Disputes between shareholders in private companies rarely remain contained. What begins as a disagreement over management, dividends, or strategic direction often escalates into entrenched deadlock, with the business itself bearing the strain. In such circumstances, waiting for matters to resolve themselves is seldom prudent. Early consideration of exit routes can preserve value and limit risk. Most disputes arise where shareholders are also directors, or where control sits w

In civil disputes in England and Wales, the Pre-Action Protocols are too often dismissed as a procedural nuisance. They are nothing of the sort. They are a mandatory stage of the litigation process, and treating them lightly is a costly error. The Protocols form part of the Civil Procedure Rules and apply before proceedings are issued. Their purpose is clear: early exchange of information, encouragement of settlement, and the proportionate conduct of litigation. Courts expect

Yes. An employee can be dismissed without warning in the UK, but only in defined circumstances. Whether the dismissal is lawful depends on the reason for dismissal, the employee’s length of service, and the procedure followed. Dismissal Without Warning: The Legal Framework UK employment law does not impose a universal requirement for warnings before dismissal. Warnings are a matter of fairness rather than an absolute legal rule. In some cases, dismissal without warning is ent