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There has been much debate about the demise of HMV and Blockbuster. These two high street entertainment giants were once at the heart of our retail world, much like the mighty Woolworths who were the first of the giants to be slayed over the holiday period of 2008 – 2009.

Some say HMV and Blockbuster should have moved with the times, and that they did not do enough to adapt to their changing customer needs. Whatever the reason for their demise, the harsh reality is that thousands of people face unemployment -irrespective of who or what contributed to the downfall of these retail giants. Between them, HMV and Blockbuster have over 8,000 employees who are facing redundancy.

When administrators are called in, the process is often quite brutal for employees. The knowledge that your employer is in financial difficulty and that your job may not be secure often leaves the employee in a difficult position. In such situations, many employees are made redundant and left feeling that their views and suggestions have not been adequately taken into account or even heard. When it is proposed to make 20 + employees redundant, the affected employees have a legal right to be consulted with. If you fall into this category and have NOT been consulted with then do let us know.

Leathes Prior are willing to meet with the employees of HMV and Blockbuster, or indeed any employee who has been / is being affected by the insolvency of their employer.

Age UK Norwich is excited to announce the launch of the Older and Bolder Pod, a new podcast dedicated to living well in later life.

Hosted by recently retired broadcasters Louise Priest and Mike Talbot, the podcast will delve into the world after work, offering insightful discussions, expert guests, and plenty of light-hearted moments.

In each fortnightly episode, Louise and Mike will share their personal experiences, compare notes, and explore the challenges and joys of life after retirement. The duo will be joined by a variety of expert guests to discuss important issues affecting people in later life, from managing identity changes to finding new social connections and purpose.

Episode One and Two Now Live

The first episodes are now available to listen. In their inaugural episode, Mike and Louise open up about the transition into retirement, including the emotional aspects of losing work identity, finding time for new hobbies, and navigating the changes in relationships with colleagues and friends. Plus, listeners will get Mike’s first cash-saving tip on “Mike On The Money” and some sage words of wisdom from “The Priest in the Pulpit.”

The podcast is a fresh, engaging resource for those in retirement or approaching it, offering practical advice, relatable stories, and much-needed support for this life stage.

Sponsorship by Age UK Norwich

As part of its 80th birthday celebrations, Age UK Norwich is proudly sponsoring the Older and Bolder Pod. This partnership reflects the organization’s ongoing commitment to supporting older people in the region, providing them with the resources and platforms they need to thrive in later life.

How to Listen

Listeners can tune in to the Older and Bolder Pod via the following link: https://www.podbean.com/media/share/pb-u2k8b-1829ad3?utm_campaign=admin_episode&utm_medium=dlink&utm_source=episode_share

The European Court of Human Rights has handed down its judgment in four conjoined cases brought by Christian employees, who each claimed that they had been discriminated against by their employers on the grounds of their religion. Professional Support Lawyer Elizabeth Stevens considers the implications of this decision.

These cases involved four Christian employees: two had pursued claims for religious discrimination on the grounds that their employer’s dress code did not allow them to openly display a necklace with a cross (Eweidaand Chaplin); the other two (Ladele and Macfarlane, a Registrar and a relationship counsellor) objected to a requirement to carry out duties which, in their view condoned homosexual activities and were inconsistent with their religious beliefs.

The employees’ claims were all eventually dismissed by the employment tribunals and courts in the UK, so they each brought claims at the European Court of Human Rights (ECHR) against the UK Government, on the grounds that domestic law had failed to adequately protect their right to manifest their religion. They claimed a breach of their rights under Article 9 (freedom of religion) and Article 14 (prohibition of discrimination) of the European Convention on Human Rights.

The ECHR has upheld the claim brought by Eweida, but has dismissed the claims of the other three employees.

Eweida and Chaplin

In relation to Eweida and Chaplin, the Court agreed that there had been an interference with both women’s right to manifest their religion, by preventing them from wearing crosses visibly at work.

In Eweida’s case, the Court decided that the UK courts had not struck a fair balance between her desire to manifest her religious belief and to communicate that belief to others on the one hand, and her employer’s (British Airways) wish to project a certain corporate image. The Court noted that other employees had previously been authorised to wear items of religious clothing (such as turbans and hijabs) without any negative impact on BA’s brand or image. It also pointed to the fact that BA had amended its uniform code to allow for the visible wearing of religious symbolic jewellery, which the Court considered to show that the earlier prohibition had not been of crucial importance.

The Court therefore concluded, by a majority, that the domestic authorities (the Court of Appeal) had failed to sufficiently protect Eweida’s right to manifest her religion, in breach of Article 9.

In Chaplin’s case, however, the Court considered the reason for asking her to remove her cross, namely the protection of health and safety on a hospital ward (she was a nurse), to be inherently of much greater importance. The Court concluded that requiring Chaplin to remove her cross was not disproportionate and that the interference with her freedom to manifest her religion had been necessary in a democratic society.

Ladele and McFarlane

Ladele and McFarlane’s cases involved the interesting issue of when one set of protected rights (religious belief) conflicted with another (sexual orientation).

The Court considered that the policies of their employers (the promotion of equal opportunities and requiring employees to act in a non-discriminatory way), had the legitimate aim of securing the rights of others, such as same-sex couples, which were also protected under the Convention. The Court was satisfied that the right balance had been struck between the employer’s right to secure the rights of others and the applicants’ right to manifest their religion. The applicants’ claims were therefore dismissed.

Comment

This decision does not mean that employers will have to allow the visible display of religious symbols in every case, but it does mean that employers will have to demonstrate legitimate and justifiable reasons for imposing a dress code that prevents such a display. Eweida’s employer in this case had eventually decided, following consultation with its employees, to amend its dress code to allow religious symbols to be displayed. Rather ironically, this was used as evidence to support the Court’s view that imposing the restriction on any jewellery was not necessary to maintain BA’s corporate image.

Employers who have compulsory dress codes in place should ensure that any requests for flexibility, particularly for religious reasons, are given due consideration on an individual basis and are dealt with sensitively.

It is unlikely that this decision will result in any immediate changes to existing equalities legislation in the UK. The Court, in upholding Eweida’s claim, did not consider that the lack of specific protection under UK law in itself meant that her right to manifest her religion by wearing a religious symbol at work was insufficiently protected. Instead it was the application of the law by the Court of Appeal that had struck the wrong balance and was therefore found to be in breach of her rights.

The Equality and Human Rights Commission has announced that in view of this judgment it will be issuing new guidance for employers on the issue of religious freedom in the workplace.

A copy of the ECHJ judgment is available here.

For any employment enquiries please contact the Steeles Law employment team on employment@steeleslaw.co.uk or 01603 598000.

Keen to mingle with the Hingham locals, Naked Marketing has collaborated with our next door neighbours to create this set of quirky postcards.

Mongers Achitectural Salvage prides itself on being no ordinary reclamation yard – giving a future purpose and function to quality pieces from the past.

Offering so much, from cast iron radiators, original fireplaces, antique bathrooms, reclaimed floorboards and brass door furniture with vast experience and extremely talented local craftspeople, Mongers Architectural Salvage in Hingham is a treasure trove of items.

Having worked on the toilets of the fashion brand, Jack Wills’ flagship store in London and judging by the famous names who have given testimonial on the Mongers website, this little Norfolk secret is well and truly out. Encouraged by this we approached and designed a range of postcards to promote the different items that Mongers stock. The postcards wanted to encourage a younger, ‘funkier’ audience to pay attention with an on-trend vintage appeal and quirky copy lines, without completely alienating the traditional customer.

Sam Coster, owner of Mongers commented “We were delighted when Naked Marketing’s young creative team moved into the Old Bank next door, and really hope that the postcards will be the first of many marketing ideas that they can carry out for us. Mongers are very ambitious to take architectural salvage to new audiences and believe that Naked Marketing can help us with this.”

The Law Society and the Land Registry have joined together to issue a guidance note to Solicitors reiterating the importance of advising co-owners to carefully consider how their property is to be held.

The intention is that, by taking detailed legal advice from their Solicitors at an early stage, co-owners should avoid the possibility of any disagreement if their relationship breaks down in the future.

Most disputes arise between unmarried cohabitees, but they can also arise between family members, friends or business partners who buy property together. In particular problems can arise where one party has contributed more towards the purchase price of the property and this has not been properly documented.

Recent court decisions such as Stack v Dowden [2007] UKHL 17 and Jones v Kernott [2011] UKSC 53, have highlighted the importance for joint home buyers to define their respective interests in the property and to make sure those interests are accurately recorded.

Whether you currently own property jointly or are planning to purchase property in joint names, Steeles Law can advise you on the options available to protect your investment.

The Land Registry Public Guide on Joint Property Ownership can be found here.

For further information about jointly owned property please do not hesitate to contact a member of our Real Estate Team.

The press has recently reported on the six month prison sentence given to property tycoon Scot Young on 16 January 2013 in the High Court, Family Division, as a result of his failure to provide full and frank financial disclosure amid an acrimonious divorce.

Mr Young, said to have owned assets worth some £400m in 2006, now claims to have lost the fortune but has failed to provide an explanation as to the whereabouts of the assets.

In the divorce proceedings in 2009, Mr Young was ordered to pay £27,500 per month in maintenance but he has not made any payments. Edward Fitzgerald QC, for Michelle Young, told the court that Mr Young had “given absolutely no explanation” about where the money had gone. According to Mr Justice Moor, a fine or suspended sentence for Mr Young would not have been a “sufficient penalty”.

When couples go through a divorce or separation and a financial settlement at the end of the relationship cannot be readily agreed, there is a requirement for each party to provide full and frank disclosure of their finances to the other. The decision by Mr Justice Moor to impose a prison sentence for Mr Young’s “flagrant and deliberate contempt” in not doing so underlines the importance of complying with the requirement to give full and frank disclosure and the possible consequences for failure.

The case involving Mr Young makes it clear that individuals should not even contemplate an attempt to “hide” their wealth in order to secure a more advantageous financial settlement. Furthermore, the obligation to disclose all information regarding personal finances not only applies at the outset but is an ongoing requirement throughout the course of proceedings.

Amanda Owens, head of the Family Team at Steeles Law, commented that people must not treat their obligations lightly: “When anyone embarks on a divorce or separation, it is vital that as much information as possible on their finances and assets is given to their lawyer at the outset and throughout proceedings as they progress.”

At Steeles Law our family team strive to help you deal with the issues in an empathetic and timely manner and in the most cost effective way for our clients as possible.

If you are considering divorce, dissolution or separation the outcome always depends on the circumstances of each case and therefore we would urge anyone about to embark on this to seek independent legal advice at the earliest opportunity.

For further information or to arrange for a fixed fee appointment with one of our practitioners, please email family@steeleslaw.co.uk or telephone 01603 598000.

The Autumn Budget has just been announced, and we’ve been keeping a close eye so you don’t have to.

We know financial news can feel confusing (and sometimes a bit overwhelming), so we’ve pulled together the key points that actually matter for your personal finances.

Below, you’ll find the important updates that might affect your savings, pensions, mortgages, and long-term plans. We’ve also included clear next steps if you’re unsure what this means for you.

 As always, if you want to chat things through, we’re here.

Key Headlines at a Glance

• Pensions: Cap on pension salary sacrifice from 2029, but no change to the tax-free cash limits.

• ISA Allowances: Cash ISA tax-free allowance will drop to £12,000 in 2027. Over-65s retain the full £20,000. No changes to Stocks and Shares ISA limits.

• State Pension: Set to rise by 4.8% from April 2026

• Income Tax: Tax bands frozen for an additional three years.

• Other Taxes: Dividend tax increased by 2% from April 2026. No changes to Capital Gains Tax. 

• ‘Mansion Tax’: £2,500 on properties worth over £2m; £7,500 for properties over £5m

ISAs

What was announced:

The Cash ISA limit will reduce from £20,000 to £12,000 a year from April 2027. Over-65s will retain the full £20,000 allowance. 

What this means for you:

If you’re under 65, you’ll have less tax-free space each year to shelter cash savings. If you rely on ISAs as part of your savings strategy, you may need to adjust how and where you save, especially for medium-term goals such as home deposits, emergency funds, or planned spending.

Things to consider:

• Prioritise your ISA contributions before 2027 while the allowance is still at £20,000.

• Review whether a Stocks & Shares ISA is more suitable, especially if you’re saving for 3+ years, as that allowance isn’t affected.

• Don’t forget the personal savings allowance, especially if you’re a higher earner and likely to exceed it. Cash held outside ISAs may now be exposed to tax sooner.

Pensions

What was announced:

The state pension will rise by 4.8% in April 2026. Weekly payments increase to £241.30, or £12,547.60 per year.

What this means for you:

This is a welcome boost for retirees, but it still won’t replace the need for personal retirement planning. The full state pension remains a foundation, not a full income.

Things to consider:

• Check your State Pension forecast on gov.uk.

• Review your private pension contributions.

• Factor this increase into your retirement planning.

No changes to the Tax Free Cash Amounts – lots of people were concerned about this, but it didn’t materialise.

Salary Sacrifice Pension Cap

What was announced:

From 2029, a £2,000 monthly cap on salary sacrifice will apply. Anything above this will be subject to National Insurance.

What this means for you:

Earners using salary sacrifice will pay more national insurance for anything over £2,000 sacrificed per year. It does not appear that using salary sacrifice will affect the ability to reduce your salary tax efficiently; it will just cost you a little more to do so.

Things to consider:

• Review your salary sacrifice arrangement.

• Check employer matching or enhanced contributions.

• Do the sums on how much this may cost.

• Don’t panic, this is not set to come in until 2029, but start planning now.

Income Tax 

What was announced:

Tax thresholds will remain frozen for another three years.

What this means for you:

A “stealth tax” effect – you may pay more tax even if your income doesn’t rise significantly due to fiscal drag.

Things to consider:

• Review your tax position each year.

• Make use of pensions, ISAs, and charitable allowances.

• Business owners should review how they extract profit.

Property & Mortgages 

What was announced:

From 2028, a new mansion tax applies annually to properties over £2m (£2,500) and over £5m (£7,500).

What this means for you:

Most households won’t be affected. High-value homeowners may need to plan for the new annual charge.

 Things to consider:

• Check the updated valuation of your home.

• Consider how this may influence selling or buying decisions.

• Factor the annual charge into affordability calculations.

There were no announcements regarding changes to wider council taxes, which had been mooted.

Increased tax rates for income earned from property, an increase of 2%, is it time to reconsider property as part of your investment strategy?

Mileage-Based Electric Car Tax

What was announced:

Electric car drivers will be subject to a mileage-based charge on battery electric and plug-in hybrid cars from April 2028.

What this means for you:

It was confirmed that the mileage-based charge will equal 3p per mile for battery electric cars and 1.5p per mile for hybrid cars between the 2028 and 2029 financial year. Electric vans, trucks and motorcycles will initially be exempt from the charge. 

Things to consider:

• Drivers may be expected to self-report their mileage by estimating the distance they will travel each year 

• Mileage will be checked annually, either via existing MOT tests or for new cars through an annual check procedure which could be carried out at MOT stations. 

What Happens Next?

• If something in the Budget has raised a concern.
• If any of these changes affect your savings or long-term plans.
• If you’re unsure what the changes mean for your situation.

We’re here to help. Whether you’re planning for retirement, reviewing investments, or simply wanting reassurance that you’re still on the right track, just get in touch for personalised guidance.

Every week we will be posting a ‘behind the scenes’ story of our furniture. It gives a short summary of how the furniture was inspired and creates a feel for the furniture.

Click on the link to view the Short Story

Age UK Norwich is calling on the community to lace up their walking shoes and make a difference this May by participating in their “Run or Walk 80k for Dementia Awareness” challenge. In celebration of their 80th anniversary, the charity aims to raise vital funds and awareness for dementia support services in Norwich.

Throughout May, participants are encouraged to walk or run a total of 80 kilometres, either individually or as part of a group. This can be achieved through daily walks, brisk park strolls, leisurely countryside hikes, or any combination that suits their fitness level. This challenge offers a perfect opportunity to step away from screens, breathe in the fresh air, and improve both physical and mental health while making a tangible difference in the lives of those affected by dementia.

The 80k target holds significant meaning, symbolising Age UK Norwich’s 80 years of dedicated support for adults over 50 in the region. The challenge directly addresses the critical issue of dementia, which affects thousands of individuals and families in Norwich.

“Having recently had a loved one diagnosed with dementia, I have seen first-hand the incredible work Age UK Norwich does to support those affected, both for the individual and their families.” says Age UK Norwich employee. “Since I joined the charity last April, I’ve seen the real difference our clubs and information services make. That’s why I’ll be running 80k in May – to ensure my grandma, and others like her, receive the vital support they deserve.”

Funds raised through the challenge will directly support Age UK Norwich’s crucial initiatives, such as:

• Dementia Support Clubs: Providing safe and supportive spaces for individuals living with dementia and their carers.
• Information and Advice: Offering guidance and resources on all aspects of dementia, from diagnosis to care options.

How to Participate:

1. Sign Up Today! Register for the Walk/Run 80k for Dementia challenge.
2. Begin Fundraising: Download the sponsorship form and create a JustGiving page at [Link to Sponsorship Form/JustGiving page]. Additional fundraising materials are available at [Link to Fundraising Materials].
3. Get Walking/Running! Track progress using a fitness app or the provided tracker.
4. Share Your Journey: Inspire others by sharing progress on social media using the hashtags #Walk80kForDementia and #TeamAUKN.
5. Celebrate Your Success! Upon completion, participants will receive a certificate of achievement.

“Every step you take makes a difference,” adds Dan Skipper, Chief Executive Officer at Age UK Norwich. “Join us in this important challenge and help us support those living with dementia in Norwich.”

Age UK Norwich encourages everyone to sign up today and contribute to this vital cause. Let’s walk 80k for dementia.

Sign up here: Walk 80k in May for Dementia Awareness

Ian Robotham, Associate in the dispute resolution team at Steeles Law reports on the latest development in the “Interest Rate Swap Scandal”.

Update

During the summer of 2012, Steeles Law reported on the outcome of the Financial Services Authority’s review of the conduct of banks when selling interest rate derivative products to SMEs (click here for a link to that article). In that article, we provided our comments and suggested that, in our opinion, loose ends had been left by the FSA.

It will shortly be revealed whether the FSA has attempted to address, and succeeded in tying up, those loose ends!

As regular readers of our articles will know, the FSA and major banking institutions reached an agreement in June 2012 whereby, amongst other things, the banks would provide redress to non-sophisticated customers to whom it sold Structured Collars and would review the sales to non-sophisticated customers of other interest-rate hedging products.

Whilst further progress of the agreement has been perceived by some as being too slow, to ensure that all customers in scope of the agreement with all the banks are treated fairly, the FSA has over the last few months required those banks to develop a methodology explaining how they propose to conduct the redress and review of past business.

In doing so, the FSA has required the relevant banks to conduct a pilot scheme involving a selection of each bank’s affected customers to assess each bank’s approach and ensure that it is delivering the right outcomes for customers. The FSA stated that it would be actively involved in reviewing the bank’s methodology and conduct of the pilot scheme, and would require changes where necessary.

It has recently been reported in the media that the outcome of the pilot scheme is due to be published on Thursday 31 January 2013.

Please refer back to our website for an update on the outcome of the pilot scheme and our comments as to how this will affect SMEs who have unfortunately found themselves embroiled in the “Interest Rate Swap Scandal”.

At Steeles Law we have acted and continue to act for a number of clients involved in disputes with banks including the mis-selling of complex financial products. If you or your business has entered into a hedging agreement, whether that agreement remains in place or not, we would like to hear from you. For a no obligation discussion about interest rate hedging products call us today.

If you require do require assistance please contact Ian Robotham.

Roll up; roll up for cheaper fuel bills!

Norwich Big Switch and Save launched on the 21st January, the highly successful scheme will open for registration for eight weeks.

It is a simple idea. Get enough households to band together. Ask the energy companies for the best deal they can offer the group as a whole. And move, en masse, to the one provider with the lowest price It’s an easy way for people to engage in the energy market. You have a trusted third party (Norwich City Council) who’s actually doing all the leg work and making it simpler. They go out and carry out an auction and hopefully get the best possible price for the consumers involved During the first tranche, a total of 1,768 households signed up. Two thirds were offered a better deal than their current one, with the average saving being £165 for the year (the top saving was a whopping £500). It is estimated city homes saved approximately £54,000 as a result.

The website opened on the 21st January, all you need to do is provide basic information of yourself and your gas and electricity usage. So get your bills at hand and go to www.norwich.gov.uk and press the Big Switch and Save link

It may be cold outside, but rest assured summer is coming…and the UEA is pleased to announce the launch of its new Summer Internship Programme.

With this programme you can secure a 2nd year UEA undergraduate to work with you full-time or part-time for between four and eight weeks during July and August.

The programme is currently offering a 40% subsidy on the cost of the student’s wage to SMEs; but availability is limited and the subsidies will be distributed on a first-come, first-served basis.

Internships are a proven way to get help with a project, launch a new initiative or even bridge the staffing gap over the summer holiday period. Typical activities include marketing, research, social media, IT, project management, events, PR, carbon reduction projects or lab support. Whatever you have in mind, get in touch and we can explore the possibilities.

UEA internships are also very easy to set up, with minimal paperwork, and support is available throughout the internship. You have no PAYE administration.

The deadline for submitting intern job specifications is Wednesday 6 February 2013. Don’t delay – get in touch and ask us for a template.

There is also an innovative networking and speed interview event on 11 and 12 March 2013, so save the date!

To find out more, visit www.uea.ac.uk/internships, email internship@uea.ac.uk, or call us on 01603 593917.