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Monday, 23 March 2015

Rollingsons successfully acts in complex surrogacy case

JeeteshThe Head of the Family Law Department at Rollingsons, Jeetesh Patel, recently successfully acted for the applicants in the case of R and S v T (Surrogacy: Service, Consent and Payments) [2015] at the Royal Courts of Justice on 13th March 2015.

This was an application for a parental order from R and S, a couple in their early sixties who have been married for 38 years, concerning twins aged 18 months who were born following a surrogacy arrangement entered into by the applicants in a surrogacy clinic in Ukraine. Commercial surrogacy arrangements are permitted in Ukraine. The applicants had spent many years trying to conceive a child of their own.

Monday, 9 March 2015

Three key types of restrictive covenants

hand-writing-1094969-mRestrictive covenants are used to protect business interests by preventing employees from competing with them after they leave. However, many employers don’t understand how they work and some employees may be unaware of how their terms could affect them post-employment. In this blog post we will look at the three most commonly used restrictive covenants.

Thursday, 5 March 2015

Eye surgery and negligence claims

frame-on-eye-chart-1152188-mLaser eye surgery is more readily available than it has been in previous years. Laser eye surgery can be used to improve vision and reduce the need for glasses or contact lenses and surgery can take place to remove cataracts and repair retinas. However, while many treatments improve the vision and quality of life of patients, there are occasions where, due to negligence, mistakes are made. If this happens then a patient may be able to make a case for compensation.

Tuesday, 3 March 2015

Enforcing a restrictive covenant – what are the options?

office-3-217825-mIn our recent article we looked at how restrictive covenants can be used to protect businesses from losing out when an employee leaves, provided that there is a legitimate business risk. Restrictive covenants must be expressly agreed to by the employee in their contract in order for them to be valid, but what happens when they leave and you suspect they may be breaking these conditions?

To stop an employee from breaching the conditions of the restrictive covenants in their contract an injunction could be obtained, provided that there is some evidence of on-going wrong-doing (i.e. proof the employee is breaking a particular covenant).