How can I provide for my disabled child after my death?

If you have a disabled child, then it is important to consider how you will provide for them after your death.  Should you die intestate (without a will), then your child will automatically benefit from your estate, and it may not be the case that they can manage their own finances.  Leaving money directly to your child could also leave them open to financial abuse from others.

Instead of making an absolute gift of money directly to your disabled child, it is preferable to leave the sum in trust, appointing trustees who you can rely on to provide for your child from the trust fund after your death.  Your trustees would most commonly be a trusted family member, but could also be a professional trustee such as a law firm, who have the expertise in administering the trust correctly.

It would be recommended that you leave a letter of wishes with your will, which gives you the opportunity to make your views known as to how you would like the trustees to use the trust for the benefit of your child.

You should also consider appointing guardians in your will, whose appointment will only become effective if both parents were to die before your child reaches the age of 18.  We usually advise against leaving money directly to your chosen guardians (or to anyone else for that matter) with an expression of a wish to care for your child; such an expression is not binding on them, and they may use the money for other purposes if they wanted to.

Disabled trusts are created favourably for inheritance tax purposes. Instead of being subject to an immediate charge to tax if created during the lifetime of the settlor (as opposed to in the will upon death), the creation of a disabled person’s trust is treated as a “potentially exempt transfer”, meaning that there will be no charge to inheritance tax if the settlor survives seven years of creating the trust. The trust will also not be subject to the usual 10 yearly anniversary charges or exit charges that affect other forms of trust.

An alternative would be to set up a life interest trust effective upon your death, to benefit your child during their lifetime with a power for your trustees to appoint a certain amount of capital to your child should they require it.  Upon their death, the funds would pass to another named beneficiary.

If you need any assistance with setting up a will or forming a trust, do not hesitate to contact Laura Sentkovsky or anyone in the Private Client team at Meaby & Co.

Who will administer your Estate? If you do not choose, the law will choose for you!

As well as setting out how you wish to leave your assets, writing a Will also plays a pivotal role in who will be involved in the administration of your Estate, that is who will be responsible for the practical element of selling or transferring your property, closing your bank accounts and distributing your estate to the beneficiaries.

If you make a Will, you will choose the people that will act and they will be called your Executors. Your solicitor can advise you of the best person or people to choose depending on your circumstances. Acting as Executor is a big job so you will want to appoint the most capable and proactive people and this could be a combination of close relatives, friends and professional advisors.

If you do not make a Will, or fail to properly appoint an Executor in your Will, The Non-Contentious Probate Rules 1987 Section 22 will dictate the order of priority of persons that can act. They will be called your Personal Representatives and will be appointed in the following order:-

(a)      the surviving spouse;

(b)      the children of the deceased and the issue of any deceased child who died before the deceased;

(c)      the father and mother of the deceased;

(d)      brothers and sisters of the whole blood and the issue of any deceased brother or sister of the whole blood who died before the deceased;

(e)      brothers and sisters of the half blood and the issue of any deceased brother or sister of the half blood who died before the deceased;

(f)       grandparents;

(g)      uncles and aunts of the whole blood and the issue of any deceased uncle or aunt of the whole blood who died before the deceased;

(h)      uncles and aunts of the half blood and the issue of any deceased uncle or aunt of the half blood who died before the deceased.

In many simple situations, the above order will be acceptable as the order follows the general order of closeness of family relationships.

However, issues will arise when a person is appointed who is not willing or capable of administering the Estate or when this job falls to more remote family.

Disagreements can often occur as to who from the class will take the lead and occasionally people who would have ordinarily not been chosen will have the right to act e.g. a child or sibling who are maybe not happy with their share under the Will, or somebody the deceased would not have wished to burden.

It is important to really think about who will be best placed person to act as your Executor and to take advice as to who to potentially appoint as a substitute.

Appointing the most appropriate Executor will ensure that the administration progresses smoothly and is conducted on an impartial basis so that the best result is achieved for your beneficiaries.

In most cases people will choose to deviate totally from the order under the NCPR 1987 and appoint both their spouse and children to act together. Many also consider appointing friends or professional advisors who do not appear in the list but who may be more suited to dealing with the practical elements of administering the estate. It is also worth bearing in mind that should any minor interest arise under your Estate, at least two executors must be appointed.

If you have been appointed as an Executor and would like some assistance, would like to make a Will, or require advice on who to choose as your Executor, please contact Hollie Skipper at hskipper@meaby.co.uk, or feel free to call on 020 3861 5158.

My bank account has been frozen and the bank won’t tell me anything; what does this mean?

If your bank account has been frozen or you have been locked out of your account, and on contacting your bank they are refusing to give you any information about why this has happened or when the issue will be resolved, it is likely that there is a suspicion of either fraudulent activity or money-laundering on the account and a Suspicious Activity Report (SAR) has been made.

SAR refers to the system in place whereby a financial institution reports unusual or suspicious activity related to money laundering or terrorist financing to the UK Financial Intelligence Unit (UKFIU), which is part of the National Crime Agency (NCA).

All such reports are logged on a SAR database and this information can then be made available to law enforcement agencies, HMRC, or government departments for further investigation if necessary. SARs provide vital intelligence information to law enforcement, which is used predominantly in relation to financial crime and money laundering, or sometimes other criminal activity.

There are many reasons why a bank or financial institution may make a SAR. Sometimes it is because there has been an exceptionally large cash payment to the account, or because the customer has been acting unusually or that the transaction does not make commercial sense. An institution has an obligation to make a SAR if they have concerns about suspicious activity on an account.

If a financial institution makes a SAR on your account, they are prohibited from informing you, to prevent any “tipping off”. They will often advise that the account has been suspended but they cannot give further information.

Once a SAR has been reported on an account, the NCA has 7 days within which to respond to the financial institution indicating whether the suspension can be lifted, or whether they need more time to investigate the unusual activity. If no response is received from the NCA by the bank within 7 days, then the bank can assume that the inhibition can be lifted. If the NCA respond requiring that the suspension remains and they need more time, they will have a further 31 days to investigate. During this period, the bank cannot provide any information to the customer to avoid tipping off.

If your account has been frozen and you have concerns about whether or not a SAR has been made, our team at Meaby & Co can assist. Contact Caoimhe Boyce on cboyce@meaby.co.uk to discuss further.

Blogs

Unemployment falls to its lowest level for 40 years as recruitment difficulties surface

There has been an array of good news statistics produced this week for the UK economy.

Unemployment fell by 65,000 between April and June 2018 to 1.36 million, the lowest for more than 40 years, official figures show.  The unemployment rate is now 4% and is the lowest since 1974/5.

Productivity was also up by 0.4% during the same period, however wage growth remained virtually the same.

Average weekly earnings, excluding bonuses, rose by 2.7% – unchanged on the month before and is now more than the current inflation rate of 2.4%.

Real wages however grew by just 0.4%, according to the Office for National Statistics (ONS). This was a slight drop on last month’s 0.5% figure.

The data also showed a “substantial fall” in the number of people on zero-hours contracts. Some 780,000 people were on such contracts in their main job in the second quarter – 104,000 fewer than for a year earlier.    It is unclear what the reason is for the fall in zero hours contracts and whether recent adverse publicity is diminishing their appeal to workers.

Notwithstanding this good news two in five employers are now finding it difficult to get the staff they need and many have reported receiving fewer applications from suitable candidates according to the CIPD.  They cite a drop in the number of applications across all roles, forcing many employers to increase starting salaries, and for other staff to try and attract and retain them.

There has been a marked reduction in applications across low-skilled, medium-skilled and high- skilled vacancies.

It is not clear what is causing the difficulties in recruitment and many are blaming BREXIT and the drop in EU nationals coming to work in the UK over the past year.

Figures from the ONS for example show that the number of EU nationals coming to work in the UK increased by only 7,000 between the first quarter of 2017 and the first quarter of 2018.  This compares with an increase of 148,000 in the previous year from the first quarter of 2016 to the first quarter of 2017.

This has led to increasing recruitment and retention challenges for many employers, especially those who have relied heavily on EU nationals to fill roles and also has meant that some have started to increase starting salaries and also for existing staff where there are retention issues.

In terms of sectors the Transport and Construction sector expect the largest growth in headcount in the near future in relation to new recruitment followed by business services.

Confidence in expansion was strongest in London and the South West and the lowest was in the North East of England and the West Midlands.

As BREXIT looms with the prospect of no deal scenario increasing it looks increasingly likely that recruitment could become more of a challenge for all employers.

If you require any advice relating to the recruitment of staff or the growth of your business then contact Steven Eckett our Head of Employment and Senior Associate. seckett@meaby.co.uk

Top tips on how to handle your divorce – Part two

Make sure that you are working from reliable valuations:

Do not guess at the value of the main assets, make sure that you are working on accurate figures.

If you are not sure of the value of the family home or other properties, one way forward may be to obtain market appraisals from three estate agents and agree to work on the average figure. If you still feel the valuation figure is not accurate, it may be necessary to formally instruct an estate agent or surveyor to prepare an independent report.

With pensions the starting point is always the transfer value. However, with many schemes, that figure does not reflect the true value of the pension and it is necessary to obtain a report from an actuary.

With limited companies, the balance sheet is not always an indication of the true value of the company and you may need to instruct a forensic account to provide a formal and impartial valuation.

Whilst obtaining these valuations will take time and can be expensive, the information provided will be invaluable.

Spend your money and choose your battles wisely:

Use your solicitor for what they are good at – legal advice. When your ex does something that is irritating or upsetting, do not automatically pick up the phone to your solicitor, as this is the easiest way to run up a large legal bill. Contact a sympathetic friend to let off steam about your ex. Contact your solicitor when there is a legal issue to be discussed.

When your ex proposes something that you are not happy about, do not automatically reject the proposal out of hand. Consider how much the issue matters to you. Ask yourself, “Will this matter to me in a year/five years time?” Consider whether you may be able to concede the issue in return for a concession from your ex on an issue that is more important to you.

If your solicitor sends you a copy of a letter from your ex’s solicitor which sends you into a fit of rage, don’t respond immediately. Sleep on it and respond the following day. You are more likely to give a constructive and helpful response.

Think about the future:

Retirement may seem a long way off and it can be tempting to give up a pension sharing order in favour of a larger share of the cash assets, but you need to consider how you will survive upon retirement.

It may seem unlikely that your spouse will die before the children grow up, but it is always worth considering insuring the life of someone who is paying a significant amount of child or spousal maintenance, so that you are not left high and dry if the unthinkable happens.

Take your time:

The most stressful aspect of relationship breakdown can often be the uncertainty it creates and it is only human nature to want to resolve things quickly. However, you need to balance your wish to sort things out quickly with the need to prepare your case carefully, so that you don’t overlook anything or sell yourself short in the negotiations.

For further advice on matters relating to financial remedies on divorce, please contact our family law specialist, Joanna Toloczko on 020 7703 5034.

Top tips on how to handle your divorce – Part 1

It can be difficult to know where to start when you have to resolve property and financial issues in the context of relationship breakdown. The feelings of hurt, betrayal and grief for the relationship can be overwhelming, and yet you are being asked to deal with large numbers of documents that you may not fully understand, and to make important decisions that will affect the rest of your life. It is an extremely stressful time. In the first of two articles, our family law specialist, Joanna Toloczko, gives her top tips on how to approach your divorce.

Have a plan:
Decide what your priorities are and whether they are realistic and then make a plan as to what you wish to achieve. There may be a “chicken and egg” issue here as many people will think “I can’t make a plan until I know what I am going to get”. However, it is usually the person with the most sensible and realistic plan that succeeds in the negotiations or at the court hearing. Cases based on unrealistically low offers or sky high demands are never successful and only serve to alienate the other party and the judge.

You will need to consider whether you wish to stay in the family home and whether it is realistic for you to do so. If not, where would it be sensible for you to live and how much will it cost you to buy an alternative property? Have a look at some online property websites to help you assess the cost of suitable properties in your chosen area. Investigate your mortgage capacity with a financial adviser.

Prepare a monthly budget containing a comprehensive list of all your future outgoings. What money will you have coming in from your own earnings, income from investments, state benefits etc? Determine how much money will you need your spouse to pay or how much can you afford to pay to your spouse.

The importance of full disclosure:
You cannot engage in any productive negotiations with your spouse until you are confident that you have a full and accurate picture of what there is with regard to assets (including pensions), income and liabilities. Your solicitor will not be able to advise you with regard to appropriate settlement terms until s/he has that information.

The process of exchanging information is called “disclosure”. It is usually done by preparing and exchanging Forms E (the Court prescribed form). Documents must be provided in support of the information given on the Form E.

If you are not satisfied with the information provided, then further information and documents may be requested. If they are not forthcoming, ultimately, you may ask the Court to make an order for production.

For further advice on matters relating to financial remedies on divorce, please contact our family law specialist, Joanna Toloczko on 020 7703 5034.

Some handy tips for Employers on the rights of employees during hot weather

The Summer of 2018 is gearing up to be one of the longest and hottest since 1976.   Whilst many welcome the hot weather, it can be problematic for employees to work in and can literally cause headaches for employers.

It is a myth that there is a set temperature beyond which employees have the legal right not to attend or undertake any work.

Here in the UK there is no fixed minimum or maximum temperature requirement for the workplace.   The Health and Safety Executive suggests that the temperature should be ‘reasonable’ which is not too helpful.

The definition of what is a reasonable temperature to work in also depends on the type of work and workplace.  The requirement to work outside for example is different to working inside where there may be air conditioned facilities.

The Health and Safety Executive has defined an acceptable zone of thermal comfort for most people in the UK as lying ‘roughly between 13c (56f) and 30c (86f), with acceptable temperatures for more strenuous work activities concentrated towards the bottom end of the range, and for more sedentary activities towards the higher end’.

The Chartered Institute of Building Services Engineers recommends the following temperatures for different working areas:-

. Heavy work in factories 13c (55f)

. Light work in factories 16c (61f)

. Hospital wards and shops 18c (64f)

. Offices and dining rooms 20c (68f)

If you do not have a weather policy on extreme weather then the current hot spell presents an opportunity to undertake risk management.

Here are a few things to consider as an employer for addressing excessive temperatures and how they might impact on your staff.

  1. Travel disruption

Hot weather should not be a barrier or an excuse for not getting to work.  However as we have recently witnessed journeys on public transport can be affected with services delayed or cancelled.  Train services have had to reduce speeds due to tracks overheating by way of example.  It is also important to have a policy in place so that your staff know what they need to do in the event of delays or cancellations, and who to contact.  Staff should not be penalised if they have made genuine efforts to get to work and the delays and cancellations are confirmed.  Try to be flexible with working hours if it is known that there is going to be travel disruption.  If possible it might be better for staff to work from home if they can be more productive or perhaps they can stagger their hours of work?

  1. Annual leave and unexplained absences

It is traditional for staff to book annual leave in the summer months.   The right to take annual leave is a statutory right set out in the Working Time Regulations 1998 and the full time minimum is 20 days and 8 bank holidays per annum.   As an employer you do have the right to refuse a request for annual leave if too many staff want to take the same period of time as holiday.   It is important to treat all requests for annual leave fairly, equally and consistently for example on a first come first served basis.

Hot weather might also make it more difficult to sleep and also there could be a propensity for staff to go to bed later.  This could result in absences from work and/or timekeeping issues.   Employers need to investigate such absences and timekeeping issues to determine whether there are any mitigating factors or if there are grounds to deal with these issues under any disciplinary policy.

  1. Drinking alcohol at lunch time.

In hot weather there is an increased desire for some staff to go to the pub and indulge in a cheeky pint or more.    Once again it is recommended that employers have a policy in place dealing with drinking alcohol during working hours and being under the influence of alcohol.

It really does depend on the job and drinking alcohol is always going to be more serious if the work involves handling machinery or driving a vehicle.  In such circumstances drinking alcohol could be tantamount to gross misconduct especially where their health and safety and that of others is compromised.

On the other hand if staff work in an office environment then a pint of beer isn’t going to cause too much of a problem.  However if the consumption is excessive then it can be treated as a disciplinary issue.

It is also important to be aware of any members of staff who suffer from alcoholism and to offer help and assistance as opposed to dismissing them which could expose the employer to the risk of an employment tribunal claim.

Above all be consistent with all members of staff on what is acceptable in terms of consuming alcohol in hot weather and at all.  It most instances it will be a matter of common sense.

  1. It’s too hot in the office

Many staff have a tendency to complain that it is too hot to work during a hot weather.  As an employer there is a duty of care to your staff and during hot weather it is easy to take some simple measures to promote good health and safety practices and staff well-being.  You can for example ensure that there is plenty of drinking water, and a fridge to store cold drinks.  Ensure that there is adequate air conditioning and/or fans.    It might also be possible to buy ice-creams for staff which will also boost morale.

Do ensure that the hot weather does not impact on an increase in anger and bad tempers amongst staff and that any concerns about failure to concentrate and tiredness are looking at sympathetically.  There may be special circumstances for some members of staff who suffer from medical conditions that are aggravated by hot weather.

If staff work outside for example on a building site then it is also important to protect them from the hot sun and it is important to limit exposure to sunburn and heat stroke.  It is recommended that staff do not work outside during the hottest parts of the day which generally are perceived to be between 11am and 3pm.  Consider staggering hours or changing them with agreement so that outside workers work earlier and/or later shifts.

  1. Dress codes

If the working environment is professional with a strict dress code then it could be worth being lenient during hot weather to provide comfort to staff.    This could include relaxing the rules on wearing a jacket and tie for men, and to allow short sleeved shirts and blouses.   It should be a matter of common sense, whereas flip flops and shorts are not acceptable whereas chinos and a short sleeved shirt would be acceptable.

Hot weather is not unusual in the UK however the prolonged hot spell is.  It is therefore important that employers react sensibly to minimise discomfort in the workplace and to ensure that they have adequate weather related policies in place to deal with the issues set out in this article.

If you need any advice on implementing a weather related or any other policy mentioned in this article then contact Steven Eckett our Head of Employment and Senior Associate.  seckett@meaby.co.uk or contact us on 020 7703 5034.

 

Pizza Hut ordered to pay a schoolgirl compensation for sexual harassment

A schoolgirl aged 17 at the time who worked as a receptionist at a local Pizza Hut delivery branch has been awarded £15,800 by an employment tribunal after winning her claim for sexual harassment that she suffered at work.

The facts of the case are that the schoolgirl commenced her employment at the Hornchurch branch of Pizza Hut Delivery, a franchise, in June 2016.

From February 2017 a new manager arrived at the branch.   The new manager subjected the schoolgirl to a series of unpleasant incidents of a sexual nature which included shaking left over cheese and other toppings from his hands onto the girl’s face and clothes.   He also attempted to hold her hand, make physical contact by coming up behind her and whispering in her ear.  His advances were rejected by the schoolgirl.

Things came to a head in May 2017 when the manager physically touched the schoolgirl by hugging her and holding her hips without her consent.

As a result of the schoolgirl rejecting the manager’s advances, he reacted by shouting at her and finding fault with her work.  He also told her not to talk to others and he cancelled her shifts at short notice.

The schoolgirl also issued a grievance which was not properly investigated by the company and which did not address the points that she raised or provide any response to her complaints.

Consequently the girl issued a claim in the employment tribunal for sex discrimination and sexual harassment.

The employment judge had no problem in accepting the schoolgirl’s account of the events that had happened during her employment and held that the manager’s actions were unwanted conduct of a sexual nature which created an environment that was ‘intimidating, hostile and humiliating’, particularly given her age and the fact  that she was still at school.

The employment judge also commented that on the balance of probabilities the evidence of the schoolgirl was preferable to that of the Company’s witnesses where their evidence was inconsistent.

The schoolgirl was awarded £13,000 for injury to feelings, and also received an uplift of an additional 15% for the company’s failure to handle her grievance with added compensation for loss of earnings and interest.

This case illustrates that discrimination laws are still very much needed to protect vulnerable employees from such unwanted conduct and behaviour and that even young people are entitled to bring claims where they have suffered.

What is even more astonishing is that the case did not settle and that Pizza Hut have had to wash their dirty linen in public creating adverse publicity for the brand.   It was also found that there was no clear policy or procedures in place for dealing with sexual harassment which is also striking when considering their size and resources.

If you would like more information on implementing anti-discrimination policies in the workplace or have been the subject of discrimination then contact Steven Eckett – our Head of Employment and Senior Associate by e-mail seckett@meaby.co.uk or telephone 0207 703 5034

Landlord & Tenant Disputes – 5 common landlord-tenant fallouts and ways to avoid them

  1. Pay day rental arrears

Issue:
Tenant has forgotten to/ fallen behind on paying rent.

Solution:
Encourage you tenant set payment dates on or within a few days of pay day to avoid lack of funds being in their account and thus, defaulting on payments.

Set up a standing order to avoid delayed payments and relying on the tenant to remember to make payment.

  1. Cleaning

Issue:
Tenant fails to leave the property in good, clean condition when they vacate the property.

Landlord wants to retain the deposit for cleaning the property, tenant has a difference of opinion … dispute arises.  For the landlord to claim any of the deposit money, the costs have to be justified and evidenced to the deposit scheme holding the deposit, if not agreed with the tenant.

Solution:
If you organised a cleaner before the tenant moved into the property you could provide the details to the tenant so that the tenant can use the cleaner either during the term or before vacating the property.

Write to the tenant before the end of the tenancy to remind them of their obligations and enclose a copy of the check-in report (if applicable) and any photos from when they moved into the property to remind them of the condition to be expected on return (a tip taken from the Tenancy Deposit Scheme).

  1. Protect the Deposit

Issue:
You failed to protect the deposit and want to obtain possession of your property but cannot serve notice without returning the deposit.

Solution:
Always protect the deposit! Landlords must put a tenant’s deposit in a government-backed tenancy deposit scheme (TDP) if you rent your home on an assured shorthold tenancy that started after 6 April 2007. In England and Wales a deposit can be registered with:

  1. Deposit Protection Service
  2. MyDeposits
  3. Tenancy Deposit Scheme

There are options for obtaining possession where you have not protected deposit but it is best to seek advice in this scenario/

  1. Disrepair/ Damage to the Property

Issue:
A landlord has a duty to maintain the property and it is a tenant’s right.

Boiler broken, leak, damp on the walls, no running water – a headache for any landlord but must be resolved quickly. Failing to address issues promptly can prevent landlords from serving notices requiring possession and can leave them open to disrepair claims from the tenant. Often tenants will also withhold rent until the issue is fixed.

Solution:
Save time panicking and searching for a contractor and have a reliable handyman that you can use on call.

Use an agent – Agencies can also be a easy solution should you want to offload the stress of the problems. Agents will often work with a team of contractors to make sure problems are solved quickly no matter the time of night the tenant calls.

  1. Inspection of the Property

Issue:
You are claiming possession of the property and find there is a unauthorised individual or sub tenant in the property; or tenant has made alterations to your property.

Solution:
Regular inspections – not only do they flag maintenance issues, they can also tell you whether there are unauthorised individuals living in the property, that are not listed on the tenancy agreement. Subletting is not usually allowed within residential tenancies, and unchecked tenants could also cause disputes with neighbouring properties e.g. noise. Make sure you adhere to the requirements of notice (found in your AST) before entering the property.

If you have any concerns about any property litigation matter then it is recommended that you contact Aileigh Brough at Meaby & Co for timely advice: abrough@meaby.co.uk or call 0207 703 5034.

What is Financial Crime and how does it affect me?

Financial fraud is often referred to as “white collar crime”.  Financial Crime is defined as any type of criminal conduct relating to money or to financial services or markets, including any offence involving fraud or dishonesty, misconduct or misuse of information relating to a financial market, handling the proceeds of crime or even the financing of terrorism.

There are several forms of financial crime, and it can affect businesses, individuals, organisations and even nations in some instances.

Individuals can be the victims of financial crime and very often businesses also. For example, often a business owner may find out, too late, that an employee or a person with power or control within the business has carried out some form of financial fraud, thereby exposing themselves and the company to criminal prosecution.

There are several types of financial crime, including embezzlement, internal theft, payoffs and kickbacks and skimming.

Embezzlement is the illegal use of funds by a person who controls the funds.

Internal theft involves the stealing of company assets by employees, and often results in inventory shrinkage.

Payoffs and kickbacks occur when employees accept cash or other benefits in exchange for access to the company’s business. These are more often than not a form of bribery to encourage the employee who facilitates the access to a business opportunity.

Skimming occurs when an employee takes money from receipts and doesn’t record the revenue in the company accounts so it appears that the monies were never received.

There are other types of financial crime which includes where investigations are carried out by the SFO (Serious Fraud Office), HMRC, the FCA (Financial Conduct Authority) and the CMA (Competitions and Market Authority). There is very often an international element where serious fraud or financial crime is involved due to the ease with which funds can now be transferred around the world.

At Meaby & Co, we have extensive experience dealing with all aspects of financial crime, whether it is on behalf of a company or individual who is being investigated in relation to an allegation of fraud or financial misconduct, on behalf of an individual who has been a victim of fraud or a company whose employee or member has committed an act of financial fraud. We have dealt with matters which have an international element and have the expertise to guide you through what can be a very difficult time, whether you are an individual, a business owner or someone who is accused of a financial crime.

Contact Caoimhe Boyce at cboyce@meaby.co.uk to discuss any matters of concern further.