Have you been working too hard? Would you like to take a break to recharge your batteries? Perhaps it’s time you took a sabbatical.
What does sabbatical leave mean? A sabbatical leave is an extended time away from work that can last from two to 12 months. In some, it is as long as five years.
But a leave of more than three months is usually treated as a career break in service. This means your long period of service in the company will reset the moment you return.
Many people love a sabbatical or lifestyle break. About 62% of people in the United Kingdom said they would take one if possible.
People who go on a sabbatical often do so for a variety of reasons. They may take time off from work for personal development, do voluntary work, travel, study, or escape from work pressures. Others do it to care for kids or pursue a hobby.
A sabbatical leave is a great time to discover new things, re-energize, make new friends, and experience new cultures.
However, unlike in other countries, a sabbatical in the UK is often unpaid. The country has no sabbatical law or sabbatical leave policy UK.
Some companies offer sabbatical programs for career growth or loyal employees who have been with the company for a long time. During a three- to six-month sabbatical, they may pay an employee 40% of their salary. Others may offer unpaid sabbaticals to cut costs.
In most cases, your unpaid sabbatical will depend on company policy. Whether or not you can go on a sabbatical could be based on the length of your service, your performance, and whether someone can take your place when you are gone.
Since a sabbatical leaves in the UK is not required by law, it can be rejected by the company. This can happen due to an employee’s poor performance, not finding anyone to do their work, or the very nature of your job (policemen and soldiers are unlikely to be permitted to go on a sabbatical).
To be on the safe side, discuss the terms of your sabbatical leave in the UK with your employer. Learn how long you can take a break and return to your old job afterwards. You may be allowed to go back to the same job or return to a similar role with the same terms and conditions.
Ask for a sabbatical agreement to be signed by you and your employer before you leave. This should clearly state how long your unpaid sabbatical is, whether it can be extended, your employment contract during the break, and how long your employer is willing to wait for your return.
If you need help reviewing your sabbatical contract, get in touch with our friendly solicitors to know your rights. For more information, visit dvsolicitors.com, call 01234 350 244, or email firstname.lastname@example.org.
You have an important case that you want to be resolved as quickly as possible. Who do you call for help? Should you go to a lawyer, solicitor, or barrister?
To answer that question, it’s important to know the differences between these professions.
First, both solicitors and barristers are lawyers. A lawyer is a generic term that describes someone with legal qualifications and legal training. Some people refer to a lawyer as an attorney, but there is a slight difference.
A person who has studied law is called a lawyer, but not all lawyers practice law. This applies only to those who have passed the bar exam. An attorney is qualified to prosecute and defend clients in court, whereas a lawyer is not. Thus, all attorneys are lawyers, but not all lawyers are attorneys.
Both barristers and solicitors are licensed legal practitioners who can give legal advice. At present, there are about 15,000 barristers and 154,170 solicitors in England and Wales.
But there are differences too. To become a solicitor, a person must complete a vocational one- to a two-year course called the Legal Practice Course (LPC) after getting a Legum Baccalaureus (LLB) or Bachelor of Law degree or a graduate diploma in law (GDL). That individual must also pass the Solicitors Qualifying Exam.
A solicitor normally prepares the legal documents for the client during a court case. This person performs most of the legal work in a law firm or office.
While there are exceptions to the rule, most solicitors work behind the scenes in a law company or commercial organisation. They advise people, groups, or private companies who come to them for legal help, negotiate and hold discussions between parties to reach a legal agreement, and draft and review legal documents.
Solicitors deal with the paperwork and communication regarding their clients’ cases. Among others, they write contracts, documents, and letters. They also prepare papers for court.
As such, solicitors are regular employees with job security and other benefits. They work directly with clients, and their duties depend on their level of expertise. They can handle personal injury cases, family law issues, criminal law, and other cases.
In contrast, barristers must complete the vocational component of bar training after getting their LLB or law conversion course. They are required to work for a year under another barrister before they can work in chambers. This is the private office of a judge or judicial officer.
Unlike solicitors, barristers can represent or defend clients in court. While some solicitors can do this, they often hire barristers to handle complex issues. Barristers specialise in certain aspects of law like entertainment, sports, and family law.
Most barristers are self-employed, which means they have no job security. They work in offices called chambers which may be shared with other barristers. Law firms or organisations employ some.
Clients can’t approach self-employed barristers directly unless they go through a solicitor. The only exception is when the barrister is a member of the Public Access Scheme, which means people can go straight to them for legal advice.
Still, confused about these terms? Don’t hesitate to consult the friendly lawyers of DV Solicitors in Bedford, UK. We will carefully look at your cases and give you the right advice and attention you deserve. No problem is too big or small for us.
For more information, visit Best Solicitors in the UK - DV Solicitors - Yours Legally, call 01234 350 244, or email email@example.com.
Divorce is common in the United Kingdom. Studies show that the average divorce rate in England and Wales is 33.3%. This is based on all marriages over the past 50 or more years between 1964 to 2019.
In 2019, divorce rates also increased among opposite-sex couples to 8.9 divorces per 1,000 married men and women aged 16 years and over. Previously, that figure was 7.5 in 2018.
With all this happening, you’d think that divorce can take years to complete and entail many problems. However, the divorce process in the UK is not difficult. Uncontested cases can take as little as four to six months.
However, if couples cannot agree on financial matters, that’s when things get messy. At times, the long wait can stretch up to a year before a marriage ends and financial problems are resolved. Fortunately, you can easily file for divorce in the UK. There are now dedicated regional divorce centres to speed things up.
Previously, district judges had to check divorce papers that were filed at local county courts. HM Courts and Tribunal Service changed that.
Still, couples must wait for six weeks and a day before they can expect either a decree nisi (a document stating that the court sees no reason you can’t get a divorce) or a decree absolute (which legally ends your marriage).
Often, delays in divorce are caused by couples who try to find a solution to their problems. These delays can be costly and nerve-wracking, especially if couples can’t stop the inevitable. So, how do you get a divorce? To speed up the divorce process and avoid prolonging the agony, consider these things:
Agree with your spouse on the reason for your divorce
Agree on finances and contact arrangements for the children. Not seeing eye-to-eye on this matter can make things difficult.
Avoid making mistakes in your divorce papers. Seek legal help when needed to reduce errors that could further delay the process.
Before getting married, have a pre-nuptial agreement.
This is a contract that is decided between both parties explaining how the money, any properties and other assets will be used during marriage and how this will be divided if the marriage ends.
Having a pre-nuptial agreement can reduce headaches and diffuse arguments regarding finances.
Married couples can have a similar arrangement. This is called a post-nuptial agreement. It allows couples to make financial arrangements if the marriage breaks down. Lastly, don’t delay or ignore paperwork to save time and money.
These simple steps can prevent costly divorce proceedings and diffuse tensions. Instead of going to court, remember that it’s always a good idea to plan to make things easier if your marriage ends in divorce.
Divorce can be difficult, especially if you are unprepared to deal with it. That’s why it pays to get legal help. If you are considering getting a divorce, be sure to consult the caring and compassionate lawyers of Deo Volente (DV) Solicitors in Bedford UK. Our family law solicitors will give you the honest advice you need to resolve your problem quickly.
For more information, visit dvsolicitors.com, call 01234 350 244, or email firstname.lastname@example.org.
Is It Illegal to Quit a Job Without Notice? Do you hate your job? If so, you’re not alone. A lot of people in the United Kingdom (UK) feel the same way. A survey made by employment firm Investors in People found that 60% of all workers are unhappy with their current jobs.
They gave various reasons for leaving a job. One is that they feel trapped in certain roles and can’t escape or make any changes. Others said that they are not rewarded or recognized for their good works, especially in big companies.
This is true in one out of four people who resign because they think they are not valued anymore. Some are pressured into doing extra work, which puts a lot of strain on employees.
Some people leave their employment because their employers have seriously breached the terms of their contract.
To prove a successful claim of constructive dismissal, you will need to have at least two years of continuous employment with your employer. You will also need to prove that your employer has seriously breached your contract. This can include conduct such as:
When claiming constructive dismissal, the employee should resign immediately, stating clearly why they have been forced to leave their job in their letter of resignation. If the employee delays the resignation, then the employee may be deemed to have affirmed and accepted the employer’s conduct.
Whatever the reasons for leaving a job, some employees can’t take it any longer and would leave the company in a flash. Is this possible in the UK? Can you leave everything behind and start a new career without telling your employer about your plan?
That depends on the kind of job you have, the company you’re working for, and the kind of contract you have with your current employer.
In the UK, an employee who wants to resign is expected to warn or notify the employer. This warning is called a notice period which should be clearly stated in your resignation letter UK.
The notice period allows the employer to search for a suitable replacement and allows the employee to finish whatever needs to be done before leaving the company.
The notice of resignation is usually stated in the employment contract. Thus, it pays to read your contract carefully.
The notice period in your contract should be followed. Tell your employer if you agree to this or if you prefer a shorter notice period. If your request to reduce your notice period is not granted, no one can prevent you from leaving the company at once if you want.
However, depending on your job, not following the stated notice period can cause problems for the company.
If this results in financial difficulties for the company, you can be sued for breach of contract. This can happen if you occupy a senior position, are in charge of company assets, or have access to sensitive documents.
If the notice period is not stated in your contract, inform the company of your desire to leave at least a week before doing so. Tell your employer about this in your resignation letter UK.
Do this in your email or writing. To avoid misunderstanding, write how long your notice period is and when you plan to resign. The notice period starts on the day after you formally resign.
So think before acting. Before doing something, you might regret later, be sure to consult the professional lawyers of Deo Volente (DV Solicitors in Bedford), UK, for the right legal advice regarding your notice period and other important details of your employment contract.
Our friendly team of lawyers will carefully review your contract and explain your rights as an employee. Our employment solicitors can also help if you are facing legal action from your previous employer.
For more information, visit DV Solicitors – Solicitors in Bedford, call 01234 350 244, or email email@example.com.
Human errors occur, even in the medical field. But what if a healthcare provider has injured you?
As patients, we all have the right to place our trust in healthcare professionals and entities to give us proper treatment and quality care.
However, human errors are inevitable and can happen even in the medical field.
Despite our reliance upon medical professionals’ oath, there are unfortunate circumstances when patients suffer more harm or injury due to negligence.
If you believe this has happened to you, your family, or a friend, a legal claim might be your best way to receive compensation for your injury.
Apparently, serious medical negligence commonly happens worldwide, including in the UK, with over 10,000 medical negligence cases reported to the NHS from 2018 to 2019.
When you have a medical procedure performed on an outpatient basis or had treatment in the hospital, you take it for granted that doctors, nurses, and other health workers treating you will correctly perform a proper and safe procedure.
It can be miserable for patients to be left clueless about dealing with the traumatic consequences of medical negligence.
If you suffered an injury due to your doctor's incorrect treatment or failure to treat a condition appropriately, you might opt to seek legal help.
Furthermore, you may have a valid claim when your doctor or healthcare provider did not act in a manner consistent with the medical standards.
How We Can Help
With over 20 years of combined experience as Medical Negligence and Personal Injury solicitors serving Britain, we have the knowledge it takes to take on the most challenging medical negligence claim or personal injury case.
If you feel that you, a loved one, or a close family member has been the victim of negligent care by a medical provider, we will help you gather evidence to prove negligence on the part of your treating provider. However, it would be helpful if you do so before the statute of limitations for medical negligence claims in the UK.
We know how stressful it can be to seek the justice and compensation you deserve.
At Deo Volente, we will work to lessen your burden and advocate for your needs. Medical negligence cases often involve demanding and substantial amounts of time, effort, and money. For this reason, we manage as many of these aspects as possible, ensuring you don’t have to worry about added stressors during your difficult time.
No Win No Fee Compensation Claims
We work on a contingency fee basis, offering a No Win No Fee Arrangement, which means we do not charge you any fees unless you receive compensation for your claim.
Get in touch with us today for a free consultation. One of our personal injury solicitors will answer your questions and help you decide what steps to take next.
There are no fees unless and until we recover compensation for you and your family.
When you’re ready, our Medical Negligence Solicitors are here to help.
Are you being bullied or harassed at work? If so, you’re not alone. According to Safe line, a registered charity that helps and supports sexual abuse survivors, workplace harassment is common and affects over half of women in the United Kingdom (UK).
A survey made by the Everyday Sexism Project and the Trades Union Congress revealed that 52% of over 1,500 women experienced unwanted sexual behaviours at work. In women aged 16 to 24, the percentage was higher (64%).
Equally disturbing is that managers or persons of authority perpetrated many incidents of workplace harassment in the same age group. Safe line said these incidents include unwanted touching, groping, kissing, or inappropriate jokes that were often excused as “harmless banter.”
Harassment at the workplace is any behaviour that is unwanted or offensive. This behaviour makes the person feel uncomfortable, scared or humiliated. This includes verbal harassment in sexual comments, jokes, photos; and physical harassment like touching a person’s back or breasts and kissing.
Safe line said workplace harassment could affect the mental and physical health of women. This is a form of unlawful discrimination.
While there are laws to protect women and make them feel safe at work, the sad truth is that only 1% of victims of harassment report these incidents. Safe line said the women surveyed didn’t complain because they were scared that doing so would affect their careers and working relationships. Others were ashamed or embarrassed to complain, while the rest believed that no one would listen or believe them.
However, workplace harassment isn’t the only problem faced by employees. Bullying is another.
In 2020, THIIS magazine reported that more than 70% of UK employees were bullied at work or witnessed it in the last three years. The study involved employees of 131 companies.
Of that number, 35% said they were victims of bullying in the workplace, which often took the form of too much work. Another 20% had witnessed workplace bullying or were victims of unfair treatment at work.
Spreading malicious rumours was named 16% as a common form of bullying in the workplace, while another 16% identified this as being ignored and excluding one’s contribution at work.
Bullying and harassment are similar because both hurt or harm another person emotionally or physically. The main distinction is that bullying victims often struggle to defend themselves, and the bully has more power in terms of social status, physical appearance and is more intimidating.
As in harassment, 46% of employees said they didn’t report bullying at work, while 33% said they would rather talk to the bully directly than raise the problem with management.
When dealing with bullying or harassment at work, it’s best to consult workplace harassment solicitors. The professional lawyers of Deo Volente (DV) in Bedford, UK, are trained to help victims deal with these problems. In addition, we offer personalized legal services that are tailored to your needs.
If talking to your manager or human resource department doesn’t work, you can take legal action against your employer since the company is liable if employees suffer from harassment.
Many nurses have died from COVID-19, and they deserve no less than a 12.5% increase in pay because of their hard work.
This was stressed by the professional lawyers of Deo Volente (DV) Solicitors in Bedford, United Kingdom (UK), which supports the plea of the Royal College of Nursing (RCN) to increase the pay of nurses by 12.5%.
The law firm said this would ensure that nurses are treated fairly and will continue to provide important services that are vital to the National Health Service (NHS) and patients.
“A fair NHS will also mean a safe NHS,” according to Qamar Rehman, the founder and senior partner of DV Solicitors. “Raising the pay of nurses is a sure way of acknowledging their dedication during the pandemic.”
In 2020, more than 600,000 nurses were working in the UK, according to Statistica. Of the NHS’s total workforce of 1,093,638, qualified nurses numbered 311,380 in March 2019.
Unfortunately, a lot of these tireless front liners have been killed in the line of duty. The Independent said the COVID death toll among nurses had reached 1,500 as of October 2020.
According to the International Council of Nurses (ICN), this is the same as the total number of nurses killed during the four years of World War One, according to the International Council of Nurses (ICN).
However, the ICN believes that the figure could be higher since it only included data from 44 countries. It called the lack of proper data on the deaths of healthcare workers “shocking.”
An analysis of global infection rates by the ICN suggests that as many as 20,000 healthcare workers (including nurses) have died from COVID-19. But this has yet to be substantiated.
Regardless of the number of deaths, the RCN said the proposed 1% pay increase is not enough to cover the nurses’ work during the pandemic. It called on members to ask for more as part of its Fair Pay for Nursing Campaign.
The RCN added that fair pay would attract more people to the profession. This ensures that more experienced workers will remain, which is good for patients.
DV Solicitors said the pay raise is one way of curbing the rise of medical negligence, which is common in the UK. This happens when the doctor makes the wrong diagnosis or gives a delayed diagnosis. Other signs of medical negligence are wrong prescriptions and mistakes during surgery.
Victims of medical negligence may be entitled to compensation. In the UK alone, there are more than 10,000 medical negligence claims made yearly. The NHS receives about 4,000 complaints weekly or 600 daily.
To see if you are entitled to compensation, consult DV Solicitors. You can also download their MedNeg App from Google Play or the App Store. This handy app was designed to help users with their medical negligence claims.
Are you Facing Discrimination and Prejudice in the UK?
Around three million Muslims live in the UK, and London is home to nearly 1.26 million Muslims, making up 14.2 percent of the capital's population, according to 2018 statistics.
Whilst anti-Muslim prejudice is already a massive problem in the country, unfortunately, there is next to no understanding of the widespread bigotry and discrimination against Muslims and failing to bring the society together despite the pandemic.
There widespread belief in society is that the Muslim communities are evolving faster than non-Muslims and the same proportion thinking Islam is rooting to replace British law with Sharia.
This has aggravated more hostile views and far-right conspiracies of ‘race replacement’ that Muslim populations are growing at a rate twice as much as non-Muslims.
The mainstreaming of the mentioned false misinformation can lead to broader retribution against Muslims, affecting the Muslim communities in various aspects.
For this reason, we, at Deo Volente solicitors, are dedicated to addressing and tackling these developing issues that are being used to push divisions further, especially when community solidarity is of maximum importance.
For decades, Deo Volente has been offering Islamic legal services to our brothers and sisters in the Muslim communities, responding to their unique needs by establishing specialised services and technologies which bridge the gap between various aspects of the law.
If you are involved in a situation that you believe may include discrimination or a breach of human rights law, you can put all the records and pieces of evidence you are involved in together and may seek advice.
Our experienced Human Rights Solicitors will be with you to assist you with your matters.
At Deo Volente Solicitors, our Islamic law experts understand the beliefs, expectations, and requirements associated with Shari’a recognised under UK law, including
Our specialist team is dedicated to assisting in the preparation of Islamic wills, dealing with the question of finance according to law, and sensitive personal and business issues for Muslim people in areas of law that include conveyancing, wills, and estates, questions of family law, sale and purchase of business interests, mediation of conflicts and general advice law.
If you belong to the Muslim Community in The UK and have been facing discrimination, prejudice, or Sharia related matter, do not hesitate to reach out to us today.
Talk to one of our friendly Islamic Solicitors and get a free consultation.
Do You Belong to The Pakistani Community In the UK and need Legal Assistance?
The Pakistan-born population in the United Kingdom is the largest Pakistani community in Europe, with over 1.17 million based on the 2011 census, placing British Pakistanis as the second-largest ethnic minority population in Britain and making up the second-largest subgroup of British Asians.
The contributions of Pakistani immigrants to the business and economic standing of the UK are indisputable; there are still many obstacles that can impact an individual's immigration to this country.
This is further aggravated by the strict nature of U.K.-Pakistan relations and sanctions that can affect visa applications and deportations and the UK’s post-Brexit immigration rules.
Many individuals originally from Pakistan who immigrate to the UK do so to either join their existing family already living here or to settle themselves so fellow family members can join them later. Meanwhile, some Pakistanis immigrate here for studies and then seek to establish a career and permanent residence.
At Deo Volente, we value the family ties, desire for higher education, and entrepreneurial spirit showcased by Pakistani families. We extensively pursue each immigration case, involving those that accomplish the reunification of hard-working families.
Whether you have a family member in Pakistan who wants to immigrate to the U.K or who is already here and may face deportation, or you have a legal case back in Pakistan, you can always reach out to us offer you legal advice as well as assistance.
At Deo Volente Solicitors, we strive to meet the Pakistani communities’ immigration needs within and outside the UK’s borders. With a deep understanding of Pakistani immigrants' difficulties, our Immigration specialists of Pakistani roots are ready to help you and your family in the best way we can.
If you currently face criminal charges that may result in your deportation, our top Immigration Solicitors in the UK from Deo Volente are prepared to fight for your ability to stay in Britain.
To make communication way easier for our Pakistani clients, all of our experienced immigration experts speak Urdu.
Let’s make your dreams a reality.
Do you have some existing legal issues here in the UK or back home in Pakistan?
Let us take off your stress and let us handle your matters right away!
Are you struggling to get through a rough patch at your workplace?
Your workplace should be a safe space for personal and career advancement. Apparently, there are times when some employees are subjected to unfair and illegal conditions by exploitative employers.
Most workers lack knowledge about their workplace rights or maybe scared of opening up against their employer in fear of recrimination.
These labour violations can lead to lost wages and benefits, missed opportunities for advancement, and unneeded stress.
Many people can expect at some stage in their careers to get legal advice from an employment solicitor.
For any employee, it always pays to address critical issues before they become a serious issue.
Unjust and discriminatory labour practices against employees occur in many forms, involving wrongful termination, prejudice, harassment, failure to give a reasonable accommodation, refusal of leave, employer retaliation, and wage and hour violations.
Workers who feel they are victims of these unethical practices by their employers may not be aware of their rights or may be frightened to speak out against their employer for fear of retaliation.
At Deo Volente, our specialist team is a recognised leader in employment law within the UK. Our best employee solicitors are dedicated advocates for fairness in any workplace and your career.
Our mission is to help you ensure you get rewarded fairly and continue working productively. We believe that giving your valuable time, skills, and commitment to your employer’s service is a significant element in any organisation.
Our team of friendly solicitors at Deo Volente give expert legal consultation and services to a diversified range of clients, including unfair dismissal compensation.
We deal with a variety of civil litigation cases, including unjust labour practices against employees.
Our qualified consultants possess the knowledge, dedication, and experience required to represent workers in a wide range of labour disputes.
You are in safe hands with us.
If you believe you may have been a victim of unfair or illegal treatment in your workplace, do not hesitate to reach out to us today so we can advise you of the open options available.