Skilled Worker salary increases: FAQ

 

  1. What is the new minimum salary level for sponsoring workers as Skilled Workers?

It depends on the job role. The minimum salary for a standard Skilled Worker application is rising from £26,200 to £38,700 per annum as a gross base salary. However, each job role also has its own minimum salary level that also needs to be met. For example, the ‘Business Development Manager’ role that is currently under SOC code 3545 currently has a minimum salary of £35,100. This will increase by 50% to £52,500 from 4 April under SOC code 3556.

 

  1. When will this increase commence?

The increase will apply to any new Certificates of Sponsorship (CoS) assigned after 4 April 2024. Once a CoS has been assigned (i.e. paid for), it has to be “used” in an application within 3 months. The start date for the job cannot be more than 3 months from the date of application. The current salary level could be used for anyone starting a new position up to the end of September 2024 if managed correctly by assigning a CoS before 4 April 2024.

The Sponsor Management System will be out off service on 3 April 2024, so all CoS will need to be assigned by 7pm on 2 April 2024.

 

  1. Can the salary include any allowances?

The minimum salary level only includes basic gross pay before income tax and including employee pension and national insurance contributions.

 

  1. Can the salary be pro-rated?

 

The minimum salary is based upon a 37.5-hour week. Where the weekly hours are higher than 37.5, the salary will be pro-rated. For example, a salary of £38,700 based on a 37.5-hour week would need to be £40,248 if based on a 39-hour week.

Part-time positions would need to earn the minimum salary based on a 37.5-hour week. A 22.5-hour week, for example, would need to earn at least the SOC code minimum or the minimum salary of £38,700, whichever is higher.

 

  1. Does this salary change apply to anyone who is already on a Skilled Worker visa?

 

The salary change applies to anyone being sponsored using a CoS assigned after 4 April 2024. No changes need to be made to the salaries of anyone currently being sponsored on a CoS issued before this date.

An extension application will require a new CoS, however. If an extension application is happening after 4 April 2024, then the higher minimum salary levels will then apply. If this presents an issue in terms of being able to increase the salary level at that point, it might be worth considering making the extension application before 4 April 2024, even if the employee currently has a visa with an expiry date after then.

 

Get in touch with Oliver O’Sullivan for any enquiries relating to skilled worker salary increases.

 

 

 

 

 

The Economic Crime and Corporate Transparency Act 2023

These changes which are in effect from 4th March 2024 have been enacted to enhance the role of the Registrar of Companies and Companies House as a proactive regulator building on the changes introduced under the Economic Crime (Transparency and Enforcement) Act 2022.

 

The principal changes include:

  • Registered office – all companies must now have an “appropriate address” at all times. This means that companies will no longer be able to use a PO box as their registered address and the address must be one where an acknowledgement of receipt of delivery can be obtained

 

  • Email address – companies will need to provide a registered email address which will need to be monitored. This will be used for communications with Companies House and will not be publicly available

 

  • Lawful purpose – upon incorporation the subscribers of the company will need to confirm that they are forming for a lawful purpose and subsequently when filing the company’s annual confirmation statement there will need to be a statement that the company’s future activities are lawful

 

  • Company names – there are expanded restrictions on company names, including potential restrictions on names which could be used to facilitate dishonesty or deception

 

  • Annotations – Companies House will be able to annotate the Register where information appears misleading or incorrect

 

  • Companies House –may use data matching software to identify and remove inaccurate information from the Register

 

  • Powers of the Registrar – Companies House will have additional powers to scrutinise and reject company information which appears incorrect or inconsistent with existing filings

 

  • Data – the Registrar will have the power to share data with other governmental departments and law enforcement agencies.

 

UK companies will need to become aware of these important changes and ensure that they comply with the provisions since in some cases failure to do so could lead to criminal liability for the company and its officers.

Get in touch with Wellers Law Group to assist you with any changes which need to be made in terms of proper compliance.

 

This article was written by Howard Ricklow, our head of Company and Commercial law. To connect with Howard and to enquire about his services, please email howard.ricklow@wellerslawgroup.com or call him on  020 7481 6396.

 

The right to re-apportion service charges – an important ruling for landlords and tenants

AVIVA INVESTORS GROUND RENT GP LTD AND ANOTHER (RESPONDENTS) – V – WILLIAMS AND OTHERS (APPELLANTS)

In a decision which will be of importance to residential landlords and tenants, the Supreme Court has ruled to preserve the contractual right within a lease, where provided, for the landlord to re-apportion service charges..

The Background

On 8 February 2023 the Supreme Court handed down judgment in the case of Aviva Investors Ground Rent Gp Ltd and another v Williams and others.

The case had been the subject of litigation over a number of years through various courts, from the First Tier Tribunal finally up to the Supreme Court.

The judgment given by the Supreme Court addressed the following issues:

  1. To what extent is a term in a residential lease which allows the landlord to revise the tenant’s share of the service charges invalidated by section 27A(6) of the Landlord and Tenant Act 1985?
  2. If the effect is that any discretion to re-apportion the service charge is transferred from the landlord to the First-tier Tribunal does section 27A(6) enable the tenant as well as the landlord to invoke the Tribunal’s jurisdiction?

The dispute concerned the apportionment of service charges payable by leaseholders of 38 individual flats in a building located in Southsea, Hampshire.  The leaseholders were obliged to pay service charges towards the cost to the landlord (Aviva Investors Ground Rent Gp Ltd) of maintaining the building and wider estate.  Within their long leases, there was a clause which provided for the payment of service charges by residential leaseholders as either a fixed percentage of the costs or “such part as the landlord may otherwise reasonably determine”.

The landlord had for many years been demanding service charge payments in proportions different to (and above) the fixed percentages provided in the leases, under the provision for re-apportionment of service charges.   The leaseholders issued proceedings against the landlord seeking to challenge that practice.

Section 27A(6) of the Landlord and Tenant Act 1985 gives the First-Tier Tribunal (Property Chamber) (the FTT) jurisdiction to make decisions about service charge payments, including whether they are payable and if so, in what amounts.  The leaseholders had argued that the effect of section 27A(6) was to render void the apportionment provision in the leases.

As stated above, the case had been litigated over a number of years, finally culminating in an appeal by the leaseholders to the Supreme Court.  Previously, the FTT had held that the relevant provision in the leases was not void and that the re-apportionments were reasonable.  Subsequently, the Upper Tribunal (Lands Chamber) ruled that the re-apportionment provision was void pursuant to s 27A(6).   The landlord had appealed and the Court of Appeal allowed the appeal, ruling that the re-apportionment provision was not wholly void and that the effect of s 27A(6) was to transfer the discretion to vary the service charge proportions from the landlord to the FTT.  The leaseholders appealed to the Supreme Court.

The central question in the appeal was whether section 27A(6) renders void a contractual provision in a lease which provides for a leaseholder to pay a fixed proportion of service charges or such other proportion as the landlord may determine.   The leaseholders had, in relation to this, maintained that the apportionments by the landlord were unreasonable.

The Supreme Court unanimously dismissed the appeal, finding that the revised apportionments of service charges by the landlord were valid.

The court held that section 27A(6) was plainly an anti-avoidance provision, designed to preserve the jurisdiction of the FTT in determining whether service charges were reasonable in amount.   It was not the effect of section 27A(6) to deprive a landlord of its managerial decision making.  In other words, it did not operate to prevent the landlord from exercising a contractual right to revise and re-apportion service charges, merely to maintain the jurisdiction of the FTT in determining the reasonableness of the amounts in question.   The Court found that a lease provision would however be void if it aimed to oust or limit the jurisdiction of the FTT in determining the reasonableness of a service charge, for instance a provision making the landlord’s decision binding.

The Court found that section 27A(6) was not intended to remove the ability to vary service charge apportionments.  In this regard it rejected the leaseholders’ approach, finding that the effect of this would be to remove altogether the power to vary service charges.  This would have the effect of having apportionment fixed for many decades over the full term of a lease, even where the apportionment might overwise be varied, for instance by the increase of additional contributing flats in a building.  That would be a commercially unattractive result clearly not intended by the parties.

The result will be welcome to landlords as it confirms  the contractual right where contained within a lease to re-apportion service charges and the ability of the landlord to make managerial decisions in this regard.  It is also an important reminder of the jurisdiction and ability of the FTT to assess the reasonableness and amount of service charges.   This will no doubt be of consequence to many residential landlords and tenants throughout the country.

This article is not intended and should not be relied upon for legal advice,  Should you wish to discuss your matter, please contact Joe Reeves of our Litigation Department on 0207 481 6383 or joe.reeves@wellerslawgroup.com.

What are the valid reasons for terminating employment?

We often find that employers can feel that it is almost impossible to dismiss an employee.

Whilst we would advise that employers always seek advice before terminating an employee’s employment (or starting any process towards this), with the right advice and guidance, this can be a straight forward process.

 The Law

By law, to lawfully dismiss an employee with more than 2 years’ service, you must show that you have a valid reason that you can justify and that you acted reasonably in all the circumstances.

Fair reasons for dismissal

Under section 98 of the Employment Rights Act 1996 (the 1996 Act) there are various valid reasons for terminating employment. These include:

  • Redundancy
  • Conduct
  • Capability
  • Breach of a statutory restriction
  • For some other substantial reason

Dismissal due to redundancy

In this changing economic climate, many companies have had to restructure themselves to keep their competitive edge, to improve or simply to survive.

In short, redundancy occurs when an employer needs to reduce the size of the workforce. There are many reasons why this might be the case, including:

  • The introduction of new technology that makes certain jobs unnecessary
  • The job a person was hired to do no longer exists
  • The business is closing down or a change in location
  • There is a need to cut costs and staff numbers might therefore be reduced

Redundancy as a form of dismissal can be considered fair as long as there is a genuine reason for the redundancy, a lawful process has been followed and a fair selection criteria has been applied.

Our specialist employment team can help guide you through any potential redundancy process to seek to ensure that you follow the processes which you are required to, so as to minimise potential liabilities and follow best practice.

Termination due to misconduct 

Misconduct issues could include things like persistent lateness or unauthorised absences from work, while performance issues could include an inability to keep up with important changes to their job or to get along with work colleagues.
That said, unless any misconduct or performance issues are especially serious, you will need to give an employee the opportunity to change their behaviour or the chance to improve their performance prior to making any decision to dismiss. You may also need to provide suitable training.

In some cases, however, the misconduct may be so serious so as to justify summary dismissal. This is known as gross misconduct, where terminating employment without notice, or pay in lieu of notice, can be lawful, as long as you follow a fair process and there is clear evidence to support your finding.

Termination due to capability

You can lawfully dismiss an employee if they are incapable of doing their job to the required standard or they are capable but unwilling to do their job properly.

Capability dismissal should follow prior reasonable attempts by the employer to understand, manage and improve employee capability issues.

Performance reviews and discussions with employees should be ongoing. When performance is monitored and reviewed regularly, there are more opportunities for feedback and for identifying and resolving problems. The goal should be to establish why the employee’s performance is lacking, provide support and then work towards a legally compliant dismissal if necessary.

Throughout the capability management procedure, it will be crucial to have evidence to demonstrate how the employee is falling short of the standards required and as proof of performance management measures taken by the employer.

Illness will also fall under this sub-heading

It is possible to fairly dismiss an employee by reason of a longstanding illness or prolonged absence through sickness where this has affected their ability to do their job or has made it impossible for them to do their job at all.

However, where a capability issue is linked to someone’s long-term disability of physical or mental health, dismissal should be used as a last resort after exploring ways in which you can help the employee to do their job. This could include arranging an occupational health assessment to determine what, if any, reasonable adjustments can be made to assist them, such as a phased return to work, amended duties, altered hours or workplace adaptations.

Dismissal due to a breach of a statutory restriction

This reason is rarely used when terminating employment but can be necessary where continuing to employ someone would mean that you are breaking the law.

Examples of statutory restriction dismissals could include:

  • If an employee’s immigration status prevents them from working, such as their work visa expiring, it would be illegal to carry on employing them.
  • If an employee is required to drive as a substantial part of their role and has lost their licence, and there is no alternative work they can do
  • If someone fails to earn or maintain a qualification that is required for them to perform their job.

If you suspect or become aware of a change in an employee’s working status, you should arrange an initial discussion with them to discuss their situation. The employment contract should include provision for dismissal without notice if the employee is found to have lost the right to work, as this would constitute a breach of contract.

Termination due to some other substantial reason (SOSR)

The concept of “some other substantial reason” (SOSR) is a statutory catch-all provision that allows an employer to fairly dismiss an employee in circumstances where no other potentially fair reasons apply.

The SOSR depends on the facts and circumstances of each case and there is no helpful statutory definition of the term ‘substantial’, but it cannot be anything frivolous or insignificant.

Case law has provided some examples where the courts have found that an employee was fairly dismissed for SOSR. These include:

  • Third party pressure;
  • The employee refuses to accept new terms of employment;
  • Personality clash between two or more employees;
  • Conflict of interest;
  • Expiry of a fixed term contract;
  • Reputational risk; and
  • Business reorganisation that doesn’t fall under the statutory definition of redundancy.

Employers must also act reasonably and follow an appropriate procedure before dismissing the employee. Alternatives to dismissal, such as moving the employee to a different location or department, should always be considered before moving to dismissal. However, whether this can be achieved tends to pivot on the resources and size of the organisation in question.

If you have any issues with regard to termination of employment please contact Nina Francis on 0203 831 2664 or email Nina on nina.francis@wellerslawgroup.com

 

Payment under a construction contract and the right to adjudicate

We continue to receive a number of enquiries from contractors and sub-contractors unaware of their right to adjudicate under a construction contract for non-payment, despite the fact statutory adjudication was introduced 25 years ago.

Many clients have come to us after being advised by previous solicitors to commence County Court proceedings, which can be a lengthy and costly process, by which time the paying party may be insolvent.

Alternatively, clients have commenced insolvency proceedings and fall at the first hurdle if there is a genuine dispute. A client will be subject to a costs order if the debtor has been successful in setting aside a statutory demand, which is a precursor to liquidation of a company or the bankruptcy of an individual.

Adjudication

Adjudication is a way of resolving disputes in construction contracts. The right to adjudicate is governed by S.108 of the Housing Grants, Construction and Regeneration Act 1996 (“the Act”). The Act sets out certain procedural requirements which enable either party to a dispute, to refer the matter to an adjudicator, who is then required to reach a decision within 28 days of being served with the Referral Notice.

If a construction contract does not comply with these requirements, a statutory default scheme known as the Scheme for Construction Contracts will apply. If the construction contract contains adjudication provisions, but does not comply with the requirements of S.108, the Scheme will again apply.

The Referring Party of a dispute who appoints an adjudicator, has the added advantage that, its solicitors have spent weeks/months preparing for the adjudication, putting the other party (the Responding Party) on the back foot, with little time to prepare a Response.  This may result in payment being made before an adjudicator has reached his/her decision.

In the event that the losing party does not comply with the adjudicator’s decision, enforcement proceedings can be commenced in the Technology & Construction Court (“the TCC”) and you would normally apply for Summary Judgment. The TCC will enforce adjudication decisions without enquiring as to the correctness, subject to two exceptions.

The purpose of adjudication is to expedite cash flow during the construction contract and it is not uncommon to have multiple adjudications, throughout the duration of a project, but not adjudicated at the same time.

The payment terms of a construction contract are also regulated by Part II of the Act. So, before you decide to commence an adjudication, do you have a construction contract?

A construction contract

 A construction contract is defined by  the Act and are agreements for any of the following:

  • carrying out of construction operations.
  • providing one’s own labour, or the labour of others, for the carrying out of construction operations.
  • arranging for the carrying out of construction operations by others e.g. under a sub-contract.
  • It extends to architectural, design, advice on building, interior or exterior decoration, engineering, demolitions, surveying work and on the laying-out of landscape.
  • Installation of mechanical, electrical and heating works. to include maintenance of the works.
  • A collateral warranty as to the carrying out of construction work. Parkwood Leisure Ltd v Laing O’ Rourke Wales and West Ltd [2013] EWHC 2665 (TCC).Whether you can adjudicate will depend upon the timing and the wording of the warranty. Timing is paramount: Toppan Holdings Ltd & Anor v Simply Construct (UK) LLP [2021] EWHC 2110 (TCC).
  • Government contracts are construction contracts under the Act.

Exclusions

The following are excluded from being a construction contract:

  • Agreements which primarily relate to the financing of works
  • Development agreements containing provision for the disposal of an interest in land
  • Contracts between employers and employees.
  • Supply only contracts: manufacture and delivery of building/engineering, unless the contract also provides for their installation on site
  • Oil and gas exploration, mining and industries plants
  • Contracts with residential occupiers that occupy or intend to occupy the property

All construction contracts, except those with a duration of less than 45 days, must contain a right to instalments, stage payments or other periodic payments.

The Act prohibits withholding or reduction of payments, except after proper notice and prohibits pay-when-paid clauses, except in circumstances of insolvency.  The Act provides a right to suspend performance for non-payment.

Payment under the Act

The Act has the following provisions regarding payment:

  1. It requires a construction contract to provide for interim payments.
  2. It requires the contract to provide a mechanism for determining what sums became due and when is the due date.
  3. It requires the contract to provide a final date for payment which would be later than the due date
  4. The contract must require the employer to serve a payment notice within five days of the due date
  5. If an Employer wishes to resist paying a contractor’s final account, it is obliged to serve a pay less notice

Payment notices and pay less notices

A valid payment notice confirms the sum to be paid by way of an interim or final payment or any other payment provided for in the contract, unless a valid pay less notice is served. S&T (UK) Ltd v Grove Developments Ltd [2018] EWCA Civ 2448 at [37]–[42].

If an employer (owner/developer) fails to serve a valid pay less notice and fails to pay the amount claimed, the contractor will be able to recover the amount claimed by bringing an adjudication, without the adjudicator having to decide the substantive merits of the payment application.

These are known as ‘smash and grab’ adjudications. If you fail to serve a valid pay less notice and wish to obtain a reduction in the amount due or pursue a counterclaim or cross-claim, you will have to pay the full amount first and then pursue the reduction or other claim, by bringing proceedings or by set-off against a subsequent payment. This is known as a true value adjudication.

The notice requirements apply to all payments provided for by the contract: liquidated damages or repayment of overpaid instalments. It also applies to payments due following completion of the works or termination of a contract.

When deciding if a payment notice (or a pay less notice) is valid and complies with the relevant statutory and contractual requirements, it has to be construed objectively –  how a reasonable recipient would have understood the notice.

A payment notice (and a pay less notice) has to make plain that it is a payment notice (or a pay less notice). Each has to set out clearly the sum which is said to be due and/or to be deducted and the basis on which that sum is calculated. This can be zero. Beyond that, the question of whether or not it is a valid notice in accordance with the contract is a matter of fact.

Grove Developments Ltd v S&T (UK) Ltd [2018] EWHC 123 (TCC) at [20]–[31] per Coulson J upheld by the Court of Appeal: see S&T (UK) Ltd v Grove Developments Ltd [2018] EWCA Civ 2448 at [46]–[59].

What happens if the payer does not serve a payment notice?

Section 110B deals with situations where there is a default in service of the payer’s payment notice.  There are two situations:

  1. Where the contract requires the payer to give the payment notice, and a valid notice is not given, the payee may serve a payment notice instead.
  2. Where a contract provides for the payee to make a payment application before the time for the payer’s payment notice, default in service of the payer’s payment notice, makes the application count as the payment notice. The application must be one which states the amount which the payee considers will become due and the basis on which it is calculated, and it must be given in accordance with the contract..

If you have been provided with a construction contract for execution by an employer, it is likely to be a JCT or NEC contract. They have a suite of standard form contracts for use in the construction industry in the UK to help deliver projects.

It sets out the responsibilities of all the parties within the process and their obligations to each other. The intention of these contracts was to give a balanced allocation of risk between the parties. These contracts are prepared by an employer’s construction solicitor, who will have appended to it, the employer’s schedule of contract amendments, with the objective of increasing the liability of the contractor under a contract and reducing the employer’s risk. It will often have amendments to the payment clauses contained in these contracts. For this reason, it is imperative that you obtain legal advice, so you are aware of all pitfalls, and if it is commercially viable for you to enter into the contact. Upon obtaining legal advice, you may be able to re-negotiate certain terms of the contract.

Whether you are an employer, main contractor or sub-contractor. and you require advice in relation to payment notices and pay less notices, under a construction contract, or wish to obtain our Guide to Adjudication, please contact Teresa Johnston on 0207 481 2422, 07584 229 373 or via email at Teresa.Johnston@wellerslawgroup.com

 

 

Wellers help to create award-winning social impact investment

We are extremely proud to announce that Water Unite Impact (a collaboration between Water Unite and Wellers Impact, our impact investment manager) has won the Impact project/investment of the year: Water category in the prestigious Environmental Finance IMPACT Awards 2021.

The Wellers Law Group commercial and charity law teams carried out the structuring for this innovative investment for Water Unite. Water Unite Impact uses micro-contributions, for example from bottled water sales (1 cent/pence per litre sold) in the form of donations from international retailers, as Catalytic Capital to attract commercial capital and expertise that has the power to transform the water, sanitation and plastics recycling sector.

It supports corporations to meet ESG goals through impact investment and helps retailers and investors report transformational impact to their consumers, clients and stakeholders. Micro-contributions make it possible for consumers to directly contribute to scaleable commercial solutions making water and sanitation more inclusive and removing plastics out of the environment.

Neil Sandy, CEO at Wellers Impact, said “It has been a privilege to work on the Water Unite Impact project with partners such as Water Unite, The One Foundation, The Coop and Elior. These are organisations that understand the very pressing issues of plastics pollution and access to water being experienced in many different parts of the globe and are addressing it.

We at the Wellers Law Group and Wellers Impact are delighted to have been able to play a part by using the legal and the impact investment knowledge we have under one roof to help structure this unique and important investment and bring it to market. We see this as a future model for both sustainable investment managers and charities to deliver positive outcomes and financial returns.”

Please see below for more details of the award:

https://www.environmental-finance.com/content/awards/impact-awards-2021/winners/impact-project/investment-of-the-year-water-water-unite-impact.html

If you are looking to structure an innovative social impact investment contact Neil Sandy at Wellers Impact on 020 7481 2422 or email neil.sandy@wellersimpact.com

Commercial leases – when time is of the essence

Where time is of the essence in relation to the exercise of a right, the failure to exercise that right within the time limit specified means that the right is lost. An example of this might be where a contractor fails to complete works by a certain deadline, in which case it may lose the contractual right to complete those works and the innocent party will be entitled to terminate the contract.

What is the position then in relation to commercial leases, in particular in relation to the exercise of a break clause, or triggering a rent review clause?

Rent Review

It is important to ascertain the position and to comply with any deadlines as failure to do so could be severe. For a landlord, failure to exercise a rent review clause in time may mean it cannot operate the rent review and loses out on a higher rent, for a potentially significant period of time. For a tenant, failure to respond to any rent review notice in time may result in the rent automatically being increased to the figure proposed by the landlord, even if unrealistic and well above market rate.

The general presumption is that time is not of the essence in relation to the operation of a rent review clause. However, this will be displaced in the following instances:

  • Where time is stated to be of the essence in the rent review clause;
  • Where the wording set out in the rent review clause is sufficiently emphatic to show that time was intended to be of the essence (for instance, where the clause states that no other date or deadline is acceptable);
  • Where the rent review clause contains other indications that are consistent only with time being of the essence (for instance, if the clause sets a deadline for service of a tenant’s counter-notice and then spells out the consequences if the tenant fails to meet that deadline); and
  • Where the lease contains other provisions evidencing that the parties intended the rent review deadlines to be strictly observed (for example, where there is an interrelationship between the exercise of a rent review clause and another deadline in the lease, such as the exercise of a break clause).

It is the general presumption that time is not of the essence in relation to rent review and therefore not uncommon for landlords to delay in the implementation of rent review, particularly in a stagnant market where they will realistically not be able to get a better rent.

Break Clauses

By contrast to rent review, time will always be of the essence in relation to the operation of a break clause, unless it is specifically stated not to be.

Failure to operate a break clause in time could have severe repercussions for a tenant wishing to vacate as the lease will continue. The Courts have traditionally taken a strict approach towards compliance with break notices by tenants and therefore it is imperative that no deadlines are missed. For instance, if a lease requires 6 months’ notice of exercise of a break clause, failure to provide 6 months’ notice will mean that the right is lost and the tenant will be unable to break the lease.

It is good practice for any tenant in negotiating a lease, to carefully consider the wording of any proposed break notice. In addition, the tenant should seek to ensure that the validity of a break notice is not contingent upon any pre-conditions, for instance the vacant possession of the property. In practice, this will not always be achievable and will be a matter of negotiation between the parties when the lease is agreed.

Where there is a dispute as to whether time is of the essence, the starting point will always be to consider the wording of the lease, as well as the factual circumstances existing between the parties at the time the lease was agreed.

This article is not intended and should not be relied upon for legal advice, Should you wish to discuss your matter, please contact Joe Reeves of our Litigation Department on 0207 481 6383 or joe.reeves@wellerslawgroup.com.

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