aleks, Author at MLP Law

50 miles in March for Henshaws

Last month we announced our charities of the year for 2021, Henshaws and SANDs. To set off a hopefully successful year of fundraising, MLP Law are excited to be taking part in Henshaws’ ’50 Miles in March’, as a firm. 

The idea is to Walk or run 50 miles in March, or add a further 50 miles to your usual routine, and raise vital money for charity. It’s a great challenge, and it’ll help Henshaws provide vital support and services, whilst keeping us active and healthy too!

More about Henshaws and the wonderful work that they do can be found on their website:

Every pound we raise will help Henshaws continue to support the 250 people who start to lose their sight every day in the UK. A donation of £5 will fund an online workshop at Henshaws Arts & Crafts Centre and a donation of £10 will help fund our vital telephone support service for those struggling with isolation. Every pound really does make a huge difference!

We will be posting regular updates of our progress on our Facebook fundraising page, to show milestones reached and also the lovely scenery we see along the way. We have set our fundraising target to £150 and hope to reach, if not exceed this total for such a life changing charity.

If you would like to join us on our journey, and possibly make a donation of whatever you can spare the link to our fundraising page is below.

Now it’s time to get our shoes on – there’s 50 miles to go.

What is the ‘UKCA mark’ and does it affect you?

As of 1st January 2021, the ‘UKCA’ (UK Conformity Assessed) product marking replaced the use of the ‘CE’ marking for products being placed on the market in Great Britain (England, Wales and Scotland).

By way of a recap, these are administrative markings which demonstrates conformity with health, safety, and environmental protection standards for products sold within the relevant territory (the European Economic Area (EEA) in relation to the CE mark, and Great Britain in relation to the UKCA mark).

Note, the UKCA does not apply to goods being sold in Northern Ireland.

UKCA / CE Marking – compliance

The technical requirements which you need to meet for the UKCA marking are largely same as the CE marking requirements. If you have previously needed to use CE marks therefore, we do not anticipate there being significant, if any, change for you in this regard. However, in any event, we recommend that a full review of the new UKCA rules is undertaken in respect of each of your relevant products, to ensure you are fully compliant going forward. 

Below, we have set out the key requirements which you must adhere to, to ensure compliance:

  1. UK Declaration of Conformity

As with products marketed in the EEA, you will also need to prepare a UK Declaration of Conformity in relation to the UKCA marking. As expected, this declaration will be largely the same as what was previously required, and should include details such as:

  • a description of your product, and identification of it (e.g. its serial number);
  • the name and address of the body involved in assessing the conformity of your product (if required); and
  • details the applicable legislation with which your product complies.

2. Using the UKCA marking

Like the CE mark, you must apply the UKCA mark to your products. There are certain requirements you must also adhere to:

  • the letters forming the marking must be of a certain size;
  • the marking must be at least 5mm in height (unless any exemptions apply – please let us know if you would like us to check if this applies to your products under UKCA); and
  • the marking must be visible.

3. Technical documentation

You must keep documentation to demonstrate that your products conform with the UKCA requirements. These records should be kept for at least 10 years after they are placed on the market. Again, please let us know if you would like further advice about your record keeping requirements.

How we can help

To determine whether your products are compliant under the UKCA regulations, a full analysis of your products and the applicable legislation relating to them will need to be undertaken.

If you think you require advice on this and if you would like us to advise on the product marking requirements for any products you sell, please contact our Commercial and IP team on 0161 926 9969 or  to receive expert legal advice for your business.

Commercial & IP Team March 2021

MLP Law Ltd.

Leanne Sodergren announced as COO of MLP Law

MLP Law Ltd. is pleased to announce the appointment of Leanne Sodergren as COO for the Company.  Leanne’s appointment reflects her many years of legal sector knowledge – her career in law firms spans over 20 years and she joined MLP over 15 years ago.  Having been MLP’s Finance Director for a number of years, in her new role Leanne will support Owner and CEO Stephen Attree and the senior team in executing the company’s strategy to become the leading law firm for businesses, business owners and their families. 

Stephen Attree said, “I am delighted to announce Leanne as COO.  For me, the many years of experience in the sector and knowledge of MLP means Leanne’s talent, from a values and behaviours perspective and not just from an operational and financial perspective, is invaluable to the business as we plan and execute our strategy over the coming months and years. Our ambition is to continue to build a leading legal services business which has its clients, its people and technological innovation at the heart of everything we do.”

Leanne said, “I’m delighted to be expanding my role and growing with MLP Law as it goes from strength to strength. We have an excellent well respected and trusted team with a strong reputation in the legal sector and I’m looking forward to bringing my skills and experience to help us grow and innovate through the next phase of our development.”

Stephen Attree confirmed “The goal for Leanne is to develop our clear client service strategy and ensure MLP Law has the IT, processes and systems to support its activity and growth creating a well-run efficient integrated business with its clients and people at the center of everything we do.”

Happy Easter from MLP Law

Here at MLP Law we would like to wish everyone a Happy Easter. With restrictions starting to lift, we hope many of you get to spend the bank holiday weekend outdoors with friends and family, weather depending!

As tradition at MLP Law, we usually buy Easter eggs for all our colleagues as a thank you for all the hard work our amazing teams continue to put in. However, this year as the majority of us are continuing to work remotely due to the ongoing government guidelines, we haven’t been able to do so in our usual way, and we have decided to do something a little different. Instead, we have decided to use the money to make a donation to one of our charities of the year, SANDs.

SANDs is the leading stillbirth and neonatal death charity in the UK, and the work that they do helps to reduce the number of baby fatalities and helps ensure that anyone affected by the death of a baby receives the best possible care and support for as long as they need it. 

This amazing charity does fantastic things with all the donations they receive, and we would like to take every opportunity we can to raise money for them.

To find out more about SANDs, click here.

We hope this is just the start to a very successful fundraising year here at MLP, and we will do all we can to support our charities. Once again, we hope you have a lovely and relaxing Easter and long bank holiday weekend.

The Changing Landscape of the Workplace

Welcome to our series of blogs, addressing post-lockdown issues from a legal perspective.  This week sees the latest blog, from our MLP employment team, looking at the changing landscape of the workplace.

Our blogs over the coming weeks will address a full range of topics across all our services – including our corporate, employment, commercial property, private client and family departments –  as we explore various post-lockdown challenges and opportunities.

Over the last year, working life has changed radically.  Employers and employees have been forced to implement more flexible working patterns and adapt many aspects of the working day (or night), in response to the coronavirus pandemic and lockdowns. 

One such key change has been the increasing emphasis on working from home.  Indeed, the coronavirus pandemic and resulting lockdown culture has seen large numbers of the UK’s working population, particularly office workers, work from home.  In April 2020, 46.6% of working people did some work at home; of those, 86.0% did so as a result of the coronavirus pandemic.

Furthermore, experts say that increased homeworking during the pandemic may have reduced the negative stigma sometimes associated with men requesting less conventional, flexible working arrangements – with some employers  reporting a 66% increase in flexible working requests from men (* poll conducted by Working Families in September 2020).

The data also suggests a longer-term shift in working practices, with more employees likely to be working flexibly or remotely for at least part of their working week, even after the pandemic has ended.  So, with all that in mind, we address some of the issues that employers should consider in relation to flexible working.

Flexible Working Request

Who can make a flexible working request?

Employees with six months’ service have a statutory right, once in a year, to make a flexible working request.

What can they request?

Employees can apply to:

  • change how many hours they work, and/or
  • when that work is done, and/or
  • where that work is done – as between their home and their employer’s place of business

How should an employer respond?

An employer should consider the request in a reasonable manner and respond, in writing, within 3 months of the request being made (or a longer period, if agreed with the employee).  The employer may only refuse an application if one or more specified grounds apply:

  • the burden of additional costs
  • detrimental effect on ability to meet customer demand
  • inability to re-organise work among existing staff
  • inability to recruit additional staff
  • detrimental impact on quality
  • detrimental impact on performance
  • insufficiency of work during the periods the employee proposes to work
  • planned structural changes


Responding to a request to work from home

In many flexible working requests, the employee’s request is to work either all, or part, of their working week from home.  Pre-pandemic, it has been relatively easy for some employers to reject homeworking requests on one of the above grounds.  Now, however, the coronavirus pandemic has provided an extensive, and often successful, experiment in homeworking, it is likely to be more difficult for the employer to reject a request without evidence, that, for example:

• during homeworking:

◦ the needs of a customer or client have not been met, eg a complaint

◦ the quality of the employee’s work has been impaired, or

◦ productivity or performance has been reduced, or

• once the workplace has re-opened properly, the employer will not be able to re-organise tasks fairly between workplace-based staff and home-based staff (eg because workplace-based staff would have to take on the burden of mundane physical tasks).

Benefits and challenges of working from home

Yet, working from home does present an opportunity for employers.  Businesses could capitalise on some of the advantages that it offers, particularly in respect of staff morale (reducing presenteeism), improving work/life balance and productivity (no commute and fewer distractions) and reducing some of the costs associated with having many individuals in the workplace at the same time (for instance, the emergency milk run for endless cups of tea and coffee!).   It is clear that each individual’s homeworking experience will be varied, depending on many factors such as the nature of their role or their level of seniority and experience, but employers who have either already had, or invested in, effective IT systems and software and support will likely have found some benefits to the arrangement.

Whilst there are some challenging aspects of homeworking, such as employees feeling disconnected from work colleagues or having difficulty ‘switching off’ and maintaining the line between home and work, it is likely that more consideration will have to be given by employers to such requests, or at least to a hybrid arrangement, with the hope that both parties can ultimately benefit.


As ever, when significant changes are being made to normal working practices, clearly defined boundaries and expectations in relation to both the employer and employee are best outlined in a policy.  This can then be contained within a Staff Handbook or issued when such requests have been granted.

If you have any questions or concerns about the above, please get in touch with the MLP Law Employment team at or 0161 926 9969. Please also keep an eye out on our Twitter feed @HRHeroUK and for our regular blogs on all things Employment Law and HR.

Beyond Covid – What’s next for landlords and tenants?

Welcome to our series of blogs, addressing post-lockdown issues from a legal perspective. In the latest in our series of blogs, Mark Turner (who heads the firm’s Dispute Resolution team) looks at how Covid has impacted on landlords and tenants – both commercial and residential – and what the next few months may hold as restrictions start to be lifted.

The Covid pandemic has of course impacted on all of our lives over the past 12 months, and the government has introduced emergency legislation to try to limit that impact for many of those affected.

Tenants, of both residential and commercial properties, were afforded additional protection against eviction if they found themselves struggling financially. That protection came largely at the expense of landlords, who faced with tenants who were unable to pay the rent had very little recourse to the law.

Residential tenancies

In relation to residential property, it’s not hard to see the rationale in favour of halting evictions – the last thing the government wanted at a time when it was telling people to stay at home to avoid spreading the virus was a wave of displaced people who had been evicted from their homes.

Evictions came to a complete halt during the first lockdown of 2020. In March, all existing possession proceedings were put on indefinite pause and a moratorium imposed preventing the issue of fresh proceedings.

The moratorium was lifted as the country came out of the first lockdown, but the new regulations only permitted courts to make possession orders where there had already been considerable arrears of rent before the onset of the pandemic.

Subsequent revisions to those regulations have relaxed the restrictions and the courts can now make possession order where there are at least six months’ arrears of rent, which do not have to pre-date the pandemic.

Most evictions remain suspended until the end of May 2021, though are still possible where a possession order was made on the basis of arrears of rent and there are more than six months arrears.

Alongside the restrictions on the making and enforcement of possession orders, the new regulations required landlords to, in most cases, give considerably more notice to tenants to quit than had been required previously. Notices to quit based on breaches by the tenant – most notably the failure to pay rent – increased to 4 weeks.

“No fault” notices to quit under section 21 of the Housing Act 1988 previously required 2 months’ notice but this was increased to 6 months.

How are things likely to change as the country starts to emerge from the pandemic restrictions?

What next for residential tenancies?

When it extended the eviction moratorium to 31st May, the government announced that at that point the ban will taper off. No details have been given as to how this ‘taper’ will take effect, with a government statement merely saying: “The government will consider the best approach to move away from emergency protections from the beginning of June, taking into account public health advice and the wider roadmap.”

With the vaccination program having made good progress, it is likely that the government will also relax the increased notice periods that landlords have had to give during the pandemic, though it is far from clear that they will return to the position prior to the pandemic.

Even before the pandemic, the section 21 notice had been subject to heavy criticism from a number of quarters, citing the lack of security of tenure it gave to tenants who had done nothing wrong, and may well have lived in the property for a number of years, but could be required to leave with just two months’ notice.

At the state opening of Parliament on 19 December 2019, the Queen’s Speech announced a Renters’ Reform Bill that would abolish the use of ‘no fault’ evictions by removing section 21 and reforming the grounds for possession.

The government said at the time that doing so would give tenants who had done thing wrong greater protection from arbitrary eviction while also giving landlords more rights to gain possession of their property through the courts where there is a legitimate need for them to do so by reforming current legislation. Without providing any details on how, it also said that it would work to improve the court process for landlords to make it quicker and easier for them to get their property back.

Perhaps understandably given the advent of the pandemic some three months later, the government had not taken any steps to progress this bill and it remains to be seen whether it intends to do so.

It is likely that there will be some sort of change to the current section 21 “no fault” notice mechanism, though it’s impossible to say when or what form that will take. Much depends on whether the government can find time in its post-Covid legislative agenda to push this forward.

The fault-based notice regime was less controversial and is less likely to see any significant change. For their part, landlords would certainly like to see the government deliver on its promise to make it quicker and easier to regain possession from tenants who don’t pay the rent or otherwise breach their tenancy agreement – at present, the system is slow and costly, and when once they have regained possession landlords cannot recover any of those considerable costs from the defaulting tenant.

Commercial tenancies

While not as extensive as that afforded to residential tenancies, the government’s emergency legislation also afforded extra protection to commercial tenants hit by the impact of the pandemic.

The landlord’s traditional remedy to deal with non-paying commercial tenants, forfeiture (i.e. re-entering the property and bringing the lease to an end, without the need to get a court order) was suspended and remains unavailable until at least 30th June 2021.

The other usual remedy, of taking possession of goods belonging to the tenant and selling them to pay rent arrears (known as the Commercial Rent Arrears Recovery or CRAR) was still possible but subject to strict limits based on the number of months’ arrears of rent, and these limitations will remain in place until at least 31st July 2021.

The weapon of last resort – applying to make the tenant bankrupt or to wind up the company – was also made more difficult given the restrictions imposed on the presentation of bankruptcy and winding up petitions unless it can be shown that coronavirus has not worsened the debtor’s financial position or the debtor could not have paid its debts even if there had been no such worsening of its financial position.

Other landlords such as monetary claims through the court, or against guarantors, remained possible but many commercial landlords have had found themselves with very limited options to recover unpaid rent over the past year.

What next for commercial tenancies?

Again, no-one knows for certain as the government has given little indication of how it intends to proceed once the current restrictions come to an end in the next few months but the expectation is broadly that the restrictions will taper off in a similar way to residential tenancies.

It seems likely that there will be some further protection for tenants, bearing in mind that many will only recently have re-opened their businesses and there will be others in the hospitality industry who cannot do so until May. The likelihood is though that there will be a return to “business as usual” in terms of enforcement remedies as 2021 progresses.

Whether landlords choose to use those remedies even if they become available again is of course another matter. It is thought in some quarters that the pandemic as created a seismic shift in some sectors away from centralised working, which may have a marked effect on the demand for office premises. Landlords may well be more inclined to try to negotiate with tenants who are struggling to pay the rent rather than find themselves with empty premises they can’t re-let.

Anecdotally, however, demand for industrial and other manufacturing premises is healthy and the trend for market rents is upwards rather than downwards. Where that is the case, landlords may well be much quicker to start re-using their rights to obtain payment or end tenancies where they feel that they can find tenants better able to pay.

If you have any questions, or are a residential or commercial landlord and have issues with non-payment of rent or other tenant issues, please get in touch with the MLP Law Dispute Resolution team or call on 0161 926 1534.

Families in Business and Family Businesses Post Lockdown – What Now?

Welcome to our series of blogs, addressing post-lockdown issues from a legal perspective. This week we hear from our Family Enterprise specialists in our MLP Law Corporate and Commercial team.

After the turbulence over the past months and some businesses having fared better than others, the next few months and planning the medium to long term is crucial to all business. Particularly so for family businesses, to ensure they maintain balance and harmony within the family group as well as the business. This article considers the key issues family businesses should be considering as we come out of lockdown and progress through the year.

Key considerations:

How does everyone in the family feel, and have their perspectives on medium term goals and ambitions changed? Misaligned expectations are the common cause of disputes and tension, simply assuming people want to get ‘back to normal’ is a mistake. It is important to consider what the new normal looks and feels like for everyone in the family dynamic.

How do the senior management team in the business feel?  (everyone in the business is important, this article is considering the top level, board, shareholding and family aspects of post lockdown planning). What are their plans and have their perspectives and ambitions changed?

What are the short and medium term plans for the family owner managers?  Retirement, a willingness to lighten the grip on the reigns (and who takes hold) or earlier exit from the day to day running of the business are very possible outcomes as people reflect on the last 12 months.

We’ve been helping family enterprises for decades and, in particular over the last few years, helping manage transition within the business as roles and responsibilities shift as time passes. As we all know, your view, priorities and goals now are not necessarily going to be the same in 5 years, 10 years or longer.

Reviewing those changing dynamics now will set the business and family unit in good stead.

In particular, the family enterprise (how the family operates as distinct from the business) needs to consider how the roles in the business, in the family and around ownership and sharing the wealth generated by the business will change now, in 5 years and in the 10 years or more. There are a number of ways to do this successfully. We know that the most successful family enterprises adopt an open collaborative approach to the review, involving as many individuals as possible in the family dynamic. 

A successful review should explore the below, amongst other issues:

A consideration of those that may be looking to retire (and when).

Is the distribution of the wealth being generated in line with the family’s stated values?

Are the values and aims of the family enterprise still relevant or do they need to adapt to the new normal?

What are the likely roles for the younger generation in the business (if any) in the future and is there likely to be an appetite from them to take up these roles?

How will the family support the younger generation / young adults in the family in pursuing their future careers and endeavors?

These challenges and questions are not new, but the challenges thrown up over the last 12 months or so means that it is likely that everyone has or will reflect on and reset their values and goals, consider their futures against their values and seriously consider if what they are doing and going to do, truly aligns with their long-term goals and values.

Facilitating and enabling these discussions early on in an open and honest way with each other – their immediate family and wider family, in any business is crucial now as it has ever been.

We can help businesses and business owners address and facilitate those conversations. In particular:

Are the non-family senior managers in the business fully engaged and being rewarded and valued? If not, how do you address that?

Are there clear succession plans in place?

Is the distribution and share of the wealth generated fair and transparent (salary, dividend income, capital wealth)?

What is the timescale for the next transition of ownership and roles – family and business (whether retirement, through children taking senior roles, or younger generation being introduced into the business) What processes are in place to make that happen successfully?

When was last time the vision of values and any charter or constitution of the family enterprise was reviewed?

We can help with these and many other issues both inside and outside the business.

If you would like any help with the issues raised please contact our expert family business advisers on or 0161 926 9969. Click here for more information and to review your business’ vulnerability score.

Race to the Altar!

Welcome to our series of blogs, addressing post-lockdown issues from a legal perspective. This week sees the latest blog, from our MLP Family law team, looking at prenuptial agreements.

With restrictions hopefully being fully removed on 21st June 2021, couples who have either postponed their weddings from last year or have a wedding planned for this summer, with hectic schedules of wedding preparations as a result, couples are reminded that they may wish to consider entering into a prenuptial agreement to protect their premarital assets. Prenuptial agreements are still not wholly binding in the UK but the court will seek to apply the agreement unless it a deemed unfair.

To be binding:

  1. Each party must offer full financial disclosure of assets, liabilities in the agreement.
  2. The agreement must be voluntarily entered into without duress.
  3. The agreement must be entered into at least 21 days ahead of the wedding date.

If you are getting married this summer or planning to get married and wish to receive more information about Prenuptial agreements please contact Rachael Wood who is the head of our Family team on 0161 928 1581 or email

Are you ready to take your career to the next level?

A uniquely hybrid model where you work to your own beat and focus solely on your clients’ needs and concerns while reaping the benefits of maximizing your earning potential.

At MLP Law we strive to deliver the very best service to our clients, with responsive accessible Solicitors delivering truly expert advice.If you’re of the same mindset, why don’t you explore the benefits of joining our family as an MLPlus Partner.

If you would like further information on the benefits of joining as an MLPlus Partner, please contact our Managing Director, Stephen Attree, on

Updated shielding guidance

From 1 April 2021, employees categorised as “extremely clinically vulnerable” are no longer advised to shield, in an update to shielding guidance published by Public Health England.

This puts extremely clinically vulnerable on the same footing as all other employees and there is no change to the general recommendation that all employees should wpork from home wherever possible. However, extremely clinically vulnerable employees who cannot work from home are now able to attend their place of work.

Again, like all employees, extremely clinically vulnerable should still continue to comply with general lockdown laws and adopt the basic protective measures we are now all familiar with, such as maintaining social distancing, frequently washing hands and wearing a mask.

If you have any questions or concerns about your obligations to employees as your workplace opens up following lockdown, please get in touch with the MLP Law Employment team at or 0161 926 9969. Please also keep an eye out on our Twitter feed @HRHeroUK and for our regular blogs on all things Employment Law and HR.

Residence battle myth… “All children are resilient”

It is surprising how many people comment on how resilient children are when faced with the breakdown of their family unit. Studies show that by nature some children are very resilient  some are not, like any adult a lot depends on individual personalities.

For parents its wrong to assume that all children will take a  residence  battle in their stride but its often an assumption family solicitors hear, when parents will often forget that the courts paramount concern is the welfare of a child and what is in the child’s best interest not what arrangements suit one or both parents.

For advice and assistance on child related issues please contact Rachael Wood who is a Resolution Accredited Specialist in Children Law on 0161 916 1581 or

International Women’s Day

MLP Law are celebrating our amazing women not just today, but everyday!

We are so proud of our team and how we work at MLP:-

55.5% of the Senior Executive Team are women

Overall 70% of the MLP Family are women

Everyone at MLP benefits from our “flexi time” arrangements, we also have full time employees, part time employees, consultants and fee share lawyers.

We work hard to recruit the very best talent – we can make it work for you!

We love to celebrate the achievements of our amazing MLP women and support each other to succeed everyday.