For example, the extra tradable points are mainly salary dependant, whereas in other areas there are chances to earn the points through academic achievement or taking on a role on the Shortage Occupation List. However, we understand that their does have to be some restrictions on who can come to work.

 

We will be doing further articles on the Skilled Worker route focussing on alternative industries, so make sure you keep an eye out for upcoming blogs!

 

 

Have questions? We are operating as usual!

 

We are ready to provide you with a fantastic legal service and there are many ways for you to contact us!

 

Call us on 020 7928 0276, phone calls are operating as usual and will be taking calls from 9:30am to 6:00pm.

 

Email us on info@lisaslaw.co.uk.

 

Use the Ask Lisa function on our website. Simply enter your details and leave a message, we will get right back to you: https://lisaslaw.co.uk/ask-question/

 

Or, download our free app! You can launch an enquiry, scan over documents, check progress on your case and much more!

 

Links to download below:

 

iPhone: https://apps.apple.com/us/app/lisas-law/id1503174541?ls=1

 

Android: https://play.google.com/store/apps/details?id=com.lisaslaw

 

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lisaslaw@web

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