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Bermans advises finance planning firm on management ownership transaction
Bermans Jon Davage and Laura McMorland recently advised the management team at Clarion Wealth Planning Limited on its management ownership transaction.
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Kieran Williams
Solicitor
Kieran is a Solicitor in our Creditor Services and Litigation teams based in Liverpool.
He works on a wide range of commercial litigation matters and works with a variety of companies and business owners.
Kieran studied Law at Liverpool John Moores for both his undergrad degree and his LPC/Masters.
Outside of work, he enjoys playing golf and is a Everton FC fan. He also enjoys watching films and TV series.
E: kieran.williams@bermans.co.uk
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Matt O’Brien
Paralegal
Matt joined Bermans in October 2024 and is a Paralegal in our ABL team based in Manchester.
His areas of expertise include asset finance, invoice finance and corporate finance.
Matt completed his Masters in Law degree and LPC at Northumbria University.
Outside of work Matt is an avid football player and a big Man United supporter.
T: 01613832131
Continue ReadingBermans Achieves Recognition in the Legal 500 2025!
We’re proud to share that Bermans have been ranked in the following areas in the Legal 500:
Continue ReadingUnderstanding the Employment Rights Bill
On Thursday 10th October 2024, the Government published details of the Employment Rights Bill.
Key features of the Bill are:
Continue ReadingSexual harassment claim rejected
Adrian Fryer
A warehouse worker has lost his discrimination claim after complaining about his boss having the name ‘Willy’. In Aylmer v Dnata Catering, the Claimant objected to his boss, William McGinty, referring to himself as ‘Willy’. The Claimant asked his boss to avoid using the name because of its other common use as a slang term for penis. He said in an email to his boss: “If you don’t remove it and keep insisting on being called that – I consider it as sexual harassment.” When his complaints were not followed up, he claimed that he had been victimised on the basis that his initial complaints related to sexual harassment.
Continue ReadingHigh Court rules that employee whose duties were re-assigned was constructively dismissed
Adrian Fryer
Contracts of employment often include a provision which states that employers are able to alter an employee’s powers and responsibilities. A recent High Court decision serves as a reminder that such clauses are not without limit, and must be exercised in such a way that trust and confidence in the employment relationship is not undermined.
Continue ReadingEmployment Appeal Tribunal looks at test for justification in indirect discrimination claims
Adrian Fryer
Indirect discrimination occurs where an employer has a provision, criterion or practice (known as a ‘PCP’) which places people with a certain protected characteristic, and also places the person complaining, at a particular disadvantage when compared to people without that characteristic. An example might include a restrictive working pattern which women (who are acknowledged to statistically take the higher childcare burden) find more difficult to comply with than men. An employee impacted by this work pattern could allege indirect discrimination.
Continue ReadingWhat’s in a word? The importance of clear drafting when writing contracts
Adrian Fryer
Most employers use standard contractual documentation which is issued to new recruits without much thought. A recent Court of Appeal decision, relating to a commercial contract, serves as a reminder that a lax approach to contractual wording can have big implications, and not just in a commercial context. It is just as important for contracts of employment and settlement agreements. Employers need to make sure they have covered exactly what they want to cover.
Continue ReadingWorkers (Predictable Terms and Conditions) Act 2023 shelved
Adrian Fryer
It has been confirmed that the Workers (Predictable Terms and Conditions) Act 2023 will not be brought into force this autumn, as originally expected. The Act gave workers with uncertain hours the right to request predictability about their working days and times, the number of hours worked, and the length of their contract. The Act received Royal Assent in September 2023 and ACAS had published a draft Code of Practice on handling requests made under it. This now all looks to have been shelved.
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