For years, family court hearings have been private, with rules preventing journalists from reporting on what happens inside. But since 27th January 2025, that has changed. Accredited journalists and legal bloggers can now report on certain family court cases involving children , provided they follow strict rules under a Transparency Order . So, what does that mean for families going through the courts? Karen Layland , Solicitor at Woodstock Legal Services, explains how this change works, what’s allowed, and what to watch out for. What is a Transparency Order? A Transparency Order allows journalists and legal bloggers to: Attend family court hearings Speak to families involved in a case Request and quote from court documents Report on what they see and hear in court But there’s a key condition: families must remain anonymous. That means no names, school details, employer details, photos, or anything else that could identify them. Before this change, journalists could sit in on hearings but had no right to report on what was said. The aim now is to help people understand how the family courts work while still protecting the people at the heart of these cases. Can You Speak to a Journalist About Your Case? The short answer? Yes, but only under strict conditions. You are not obliged to speak to a journalist. If you do, it must be with someone who has already attended a hearing in your case. You cannot share any documents unless a Judge has given permission. While journalists now have more freedom to report, parties involved in a case cannot. That means you must not post details of your case on social media, even if a journalist has already written about it. Breaching this rule could have serious legal consequences. How Does This Work in Practice? Will Journalists Be Allowed to Report on Every Case? Journalists and legal bloggers must first apply for a Transparency Order, which will outline: What they can and cannot share Any restrictions imposed by the court Steps required to protect anonymity In most cases, these orders will be granted unless there is a strong reason not to allow reporting. If a party objects, the Judge can: Prevent reporting altogether Impose stricter restrictions Allow reporting to continue under the original order The courts have made it clear that denying a Transparency Order will be rare. How Will Privacy Be Protected? While this is a major step towards transparency, it does not mean families lose their right to privacy. The following protections remain in place: No names of the people involved can be published. No identifying details—such as schools, employers, or locations—can be reported. In cases involving sexual abuse, details of the abuse cannot be shared. These rules are designed to reassure families that their most personal and difficult moments won’t be exposed while still giving the public a clearer picture of how the family courts operate. What About Financial Cases in Family Court? For now, these changes apply only to cases involving children. Financial cases, such as divorce settlements and financial disputes, are still under review. Further updates are expected in due course. What If You Are Worried About This Change? Understandably, families going through the courts may feel uneasy about journalists being allowed to report on their cases. Family law is already emotional and stressful, and the thought of details being made public could add to that pressure. However there are still strong safeguards in place to protect privacy, and the court can prevent reporting in exceptional circumstances. If you’re unsure how this change might affect you, it’s always worth seeking advice from a specialist family solicitor . Specialist Advice from Woodstock Legal ServicesIf you are involved in a family court case and have concerns about Transparency Orders, we can help.

Making important legal decisions can be overwhelming, especially in emotionally charged family law matters. But what happens if you are concerned that your former partner, spouse, or family member lacks the capacity to make these decisions? In her latest insights, Karen Layland, Solicitor at Woodstock Legal Services, explains how mental capacity is assessed in family cases and what support is available to ensure fair legal proceedings. What Is Mental Capacity in Family Law? Under the Mental Capacity Act 2005 , everyone is assumed to have the capacity to make decisions unless proven otherwise. However, mental capacity is not a fixed state – it depends on the specific decision being made and the timing of that decision. For example, someone might have the capacity to agree to a marriage but not understand the financial implications of divorce. A person is considered to lack capacity if they are unable to: Understand relevant information about the decision. Retain that information long enough to make a decision. Weigh up the information as part of the decision-making process. Communicate their decision in any form (verbally, in writing, or using non-verbal communication). It's important to note that making a poor or unwise decision does not mean someone lacks capacity. When Is Capacity Important in Family Law Cases? Mental capacity can impact various aspects of family law proceedings , including: Capacity to Marry or Enter a Civil Partnership The legal threshold for the capacity to marry is relatively low. A person needs to understand the basic nature of marriage and its obligations, but they do not need to comprehend the full legal or financial consequences of marriage or divorce. If a person lacks capacity at the time of marriage, the union may be voidable in court. Capacity to Enter a Prenuptial, Postnuptial, or Separation Agreement Signing legally binding agreements like prenuptial or postnuptial contracts requires a higher level of capacity than marriage itself. If a person does not have the capacity to understand the agreement when signing, a court may choose not to enforce its terms. Capacity to Litigate (Participate in Legal Proceedings) If an individual lacks the capacity to engage in legal proceedings, a litigation friend (such as a trusted relative or professional) may be appointed to act on their behalf. This is particularly relevant in divorce and financial disputes where one party may struggle to understand legal processes or provide instructions to their solicitor. How Can You Support a Family Member with Capacity Concerns? If you are worried about a loved one’s ability to make decisions during family proceedings, consider the following steps: Seek Medical Advice – A GP or specialist can assess whether they may lack the capacity for certain decisions. Consider Therapeutic Support – Counselling or therapy may help them manage stress and process their situation more effectively. Obtain Legal Advice – Speaking to experienced family solicitors ensures they understand their legal rights and options. Accompany Them to Meetings – Emotional support can make a huge difference, especially in difficult discussions about separation or finances. At Woodstock Legal Services , we offer a free initial interview to discuss concerns and explore the best course of action for your family’s unique situation. What Happens If Capacity Is in Question? If capacity is disputed in a family case, the court may request a formal capacity assessment from a medical professional. This assessment will determine whether the individual can proceed with legal matters independently or if additional support is required. In some cases, the Court of Protection may become involved in deciding whether an individual has the capacity to make specific life-changing decisions. However, the family court itself deals with most issues related to marriage, divorce, and financial settlements. Specialist Advice from Woodstock Legal Services If you have concerns about mental capacity in a family law matter—whether for yourself, a former partner, or a loved one—getting the right legal support can provide clarity and reassurance.

National Compliment Day is a great reminder of the power of positivity in managing people. In this insight, Tony Bertin , one of our expert employment solicitors , shares how taking a constructive and fair approach to performance management can strengthen your team and protect your business. The Value of Genuine Recognition We all want to feel appreciated for the work we do – but let’s be honest, empty praise doesn’t cut it. Imagine you’re at breakfast: complimenting someone on burnt toast when they know it’s terrible doesn’t help anyone. Instead, focus on something genuine and true, like how great their coffee is. The same rule applies at work. When recognition is genuine and specific, it has real impact. It shows that you’re paying attention, that you value the effort behind the result, and that your praise is earned. Pair this positivity with constructive feedback where needed, and you’re creating a culture where people feel supported, respected, and motivated to improve. How to Keep Performance Reviews on Track Appraisals need to be more than just a tick-box exercise. To be fair and effective, make sure you: Follow a Structure: Use a consistent format for everyone so the process feels fair. Stay Objective: Focus on measurable results and evidence. Be Consistent: Treat everyone the same – no favourites, no exceptions. When things aren’t going well, dig into the why. Is the employee dealing with a personal issue? Are there problems with their workload or team? Asking the right questions and offering support can turn things around. Lessons from Employment Tribunals Our experience with tribunals has taught us one clear lesson: inconsistent performance management can land employers in hot water. If an employee’s performance dips, you need to understand why. Is it something personal? A clash with management style? If a dismissal goes to a tribunal, appraisals are often the first thing examined. How did someone go from “outstanding” to “underperforming” in a year? Without clear, honest reviews and proper records, it’s tough to explain – and even tougher to defend. Tribunals can be stressful and expensive. Solid, consistent performance management saves time, money, and hassle in the long run. What’s Changing in Employment Law Big changes are coming, and businesses need to be ready. The upcoming removal of the two-year service rule for tribunal claims means every performance decision will be under more scrutiny. With probationary periods becoming more important, now is the time to tighten up your systems. Here’s what you can do: Get Clear Policies in Place: A structured, fair appraisal system is essential. Train Your Managers: Make sure they’re confident in giving feedback and handling tricky conversations. Keep Records: Document everything – from reviews to follow-ups – so you’ve got a clear paper trail if questions ever arise. By getting these basics right, you’ll not only protect your business but also create a workplace where people feel supported and valued. Specialist Advice for Employers from Woodstock Legal Services Managing performance isn’t easy, but you don’t have to do it alone. With expert advice from our team of employment solicitors , you’ll feel confident tackling any staffing challenges that come your way.

Understanding the legal process of ending a marriage or civil partnership can feel overwhelming. Karen Layland , Solicitor at Woodstock Legal Services, provides a clear, step-by-step guide to help you approach this journey with confidence. Our insights ensure you’re informed and supported at every stage, making the process as smooth as possible during what can be a challenging time. Eligibility to End a Marriage or Civil Partnership Before starting the process, it’s essential to ensure you meet the eligibility requirements. To apply for a divorce or dissolution in the UK, you must: Be in the relationship for at least one year: Applications cannot be submitted before this time frame. Prove that the relationship has irretrievably broken down: This is the sole legal ground for divorce or dissolution. Provide a valid relationship certificate: If your certificate is in another language, you’ll need to provide a certified translation. Show proof of any name changes (if applicable): This might include a marriage certificate, deed poll, or other official documentation. If you’re unsure whether you meet these criteria, seeking professional legal advice can save you time and stress. Alternatives if You’re Not Yet Eligible If you’ve been in the relationship for less than a year, there are still options to address your situation: Apply for a legal separation: This allows you to live apart without formally ending the marriage or partnership. Apply for an annulment: only available in limited circumstances. Use a deed of separation or post-nuptial agreement: These documents can outline arrangements for finances, property, and children during your separation, offering clarity and structure without formally dissolving the relationship. These alternatives can also be helpful if you’re unsure whether ending the relationship is the right decision or need more time to make arrangements. Starting the Process Once you’re eligible, it’s time to start the formal process of ending your relationship. Understanding the steps involved can make the experience less daunting. Sole vs. Joint Applications The first decision to make is whether to apply jointly with your partner or proceed alone: Joint Application: A joint application is ideal for amicable separations where both parties agree to the dissolution and there’s no risk of domestic abuse. It’s a cooperative approach that can help maintain a sense of fairness and reduce conflict. Sole Application: A sole application may be more suitable if you believe your partner won’t cooperate or respond in a timely manner. This approach allows one party to move forward independently, ensuring the process doesn’t stall due to a lack of response. Required Information To begin, you’ll need at hand all the necessary information to include the following details: Both parties’ full names and current addresses. An email address for your partner (if possible), as this enables faster communication from the court. If you’re working with Woodstock Legal Services, we’ll handle the application for you and ensure all the necessary details are provided correctly. Court Fees and Financial Assistance The cost of applying for a divorce or dissolution is £593. While this fee can seem daunting, there are options for financial assistance: Low-income support: You may be eligible for help with court fees if you receive certain benefits or are on a low income. Application process: If you’re applying for financial help, you’ll need to complete a separate form by post or apply online. If you receive approval, you’ll either pay a reduced fee or none at all. Handling through our services: If you’re working with us, we can guide you through the process, ensuring all forms are completed accurately. We can also handle payments from funds on account to make things easier for you. What Happens If the Other Party Does Not Respond In some cases, the other party may not respond to the application. When this happens, additional steps are required to ensure the process moves forward: Court Bailiff or Personal Service: A court bailiff can deliver the documents, or you may arrange for a private process server to serve them directly. Substituted Service: If personal service isn’t possible, you can request that the court allow documents to be served via alternative methods, such as email or social media. Dispense with Service: In extreme cases where the other party cannot be located, you can apply to dispense with service altogether. Each of these options has its own costs, timelines, and requirements. At Woodstock Legal Services, we’ll advise you on the most suitable approach for your situation and guide you through every step. Specialist Advice from Woodstock Legal Services If you’re thinking about starting a divorce or dissolving a civil partnership, our friendly and experienced family lawyers are here to help.

Making plans for your property is an important part of looking after your family’s future. Many parents consider gifting their home or a share of it to their children, whether for practical reasons or as part of estate planning . It’s a generous gesture, but there are a few things to think about before making the decision. Recently, we had two conversations about this very topic. Both were quite different, but they showed just how much a little legal advice can help in making the best choice. Why Do You Want to Gift Your Property? Everyone has their own reasons for wanting to transfer property to their children, and these reasons can shape the best approach. In one case, a retired gentleman wanted to gift his property to avoid inheritance tax. However, after looking at his circumstances, it turned out his estate wouldn’t have been subject to inheritance tax anyway. He also hadn’t realised that if he continued living in the property without paying rent to his children, the “gift with reservation of benefit” rules would still apply, and the home would remain part of his estate for inheritance tax purposes. In another case, a mother wanted to gift a share of her home to her daughter, who was moving in with her. She was aware of the rules, like the seven-year rule and the capital gains tax exemption for principal residences. But her situation had an added layer – her daughter was leaving a difficult marriage and planning to start divorce proceedings. While it’s unlikely that the gifted share of the property would be considered a marital asset, transferring it before the divorce was officially underway could have introduced complications. After discussing the options, she decided to wait for the right moment to make sure her daughter was protected. Things to Think About When Gifting Property Gift with Reservation of Benefit (GROB) If you gift a property but continue to live in it without paying market rent, it could still be treated as part of your estate for inheritance tax purposes. It’s worth understanding how this could affect your plans. The Seven-Year Rule Gifts made during your lifetime are potentially exempt from inheritance tax if you live for seven years after making them. However, if you pass away within those seven years, the gift could be subject to tax, depending on how much time has passed since it was made. Capital Gains Tax (CGT) If the property you’re gifting is your main home, it’s usually exempt from capital gains tax. However, if it’s a second property or a rental property, CGT may apply, and it’s calculated based on the property’s value at the time of the gift. When Family Circumstances Add a Personal Layer Gifting property often involves more than just tax or financial considerations. Family dynamics can play a big part in the decision. In the case of the mother and daughter, understanding the emotional and legal context of their situation was vital. The mother’s desire to help her daughter was clear, but timing was everything to make sure the gift didn’t create unintended issues during divorce proceedings. This is why it’s so important to share the full picture with your legal advisor. Every family’s circumstances are different, and careful planning can help ensure the best outcome for everyone involved. Taking the Next Steps Gifting property is a generous act, but it’s not something to rush into. There are rules and potential pitfalls to consider, and getting the right advice can make a big difference. Whether you’re thinking about inheritance tax, capital gains, or how a change in ownership might affect your family, having a clear plan in place is always a good idea. Specialist Advice from Woodstock Legal Services At Woodstock Legal Services, our team can help with property gifting, inheritance tax planning, and wills and probate matters. We take the time to understand your goals and provide advice that works for you and your family.

Ending a relationship, whether a marriage or civil partnership, is a significant decision that takes careful thought and planning. Karen Layland , Family Solicitor at Woodstock Legal Services, shares her insights into the key considerations before taking the formal step to end a relationship. This guide is here to offer clarity and support during this emotional time. Assessing Whether the Relationship Has Irretrievably Broken Down Before initiating proceedings, it’s crucial to evaluate whether your relationship has truly reached an end. Ask yourself: Have all attempts to rebuild trust and resolve conflicts failed? Would professional counselling be beneficial, even if only one party believes it might help? Knowing where to seek support and understanding the costs involved can be pivotal. Exploring Alternative Solutions If you are unsure about ending the relationship, consider alternatives that provide clarity and structure without finality: Deed of Separation A deed of separation is a formal agreement that outlines arrangements for children, finances, and property while acknowledging the breakdown of the relationship. It can act as a roadmap for future proceedings if reconciliation is not achieved. Post-Nuptial Agreement Similar to a pre-nuptial agreement but signed after marriage or civil partnership. This document helps parties agree on the division of assets and responsibilities should the relationship ultimately end, reducing tension and uncertainty. Communicating With Your Partner Deciding how to inform your partner about your decision is a sensitive matter. It can be helpful to: Discuss the commencement of proceedings together to avoid unnecessary tension. Consider issuing joint proceedings if you both agree. Planning for the Practicalities Ending a relationship can bring immediate challenges. Plan ahead to reduce stress: Children: Decide how and when to communicate with them, and plan living arrangements. Finances: Determine how household bills and joint accounts will be managed. Businesses: Ensure operations are not disrupted during the transition.  Seeking Legal Advice Working through these considerations can feel much simpler with the right support. At Woodstock Legal Services, we offer a free, no-obligation consultation to: Understand your unique situation. Outline the divorce or dissolution process. Provide tailored advice on financial and parental arrangements. Specialist Advice from Woodstock Legal Services If you’re considering ending your relationship, our experienced family solicitors are here to offer support and guidance. Reach out to Karen Layland , Solicitor, at k.layland@woodstocklegalservices.co.uk or complete the form below for expert advice you can trust.

The Renters' Rights Bill is bringing some notable changes for landlords, with updates already making waves and more expected to come. Now’s the time to get clued in. Consultant Solicitor Ryan Heaven from our award-winning Landlord & Tenant Team is here to break it all down. From new rules on rent payments to changes that might leave student landlords scratching their heads, we’ve got the details covered. Those who love the nitty-gritty can dive into the full report stage amendments here . But for a landlord-friendly breakdown, keep reading! Prohibition of Advance Rent Payments What Does Section 4B Change? Section 4B of the Renters' Rights Bill introduces a new rule: landlords can only request rent for the period it's due, apart from the first payment. This clears up any confusion about whether advance rent payments are still allowed. The main concern here is that rent in advance has been a traditional way for tenants who will not pass referencing and cannot provide a UK guarantor to rent property. In the absence of rent in advance there may be a shift towards guarantor alternative products, which are typically insurance based, so that these people can access the rental market. Impact on Tenancy Agreements With this change, tenancy agreement clauses requiring advance rent payments are now invalid, except for the initial instalment. Landlords can no longer request or accept multiple months' rent upfront, even if tenants offer it. Possible Exceptions Section 5A of the Tenant Fees Act now also prohibits landlords and agents from encouraging such payments. However, the Secretary of State retains the power to introduce exceptions to these rules, so it’s worth staying alert for any updates, but there are no exceptions currently. Changes to Guarantor Liability Another key update is that guarantors won’t be liable for rent or other obligations after a tenant passes away. This change makes it a good idea to review and update any guarantor agreements you have in place to make sure they reflect the new rules. Amendment to Ground 4A and Its Impact on Student Lettings What Has Changed? Ground 4A has been tweaked so landlords can only rely on it if the tenancy starts within six months of signing the agreement. Challenges for Student Landlords For student landlords who like to get everything sorted early, this could be a headache. This change might make it harder for non-Purpose-Built Student Accommodation (PBSA) landlords, who are already feeling squeezed, to plan ahead and secure tenants well before the academic year begins. Given that student landlords will want to rely on this ground it means that you should not be entering into contracts more than six months in advance of the start date. Upcoming Parliamentary Proceedings Parliament is set to add these changes to the Bill on 14th January 2025. There could still be tweaks before then, but it’s likely the Bill will move on to the House of Lords after that. Keep an eye out for any last-minute updates that could affect how you manage your properties. What This Means for You These updates are bringing in more rules to protect tenants, which means landlords need to make a few adjustments. Here’s what you should do: Check Your Tenancy Agreements : Make sure they don’t include clauses about advance rent payments that are no longer valid. Review Guarantor Agreements : Update these to match the new rules around liability after a tenant’s death. Rethink Letting Plans : Especially if you’re a student landlord, you might need to tweak your timelines for signing up tenants. Staying on top of these changes will help you avoid any trouble and keep your lettings running smoothly. Specialist Advice for Landlords from Woodstock Legal Services If you’re wondering how these changes affect you or what to do next, we’re here to help. For tailored advice, get in touch with Ryan Heaven , Consultant Solicitor in our award-winning Landlord & Tenant Team , by emailing r.heaven@woodstocklegalservices.co.uk or completing the form below.

In his latest insights, Richard Hiron , Employment Solicitor at Woodstock Legal Services, likens the start of a new year to the need for a system reboot – whether it’s your tech systems or your own energy levels after the Christmas break. January is the perfect time for businesses to reset and refresh their employment law practices, helping to save time, reduce stress, and avoid unnecessary costs in the months ahead. Why January Is the Perfect Time to Plan Ahead The start of the new year feels like a fresh slate. January often brings a slower pace, with employees gradually returning to work after the holiday season. Out-of-office messages can linger well into mid-month, making it a great time to tackle tasks that are easily put off during busier periods. Quieter moments like January could be the perfect opportunity to get ahead. Whether it’s refining your business strategy, organising marketing plans, or tackling admin tasks, a little forward-thinking now can set you up for success in the months to come. When it comes to employment law , being proactive makes all the difference. Taking the time to review your contracts, handbooks, and agreements now ensures your business is prepared for whatever challenges or opportunities the new year may bring. Employment Law Priorities to Start the Year Right For employers and HR professionals, January is an ideal time to check that your employment law practices are fit for purpose. Here are three essential tasks to focus on: 1. Update Contracts of Employment Employment law changes frequently and keeping your contracts up to date with the latest updates is essential. Taking the time to review and refresh your templates now can help you avoid potential disputes or liabilities down the line. 2. Refresh Your Staff Handbook Your staff handbook should reflect not only current legislation but also your company culture and values. If it’s been gathering dust – whether on a shelf or in a digital folder – it’s time for a refresh. Keeping this document up to date ensures consistency in managing workplace policies and procedures. 3. Review and Revise Settlement Agreements Settlement agreements must be clear, robust, and tailored to individual circumstances. An outdated or generic agreement can leave your business vulnerable to risks. Taking the time now to update your templates ensures you’re prepared to handle sensitive employee matters when they arise. Why Acting Early Makes Good Business Sense Delaying these updates may seem tempting, especially when the year is just beginning, but it often leads to unnecessary complications. Waiting until the last minute can result in: Limited Availability: The professionals you need might already be booked up when you require their help. Higher Costs: Last-minute requests often come with premium charges for expedited work. Reduced Quality: Opting for the cheapest solution can lead to rushed, subpar work that introduces new risks rather than solving problems. Increased Stress: Delays can cause sleepless nights and leave you worrying about preventable issues. Taking a proactive approach now saves you time, money, and stress in the long run. The Benefits of Planning Ahead Using the slower start to the year wisely can bring lasting benefits, including: Ensuring compliance with current legislation. Minimising the risk of disputes or unexpected costs. Freeing up resources to focus on other priorities. Providing peace of mind for you and your team. At Woodstock Legal Services, we believe that preparation is the key to success. By taking action now, you’ll set your business up for a smoother and more productive year. Specialist Advice for Employers from Woodstock Legal Services If you’re ready to refresh your employment law practices, our team at Woodstock Legal Services is here to help. Richard Hiron, our experienced Employment Solicitor, provides tailored advice to employers on everything from contracts to handbooks and settlement agreements. Contact Richard by emailing r.hiron@woodstocklegalservices.co.uk or completing the form below to get started.