Texts, WhatsApp messages and emails are increasingly used in UK courts, but their value depends on relevance, authenticity and proper preservation. Screenshots alone may not be enough; courts prefer full conversations with metadata. For advice on using digital communications effectively in family, employment, or civil disputes, contact Eddison Cogan Lawyers today.

For startups and small businesses, legal issues are rarely front-of-mind. Many founders assume that professional legal advice is either unnecessary or unaffordable, relying instead on online templates, DIY contracts, or informal agreements. While this may seem like a cost- saving measure, the reality is that these shortcuts can create significant financial and operational risks.

When someone dies without a will in England or Wales, their estate is divided according to "the rules of intestacy". These rules are rigid and often do not reflect the way people actually live their lives. For instance, if you live with a long-term partner but are not married or in a civil partnership, that partner has no automatic entitlement to your estate. Stepchildren also inherit nothing unless you specifically include them in your will.

Between 2025 and 2027, sweeping inheritance tax reforms will affect UK families, farmers, and business owners. From the move to residence-based taxation, to caps on agricultural and business relief, and the inclusion of pension funds in estates, more families risk unexpected tax bills. Now is the time to update wills, trusts, and estate planning to protect your legacy.

Whether you are considering a divorce or are already in the process, understanding the latest changes in UK divorce laws, including the introduction of no-fault divorces, financial settlements, and child custody arrangements, is crucial. This article aims to provide a comprehensive guide to navigating these complexities, offering insights into the legal process and practical advice to help you achieve the best possible outcome.

The Employment Rights Bill introduces new provisions making employers liable for third-party harassment in the workplace. If an employee experiences harassment from a customer, client, contractor, or other third party, the employer could be held responsible if adequate preventive measures are not in place.