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Training Contract Selection

After all the late nights, coffee and frantic searches of your workshop notes trying to recall the cost consequences of failing to beat a defendant’s Part 36 offer, the obligatory LinkedIn graduation posts, you finally wave farewell to the academic period of your legal career. Then, if you’re anything like me, the search to secure your training contract begins.

You hunt for the upcoming application deadlines, subscribe to all the latest commercial awareness newsletters you can find and join the ranks of your fellow graduates in the search to find the golden ticket that is your training contract.

The Application

When I began applying to firms, I soon found it was the norm to be subjected to abstract assessments concocted by Messrs Watson Glaser. I was presented with endless multiple choices to assess my verbal and logical reasoning, each one an attempt to obliquely determine my suitability through a series of ones and zeroes. I began to see my career in law as a never ending list of lettered and numbered choices and my future employers as statisticians, reviewing every remark I made and running it through a system which processed my character and whether it was ‘optimal’, according to current industry trends.

That was until I applied to Lanyon Bowdler. For the first time in my search for a training contract I found a firm that was interested in me. Rather than being asked what order I would respond to events in a hypothetical situation, they wanted to know who I was and what I could do. I sat down and, for what felt like the first time, prepared my application based on my background and skillset.

The Interview

To my excitement, I received an invitation for an interview. I say ‘interview’ but the whole process felt like a chat with genuine people who wanted to get to know you. I was fortunate enough to be asked back for a second interview where my practical knowledge of the law was assessed, although not through abstract scenarios which were run through an algorithm and scored as a percentage – as had been my experience before – but through talking about a case study with real lawyers who had years of experience and who understood there was more than one answer to a situation.

As a mature candidate, having completed my LPC at 32 years old, I had a great deal of practical experience on my CV, which the interviewing partners were keen to discuss and which would not necessarily have translated through the impersonal approach adopted by a majority of firms.

Lanyon Bowdler’s Approach

The personal approach that LB takes in selecting its trainees is its greatest strength. You meet the partners early on; they talk to you, on a personal level, and see what sort of candidate you are for themselves. I remember, during my first interview, being told the reason the firm takes this approach is because they aren’t picking faceless trainees who just check boxes and don’t have any stake in the work they perform, they’re choosing future associates and partners.

I’ve found this ethos to be true in the work I had the privilege of completing during my training period. From my first seat I was involved in high level work which, admittedly, at first was daunting but I always had a direct line to my supervising partner and other experienced solicitors, so I was never put in a situation where I was out of my depth.

The team at LB wants to develop you to be the best solicitor you can. I found, during my training, that I was exposed to all aspects of life in practice; I was encouraged to take part in networking and business development early on and discovered that life in practice is more than just drafting, note taking and research. I was taught about the importance of making connections with clients and seeking out new business; not to just rest on your laurels and expect work to come to you.

At every point in my training I felt as if I were put at the centre of decisions, I was able to meet with partners regularly and have a say in which department I would gain experience in next. I felt I was able to shape my training to suit the career I wanted, and was actively encouraged by the firm to do so.

After all the time, effort and care which had gone into my training I felt I was ready to take on life as a newly qualified solicitor and was delighted to be given the opportunity to do so as a dispute resolution solicitor at Lanyon Bowdler.

For more information, please visit our training contracts page.

Unity Is Strength - Starting a New Job During a Pandemic

Starting a new job is always an exciting and nerve-racking experience; new surroundings, new people, new technology. Starting a new job just before we all went into lockdown due to the Covid-19 pandemic has added to those feelings and difficulties. This is the experience that I, and many more people in the country, have found to be the case.

Over the past few months, the Covid-19 pandemic has forced many workplaces to shift how they operate their business and think about new ways of working. We have now settled into a world of widespread remote work and also a new way of office life.

As a “new starter” I firstly had to meet my new colleagues and team and try to get a basic understanding of office procedures and the new job that I was starting. Following on from induction training and armed with this new information, I came into the office - for just over two weeks - and then the world changed, our domestic way of life changed and the office emptied overnight as many were advised to work remotely.

'Unity is strength…when there is teamwork and collaboration, wonderful things can be achieved.'
Mattie Stepanek

Despite the challenges that remote working versus office working has brought, new work friendships have emerged across the team and the wider workplace. The smaller group of people which has come in every day has become not just colleagues, but friends and teachers. The “new” office team has welcomed and helped me to adapt, offering both physical and mental support and advice; as has the remote team, advising and supporting from home via email, WhatsApp and Zoom. Covid-19 working has definitely brought a whole new outlook and way of thinking and working.

This renewed emphasis around collaboration has led to greater group support both mentally and physically; we have all been there for each other – even just a “morning” has helped to kick start the day. I am sure all “remote” office staff members have felt a renewed sense of community, as we have helped each other support the wider organisation. My advice to other new starters would be, try and meet other staff around your organisation; don’t be scared to ask for help and be supportive to others – you may have skills and advice which could help them.

Appendicitis – The Importance of Prompt Treatment

The average appendix measures 9cm in length and most of us have one. There has been much debate between scientists as to the purpose of the appendix from enabling us to digest a diet of leaves and tree bark once upon a time to protecting beneficial bacteria living in our gut. One thing they can agree on, however, is that we don’t necessarily need one.

So why am I dedicating a blog to what can essentially be viewed as a useless organ?

The answer is that having this tiny tube (it measures 6mm in diameter) can potentially be life threatening if it becomes inflamed; a condition known as appendicitis. Appendicitis is a common condition that develops when a blockage or infection develops in the appendix and, generally, will only become worse without treatment.

What Do the Symptoms of Appendicitis Include?

Symptoms of appendicitis include pain, nausea, vomiting (which is generally green), diarrhoea and fever. Classically, the pain comes and goes in the middle of the stomach before moving to the lower right hand side where the pain remains severe and constant.

If appendicitis is missed, the ‘bad’ bacteria continue to multiply causing the appendix to become more and more inflamed as it fills with pus. By on average 48 – 72 hours after the onset of symptoms, the appendix bursts under the pressure of the inflammation and the pus begins to spread throughout the abdominal cavity; a condition known as peritonitis which becomes fatal if the infection enters the blood stream. It is therefore vital that appendicitis is diagnosed and treated as soon as possible.

What Is the Treatment for Appendicitis?

Treatment for appendicitis almost always involves the removal of the appendix via keyhole surgery or a small incision in the right lower abdomen. However, when the appendix bursts and the infection becomes widespread, it can be necessary to operate through an incision along the middle of the abdomen. This is because in addition to removing the appendix, the surgeon will need to wash out the area thoroughly to remove the collections of pus that may have formed (abscesses) and to go some way to treating the infection. Patients who require this treatment will usually require a longer hospital stay, IV antibiotics and drains (either during the original surgery or subsequently). These patients will inevitably be left with an extensive scar and can be left with long term complications including altered bowel habits and in women and girls a compromise to their future fertility.

Not everyone presents with the classic symptoms of appendicitis and it is not uncommon for symptoms attributed to gastroenteritis (inflammation of the intestines) or a urinary tract infection by medical professionals. However, appendicitis should always be safely ruled out before conclusively reaching a diagnosis as to another cause of patient’s symptoms because of the serious complications that can occur if appendicitis is missed. This is usually done through a combination of blood tests, a CT and/or ultrasound scan.

Unfortunately, we act for a number of clients for whom this did not happen. As a result, their appendix burst and/or their infections continued to develop and they have suffered avoidable injuries as a result.

If you or someone you know has been affected by a delay in diagnosis and/or treatment of appendicitis which has resulted in them suffering a worse outcome than they might have otherwise had, please contact our specialist team for advice.

2020: A Year of Planning Changes

This year has seen a rash of planning changes, particularly since March. Some changes have been made to enable the planning system to operate during the global pandemic, while others are more about using the planning system as a tool to restart the economy after three months of lockdown.

We have written in previous blogs about the time-limited right, introduced in March 2020, for restaurants, cafes and pubs, which were closed from 23 March to 4 July, to provide a takeaway service without the need for planning permission. Unless extended by the government, this right will end on 23 March 2021.

In April, new permitted development rights came into effect to allow local and health authorities to carry out development, whether erection of buildings or changes of use, to deal with health and other emergencies. These changes, which are a response to the global pandemic, are neither temporary nor confined to the coronavirus emergency.

We also wrote about the temporary relaxation of duties of planning authorities to publicise planning applications and documents and to make documents available at their offices for inspection by members of the public and the possible effects it was or could have. The changes make it possible for planning authorities to produce these documents online. Similar changes were made in July with respect to the obligation for authorities to keep physical copies of local plan documents for members of the public to inspect. The changes are in force until the end of 2020.

Regulations, which came into effect on 1 August, were made to tidy up parts of the 2015 General Permitted Development Order, to grant new permitted development rights in relation to residential development and also to extend certain temporary use rights for the holding of markets and for motor car and motorcycle racing.

The most significant change in these regulations is the new permitted development rights which allow for the construction of up to two story "new dwelling houses" immediately above the top floor of a block of flats.

There were also tweaks to the permitted development legislation which include clarifying that applicants and local planning authorities can agree to a longer period of determination for prior approval applications. We have reported on the on-going litigation about this issue. .

The regulations also introduce a further consideration for the relatively recent permitted development rights to convert buildings, including agricultural, office and commercial to residential buildings. The consideration is whether the building allowed for adequate natural light. The residential units that have resulted from these permitted development rights have been criticised for being sub-standard homes without basic amenities like natural light or garden space. These deficiencies have been very apparent during the lockdown to people who live in these units.

Two sets of regulations were made on 21 July. The first which took effect on 31 July, allows for the replacement of redundant industrial and office buildings with houses and blocks of 1990 flats as long as the building being replaced was built before 1 January 1990. The second due to come into force on 21 August, allows for the construction of two storeys of flats on top of dwelling houses or buildings in commercial and mixed uses.

The Town and Country Planning (Use Classes) (Amendment) (England) 2020 are due to come into force on 1 September. The regulations create a new use Class E which replaces use classes A1 (shops), A2 (financial and professional services), A3 (restaurants) and B2 (light industrial and business uses) so that developers will be able to change between these uses without the need for planning permission. The government hopes that this will have the effect of kick-starting the recovery of high streets across the country.

In addition, there will be new use classes F1 and F2 for learning non-residential institutions and local community uses which replace the previous non-residential and assembly use classes D1 and D2.

Finally, on 6 August 2020 the government launched a White Paper entitled’ Planning For The Future’. The documents and the recommendations within are branded as an overhaul of “an outdated planning system” and was described in gov.uk's press release as "landmark reforms to speed up and modernise the planning system and get the country building".

Significant proposals include the replacement of the planning system with a rules-based system and a new national levy to replace the current system of developer contributions which consist of Community Infrastructure Levy payments and Section 106 agreements. Land is proposed to be designated by local communities into the following categories-for growth, for renewal, and for protection.

Another significant proposal is an obligation on local authorities to agree their local plans within 30 months. The government's detailed brief (https://www.gov.uk/guidance/planning-for-the-future-explained) is critical of the fact that it often takes authorities several years to complete the local plan process but in my experience this is often a result of complying with the statutory requirements, ensuring sufficient public participation, dealing with planning and legal challenges and lack of resourcing within planning departments.

The government pledges to continue to protect Green Belt land and green spaces and states that the focus will be on small and medium sized builders and more building on brownfield, or previously used land.

As always with planning changes, a focus of the white paper is building more homes which are environmentally friendly and its aspiration is to ensure that everyone has a chance at a beautifully designed home, which is affordable and also in the area that they want to live. Its purpose is also to stimulate the economy and the construction industry.

The planning system has been over the decades subject to changes which amount to, in my view, more than "fiddling around the edges" as described in the forward to the white paper. The consistent challenges with any changes are resourcing and implementing them and balancing them against local democracy, public participation and economic realities. Another challenge with any change to the system, whether the ones proposed in the white paper or the changes over the last decades is allowing enough time for the changes to have the desired effect.

Interested persons have 12 weeks, which is until 29 October 2020, to respond to the consultation on the white paper.

Please contact me for any advice in relation to planning issues.

Injury Prevention Week 17-21 August 2020

As Lanyon Bowdler is an Association of Personal Injury Lawyers (APIL) accredited firm, I was pleased to hear that APIL had decided to expand their Injury Prevention awareness campaign to a full week, 17 - 21 August. With schools going back in the coming weeks across the country due to the easing of lockdown, I have carefully been thinking about road safety, in particular concerning children. As a busy mum of three young children, road safety is always at the forefront of my and my husband’s mind whenever we are walking with our children. We are perhaps a little too cautious however and do not let them walk too far on their own. During lockdown, I have been able to spend more time with the children and have taken more family walks than we would previously have done (I will admit this shamefully!).

My eldest has just turned 11, meaning come 2 September she will be one of the cohort of new starters at her secondary school. The shear scariness of starting a new school aside, she was concerned about the walk to and from school, as were we. We gave this some serious thought as the route will require her to cross a busy major road and navigate her way around a large roundabout on the major road. Test walks have been carried out and a plan is in place for family Moulton come return to school time.

All of these considerations gave me pause for thought. I have been involved in many cases over my 10 years in the personal injury department at Lanyon Bowdler and have seen many child pedestrians injured by drivers not paying attention or driving too fast.

The Highway Code Rule 204 states that: “The most vulnerable road users are pedestrians, cyclists, motorcyclists and horse riders. It is particularly important to be aware of children, older and disabled people, and learner and inexperienced drivers and riders”.

Children are especially at risk during school pick up and leaving times, given their uniforms are generally of dark colour making them less visible when walking to or from school. A child is certainly less likely to be seen immediately by a driver than an adult would be.

Accidents involving pedestrians can cause injuries ranging from something minor to something more serious, leaving them with permanent physical and/or cognitive impairments and on occasion can be fatal. The Department for Transport conducted a review on child casualties in 2015 and concluded that children under 16 are the most vulnerable road users. This is due to them not being experienced and as well educated about using the road as most adults.

The charity, Brake, has also carried out research and in 2018 found that of 456 pedestrian deaths that year in the UK, 48 were children.

When faced with a personal injury claim, a Court will usually take the view that a vehicle is a lethal weapon, putting a high burden upon any driver when considering any reason they may put forward such as “they came from nowhere”. A Judge is often likely to take this as evidence that the driver was not sufficiently paying attention.

Even if a driver is found to be at fault insurers often allege contributory negligence against the pedestrian. Courts have to take into account the degree of blameworthiness and the contribution the negligence makes to the accident and injuries. A Court will assess the facts of each case to determine apportionment of liability between the parties. This is not easy to do between a child and a driver. This is where the burden is greater upon a driver of a “lethal weapon”.

Children are not adults and may not have the same level of self-control as an adult in dangerous situations. Case law indicates the level of contributory negligence increases as they get older.

Since no two cases are the same, this can be where the difficulty arises. Even though a Judge may find the defendant negligent for not keeping a proper lookout, they will also take into account the child’s age and actions, and apportion some blame to them as the Judge may be of the opinion that the child should have been aware of the dangers of crossing the road.

With the easing of lockdown I would urge parents to spend time during the remainder of the holidays in ensuring their precious little ones are up to speed on road safety by learning or being reminded of the Green Cross Code. I certainly will be. Prevention is better than cure as they say!

Proposed Changes to the Planning System

At present the world of planning and development is at the forefront of government reforms. There is an ongoing consultation into many changes within the planning system. This consultation seeks input into proposed changes to the planning system, including: changes to the standard method for assessing local housing needs, securing of first homes through developer contributions, temporarily lifting the small sites threshold and extending the current Permission in Principle to major development. In the coming months, it is likely that major changes will be considered and that many of these will be implemented.

To prepare for these changes, it is useful to understand why they are necessary.

Why Are Changes Being Proposed?

Firstly, the planning system that we follow today was put in place in 1947. This means that our guidelines were put in place only 2 years after the Second World War. Since then, many changes have happened externally, and although it has been reformed many times, the basic system has not, in the government’s view, been updated to reflect the years of development.

Secondly, the system now works best for large investors and companies, and is often impenetrable for those without the resources to manage a costly process. To implement a simpler framework would allow for a better support system and a more fair and competitive market. With a greater diversity of developers, England is likely to house a stronger foundation for the planning communities.

Since 2010 the government has introduced planning reforms to improve the outdated system. In 2010 only 17% of local authorities had local plans in place and now 91% of local authorities have plans. These changes have helped to shape the consultation that is currently ongoing and the viewpoint of many individuals and developers countrywide.

What Are the Proposed Changes?

Currently, planning decisions are discretionary rather than rules-based. Almost all decisions to grant planning permission are decided on a case-by-case basis. Given the number of applications that are being received daily in 2020, compared to the number in 1947, it is evident that this process needs to change. It is being proposed that a clear set of rules would be much more suitable for this process.

Secondly, it has been proposed to extend the current Permission in Principle to major development so that landowners and developers have a fast route to secure the principle of development for housing on sites without having to work up detailed plans first. This aims to speed up the planning process, encourage building and development during these uncertain times, as well as into the future, and to create a fairer system.

Furthermore, one of the most prominent proposals is the simplification of Local Plans, to focus on identifying land under three categories. These three areas are: ‘Growth’ areas suitable for substantial development, ‘Renewal’ areas suitable for some development and ‘Protected’ areas where development is restricted. The main aim of this proposal is to reduce the time it takes to secure planning permission. By having a simplified process in place, with an easier application process, it will be much less time consuming, for both the applicant and the local authority.

Subsequently, the plans refer to the local planning authorities being given greater responsibilities in terms of identifying sub-areas in their ‘Growth’ areas for self- and custom-build homes, so that more people can build their own homes.

As well as the above, temporarily lifting the small sites threshold below which developers do not need to contribute to affordable housing, will ensure adequate affordable homes are being built across the country.

What Changes Are Soon to Come into Force?

In the meantime, there is a lot of talk surrounding the planning sector at current and one of the main upcoming changes centres around how the planning system will work for commercial premises. From 1 September 2020 there will be a new Class E group, which will replace the following classes:

  • Class A1 - shops;
  • Class A2 - financial and professional services;
  • Class A3 - restaurants and cafes; and
  • Class B1 - business.

This will mean that planning permission will not be required for a change of use of premises within this new use class.

Given the current climate and the changes that have come about due to the Coronavirus Pandemic, many businesses and premises will perhaps become redundant and undesirable. Amending the rules in relation to planning consents is a first step to tackling the challenges that many commercial premises owners, and others, will face.

Help and advice

If you would like any guidance or advice on matters relating to any of the above, or otherwise, please do not hesitate to contact our property and planning departments at Lanyon Bowdler for more information.

Job Retention Bonus

On 31 July 2020, HMRC published a policy paper providing further details on the Job Retention Bonus (JRB), originally announced by the Chancellor on 8 July 2020.

The policy paper confirms that the JRB will be a taxable one-off payment of £1,000 for every employee who an employer previously claimed for, correctly, under the Coronavirus Job Retention Scheme (CJRS) and who remains continuously employed until 31 January 2021.

Employers may claim a JRB in respect of employees who transferred to them where either TUPE applies (or would have applied but for the previous employer's compulsory liquidation) or the PAYE business succession rules apply, only if the transferring employees were successfully claimed for under the CJRS by that employer (as opposed to only by the previous employer).

Employers will be able to claim for employees who:

  • Were furloughed and had a CJRS claim submitted for them that meets all relevant CJRS eligibility criteria.
  • Have been continuously employed by the employer from the most recent CJRS claim in respect of that employee to 31 January 2021.
  • Have been paid at least £520 a month on average between 1 November 2020 and 31 January 2021 (a total of at least £1,560 over the three months).
  • Have up-to-date Real Time Information (RTI) records for the period up to 31 January 2021.
  • Are not serving a notice period that started before 1 February 2021.

Subject to these criteria, employers can claim a JRB for all employees including office holders, company directors and agency workers (including those employed by umbrella companies).

Employers will be able to claim the JRB from February 2021 through a government website.

The policy paper states that more details of the process will be published in guidance by the end of September 2020. In the meantime, employers should ensure that their employee records are up-to-date, and that they correctly report their employees' details through RTI. Employers should also make sure their CJRS claims have been accurately submitted and any necessary amendments have been notified to HMRC.

Full Redundancy & Notice Pay for Furloughed Employees

The Department for Business, Energy & Industrial Strategy announced this morning that it is to change the law to ensure that all furloughed employees receive statutory redundancy pay and statutory notice pay calculated by reference to their normal pay, rather than a reduced furlough rate.

The changes will also apply to the calculation of:

  • statutory remuneration for time off to look for employment or arrange training;
  • compensation for failure to provide written reasons for dismissal;
  • basic awards for unfair dismissal and
  • compensation for failure to comply with an order for reinstatement or re-engagement.

The new rules are to be effective from tomorrow, 31 July. The full statutory instrument is here.

All of the above payments are calculated by reference to “a week’s pay”, as defined under employment legislation.

In very basic terms, a week’s pay in the case of employees who are salaried or otherwise normally entitled to fixed basic pay is a normal week’s pay as if they were working full hours (so 100% of normal pay), whereas in the case employees with fluctuating hours/earnings (and no core, normal minimum pay), it is based on the average of their pay during the last 12 weeks during which at any time they worked.

Prior to the introduction of flexible furlough, the average pay of the latter group would be affected by furlough only to the extent that furlough commenced or ended part way through a week within the 12 week reference period, as entire weeks spent on furlough would not affect the average pay calculation. However, since the advent of flexible furlough from 1 July, there has been more scope for the calculation to be adversely affected.

Under the new rules, for the purpose of calculating a week’s pay, time spent on furlough is to be treated as time spent working at the full rate of pay.

The statutory minimum notice periods that employees are entitled to in the event of dismissal (other than in the event of gross misconduct or some other fundamental breach of contract ) is, after the first month of employment, 1 week until the employee has been employed for 2 years, then a week for each complete year of service up to a maximum of 12 weeks. Employee’s are entitled to be paid not less than “a week’s pay” for each week of statutory minimum notice unless their contractual notice is at least a week longer than the statutory minimum.

For example, an employee with 12 or more complete years’ service who is entitled to 12 weeks’ notice will be entitled to full pay for the duration of their notice period, even if they are furloughed. However, this entitlement will not apply if their contractual notice entitlement is 3 months – in which event they will be entitled only to any reduced furlough pay.

Virus Isolation Period Extended from 7 to 10 Days But Shielding to End in England

The UK chief medical officer has announced that those with officially recognised symptoms of coronavirus, or who have otherwise tested positive for the virus, should now self-isolate for 10 days.

The updated NHS advice regarding self-isolation is here. This includes advice as to when isolation should be extended beyond the 10-day period from when symptoms first appeared.

It is recommended that those experiencing symptoms should be tested within 5 days. Of course, if a test is negative the person need no longer self-isolate. As a reminder, where this results in an employee missing fewer than 4 days of work, they will not be entitled to statutory sick pay (SSP). For further details of the special rules relating to SSP in the context of coronavirus, click here.

With effect from 1 August, the public health advice in England that those who are clinically extremely vulnerable to the coronavirus should shield will end, but advice in relation to shielding in Wales will remain in place at least until 16 August.

Brain Injury & the Impact of Coronavirus - Finding Support in Challenging Times

From the beginning of the coronavirus pandemic there has been drastic social change at an incredibly fast pace. Everyone, without exception, has faced their own struggles and it is clear that we are all still learning how to adapt to the ‘new normal’. There are certain groups of people however who are experiencing greater hardship than others. Amongst those are individuals with an acquired brain injury.

In response to the government’s guidance on managing the spread of coronavirus, many individuals made the decision to self-isolate and those, who are clinically extremely vulnerable, were advised to shield. Whilst these measures were put in place for the safety of all involved, self-isolation can have a detrimental effect on a person’s mental and physical wellbeing. Being confined to your home for long periods of time can cause feelings of loneliness, anxiety and frustration. In addition, the need to adjust behaviours and adhere to new rules and regulations can be a challenge.

For individuals who rely on practical or social support from carers and friends, the loss of assistance with essential activities such as shopping and cooking, placed them at a greater risk than the remainder of the population. It has been, and continues to be, a time of anxiety for them and their families.

According to a new study published by the charity Headway, more than half of brain injury survivors have lost access to rehabilitation services as a result of lockdown measures. The study showed that 64% of those living with the long-term effects of a brain injury reported a deterioration in their mental health as a result of the measures implemented to control the spread of coronavirus.

Headway UK provides a valuable source of up to date information and advice for individuals with an acquired brain injury and their families. Although a number of Headway groups and branches have had to suspend many of their face-to-face services in accordance with the government’s advice, they are going to great lengths to ensure that help remains available to those who rely on their services.

Headway’s helpline is open to anyone who requires support or information relating to brain injury and can offer reassurance and a friendly voice. These resources can be found online at Headway.org.uk.

RAF Helicopter Lands on School Playground

As an associate solicitor working in the personal Injury department at Lanyon Bowdler one of my areas of specialism is in military claims. As a firm we actively build relationships with organisations who can assist our military clients and also with local bases. Last year the firm signed the Armed Forces Community Covenant to demonstrate our commitment to the armed forces community.

We have had the privilege of working very closely with RAF Shawbury and as a firm we have had the opportunity to understand more about the work of the No.1 Flying Training School and School of Air Operations Control, having enjoyed a comprehensive tour of the base last autumn.

I was really interested to hear that the Flying Training School offer visits to local primary schools. As a parent governor of my children’s primary school I knew the school would be really keen to arrange a visit. A few emails later, liaising with the corporate engagement relations officer and the head teacher, the date was set for a helicopter to land on the playground at Coalbrookdale Primary on 8 October 2019.

The head teacher managed to keep the visit a complete surprise from the children. After lunch all the children lined up at the front of the building overlooking a lower playground, they weren’t told why, they were just asked to wait patiently. A few minutes passed with lots of guessing from the children as to what they waiting for, but none of them guessed what happened next. A helicopter appeared, circled the school, and then slowly but surely landed on the playground in front of 216 barely containable, excited, screaming children. The pilot, Mr Nigel Thorpe, was greeted as if a celebrity.

Each class was thrilled to go down to the lower playground to explore the helicopter inside and out, ask questions of the pilot about the helicopter itself and those relating to a military career. The pilot coped brilliantly in answering all sorts of questions, from the more technical: “how do you fly?” to the fanciful: “do you know Tom Cruise…..?” A photographer then had the enviable task of arranging the excitable children calmly for a class photograph in front of the helicopter. The school welcomed the opportunity to use the event as a focus for the week’s lessons from science and technology, to creative writing where students described the landing of the helicopter.

The visit was very much appreciated by pupils, teachers and parents alike and it was a great opportunity to engage the local community and offer information about the Defence Helicopter Flying School at Shawbury. However, there has been an additional unexpected bonus from the visit.

Usually the school would have class photos taken during the summer term so the children have a memento of all their class mates, teachers and teaching assistants from the year. This year has been a strange year for all, with the school forced to close at the beginning of lockdown and has only been able to reopen for the children of key workers and limited class years. Arranging a group photo has just not been possible. So when the head teacher suggested the photos taken from the helicopter would be used in place of the normal school photo I thought this was a brilliant memento for the children, not only of their year at school but of the visit that was enjoyed by all. Of course it also means that the pilot has now made all the school photos this year.

Squadron Leader Kim Leach from RAF Shawbury said: “The aircrew from Number 1 Flying Training School at RAF Shawbury are always keen to support science, technology, engineering and maths activities in our local schools. It is also important to raise awareness of the history and purpose of the Armed Forces and to show how these essential subjects help to shape our future success. We are glad that the children enjoyed the visit of the helicopter and crew and we are delighted that the photographs taken on the day will provide a lasting memory.”

Mrs Sue Blackburn, Head Teacher at Coalbrookdale and Ironbridge CE Primary School commented: “When Mrs Howard, one of our school governors, mentioned the possibility of having a helicopter from the local RAF base coming to school; I could not have imagined how momentous an occasion this would turn out to be.

We were delighted to be able to work with RAF Shawbury to organise the helicopter visit last October. It was wonderful to see all of the children’s reactions to the event. They were so excited to see the helicopter and could hardly believe their eyes when it landed on the school playground. It was a wonderful opportunity for them to be able to look inside the helicopter and talk with the pilot. It is a memory that will last a lifetime.”

More information about Lanyon Bowdler and our support of the Armed Forces Community Covenant can be found here: https://www.lblaw.co.uk/about-us/our-community

Quarantine and Employment

The Government has stipulated that all those travelling into the UK from Spain, including the Balearic and Canary Islands, from 26 July onwards must self-isolate for 14 days. It has also warned that such measures might be applied from time to time in relation to any other country to which a requirement to “quarantine” does not currently apply if its rate of COVID-19 infection increases sufficiently.

What, then, are the options for employers in relation to employees who will are prevented from returning to work when due at the end of their annual leave?

Working from home

In any event, the advice of Public Health England remains until 1 August that people who can work from home should continue to do so; and from that date, whilst it will be at the discretion of employers as to how staff can continue working safely, working from home will be one way to do this; and in Wales the public health advice is to continue to be that workers are only allowed to return to the work place if it is not reasonably practicable for them to work from home.

However, the requirement to self-isolate on returning from abroad will mean that any children in a household will not be able to receive external childcare, and particularly where there are younger children, that could interfere with the ability to work from home of some employees who would otherwise be able to do so unimpeded.

As has been the case during the closure of schools and nurseries and other interruptions to childcare arrangements during the virus outbreak, employees with childcare responsibilities might be able to overcome this in whole or in part by agreeing with their employers to alter their working patterns for the 14-day period so that they can alternate childcare duties with a partner and/or do some work when their children are in bed.

Sick leave

When an employee cannot work because they are self-isolating due to a test and trace direction or a member of their household having displayed officially recognised symptoms of COVID-19, they will be deemed to be incapacitated and, if they otherwise qualify, they will be entitled to statutory sick pay (“SSP”).

However, the mere requirement to self-isolate following a return to the UK will not constitute deemed incapacity under the amended rules relating to SSP.

For the amended rules relating to SSP in connection with the coronavirus, click here.


Furlough under the CJRS will only be a possible option if an employee has already been furloughed for at least 3 continuous weeks by 30 June, or returned from maternity leave or military mobilisation after 10 June.

Employers should exercise caution before furloughing an employee who is required to quarantine as, depending on the circumstances, this might constitute an abuse of the CJRS and, if challenged by HMRC, for example in the event of an audit, could result in not only a requirement to repay monies paid to employees, but also penalties.

Clearly, if an employer can demonstrate that the employee would have been furloughed after their return from holiday in any event, to implement that will not be an abuse.

Otherwise, if an employer has other employees on furlough, it might consider placing an employee who is required to quarantine on furlough in place of another employee: this surely couldn’t be seen to be an abuse of the CJRS as the total number of employees on furlough would remain unchanged.


An employer might agree that an employee can take annual leave that would have been available to take later in the holiday year and/or in the next holiday year to cover all or part of the quarantine period.

If holiday is to be brought forward from the next holiday year, the employer should ensure that the employee still has not less than the statutory minimum 5.6 weeks holiday (28 days for a full time work) during the next year. That might be achieved, in some cases, where an employee has a contractual holiday entitlement of in excess of 5.6 weeks, by bringing forward holiday during the next year as well.

A well drafted employment contract will ensure that if the employment ends at a point where the employee has taken more holiday than they have accrued, the value of the excess holiday pay received will be repayable, including that it will be deductible from any monies outstanding to the employee. Where a contract does not provide for this, it would be prudent for the employer to agree in writing, as a condition of bringing holiday forward, that this will be the case.

Discretionary pay

Some employers might be prepared to make discretionary payments to employees for all or part of a quarantine period. This is a commercial decision for any employer – but before doing that, we would encourage them to consider the potential disgruntlement that might be caused to other employees who have exercised caution and decided against holidaying abroad, only to see their colleagues who did not do the same receive extra paid leave.


The bottom line is that if and to the extent an employee who is required to self-isolate on returning from abroad cannot work, absent any special arrangements agreed by the employer as per the above, the employee will not be entitled to be paid.

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