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Happy Retirement, Andrew Henderson!
Friday marked the retirement of Andrew Henderson, a partner in our Asset Based Lending litigation team, who has been with Bermans for 39 years – one hell of a shift!
Author Archive
Adrian Fryer (Sport)
As part of his employment law practice, Adrian has advised professional sportsmen and women, as well as clubs and agents, on various aspects of sports law, including:
- advising footballers and their agents in relation to settlement agreements when players move clubs.
- advising a football club on a serious disciplinary matter involving a professional player
- representing a golf professional in an Employment Tribunal case for age discrimination
- advising a golf club on its rules in respect of expulsion of members
- advising members of the PCA (Professional Cricketers Association) in relation to employment matters / contracts
- advising the agent of a high-profile rugby league player who was changing codes to move to rugby union
Email: adrian.fryer@bermans.co.uk
Tel: 0151 224 0539
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Sexual harassment New mandatory duty – Will your organisation be compliant?
Sarah Collier
The landscape surrounding sexual harassment in the workplace has changed significantly following the #MeToo movement dating back to 2017. Since then, following reports published in 2021 by the Equality and Human Rights Commission (EHRC) and the Women and Equalities Select Committee (WESC), the government acknowledged that existing legal protections against harassment in the workplace left room for improvement. It launched a consultation to consider sexual harassment in the workplace including whether a mandatory duty should be imposed upon employers to ensure employees are better protected from sexual harassment.
Continue ReadingEmployee Ownership Trusts – a win-win path to succession
Robin Hastings
The utilisation of Employee Ownership Trusts (EOTs) as a way of exiting a business has grown massively in recent times. This is partly due to the considerable tax benefits it can propose for a selling shareholder, but also because of the long-term advantages it can create for the business subject to the sale.
This article summarises EOTs typical structures and highlights some of its key advantages– for both the selling shareholders and the company being sold.
Continue ReadingFee Earner Q&A with Daniel Stephenson
Daniel Stephenson
Daniel Stephenson (pictured), joined Bermans in November 2023 and is a Solicitor in our Property team. We spoke to him to learn more about him and his work.
Continue ReadingInterest-ing Times – Navigating Default Interest Clauses
Ajith Prasad
While default interest clauses are standard in most lender agreements, they can constitute a penalty if they are extravagant, exorbitant or oppressive. If a default interest clause amounts to a penalty, then the lender will not be able to recover the default interest.
Continue ReadingBermans welcomes partner duo
Bermans has added two new partners to its growing team.
Employment partner Sarah Collier and litigation specialist Sarah Wellicome.
Continue ReadingEAT confirms that future claims can be settled by settlement agreement
Adrian Fryer
Employers who wish to avoid the risk of employment claims from departing employees are able to enter into a settlement agreement under which employment claims are settled.
Continue ReadingEmployee awarded almost £90,000 for associative discrimination
Employees are protected under Equality Act 2010 from being treated less favourably because of a disability (section 13 Equality Act 2010). The disability doesn’t have to be the employee’s disability. It can be the disability of another person. If an employer treats an employee less favourably because of the disability of another person (normally, but not necessarily, someone ‘associated’ with the employee), this will be direct disability discrimination – known as ‘associative discrimination’.
Continue ReadingChanging employee’s travel requirements was unlawful sex discrimination
Adrian Fryer
The requirement to travel for a job is usually something that is made clear at the start of employment. Each party knows where they stand. But what happens if an employer’s expectations for employee travel change?
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