Skip navigation
Home Photo

Welcome

At Belmont & Lowe we help you to manage your legal needs in an effective, efficient and practical manner. Our aim is excellence, professionalism and quality at all times.

Our services include:

Meet the partners >>

Image of Michael LoudonImage of Martyn WhaleyImage of Belinda Hornsby Cox


client quote - "I would like to take this opportunity to extend my gratitude and thanks to you and your Firm for the thoughtful and expeditious manner...... Read more >>



Latest News


New law: Government proposals for major employment law changes

Employers should start preparing now for major changes to employment law following publication of the Government’s proposals under its Good Work Plan.

Key proposals set out by government include:

  • Clarifying the law to help employers and staff understand when a person is an employee, worker or self-employed (though change to current classifications has not been proposed, as some hoped)
  • Employers to provide a written statement of terms for all workers, not just employees, to include more terms – and most terms being provided on day one of employment rather than within two months
  • Employers to give ‘specific key facts’, similar to a statement of terms for employees, to agency workers on the first day of engagement
  • Employers to pay gig economy workers the national minimum or living wage
  • Making sure workers are aware of their rights, such as to paid holiday
  • Transferring enforcement of statutory holiday and sick pay to HMRC, simplifying the process to enforce tribunal awards and improving how employment tribunal awards are enforced, including naming and shaming those who fail to pay
  • Increasing the maximum penalty for ‘aggravated breaches’ of employment law from £5,000 to £20,000
  • Abolishing the system whereby agency workers who receive a minimum payment when they are not working can opt out of the right to be paid the same as employees of the businesses they work for (known as the ‘Swedish derogation’)
  • Providing that, for the purposes of calculating an employee’s period of continuous service (which affects whether they are entitled to certain employment law rights, such as protection from unfair dismissal), a break in their employment of four weeks will not stop the employment being continuous (currently, only a one-week break is allowed)
  • Giving flexible workers a right to request a ‘more stable’ contract after 26 weeks’ continuous service, eg a zero hours’ worker who usually works 30 hours per week can request a contract guaranteeing 30 hours work per week
  • Changing the pay reference period for calculating holiday pay from 12 to 52 weeks

Operative date

  • Now

Recommendation

  • Employers should consider taking advice on the implications of the new laws on their recruitment, promotion and other employment law policies and procedures

© Atom Content Marketing 2019… Read more

Posted on 31 January 2019 | 3:12 pm

New law: Government announces new campaign against workplace harassment

Employers are preparing to review their policies, procedures and staff training to ensure employees are protected from harassment in the workplace, following the announcement of a new government campaign.

The new initiative focuses on sexual harassment (following an increase in public awareness of this issue, such as  the #metoo campaign) and is intended to include:

  • A new Code of Practice to help employers understand their responsibilities
  • Awareness campaigns with employers, Acas and the Equality and Human Rights Commission
  • An updated list of organisations authorised to receive information from whistleblowers
  • Data on sexual harassment at work to be published at least every three years
  • Consultations on:
    • Regulation of non-disclosure agreements
    • Third party harassment laws
    • Changes to tribunal time limits for bringing sexual harassment and other equality-based claims
    • A possible new legal duty for employers to prevent sexual harassment

Operative date

  • Now

Recommendation

  • Employers should consider reviewing their policies, procedures and staff training to ensure employees are effectively protected against sexual harassment

© Atom Content Marketing 2019… Read more

Posted on 31 January 2019 | 3:11 pm

New law: Directors and employees planning to benefit from Entrepreneurs’ Relief should check their eligibility despite amendments to problematic budget changes

Directors and employees of limited companies hoping to claim Entrepreneurs’ Relief on the sale of shares should check whether changes to the relief made by the recent Budget have affected their eligibility – even though government has revised its original proposals.Read more

Posted on 31 January 2019 | 3:04 pm