Clarke Willmott’s London office ranks highly in 2024 Legal 500
News
The 2024 Legal 500 results have been announced and once again the London office of national law firm Clarke Willmott LLP has ranked highly with both practice areas and individual lawyers named.
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Clarke Willmott’s Southampton office ranks highly in 2024 Legal 500
News
The 2024 Legal 500 results have been announced and once again the Southampton offices of national law firm Clarke Willmott LLP has ranked highly with both practice areas and individual lawyers named.
Read more on Clarke Willmott’s Southampton office ranks highly in 2024 Legal 500
The world’s media has become very interested in reports of a Chinese housewife receiving compensation on a divorce for ‘housework’ she did during the marriage. It certainly seems to be a positive, and some would say progressive, change for Chinese spouses.
Read more on Compensation for a Chinese Domestic Goddess
We have specialist teams in contentious and non-contentious construction and advise on every aspect of the procurement process in a number of sectors, including green energy, transport, local government, infrastructure, social housing, retail, and facilities management.
Court of Appeal Success in Bath Rugby Ltd v Greenwood & Ors v Bath Recreation Ltd [2021] EWCA Civ 1927
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Clarke Willmott acted in a successful High Court Appeal relating to a covenant concerning the Rec in Bath which houses the Bath Rugby Stadium, a sports centre and playing fields which host local events including the Bath Half Marathon.
Read more on Court of Appeal Success in Bath Rugby Ltd v Greenwood & Ors v Bath Recreation Ltd [2021] EWCA Civ 1927
Damian is an experienced litigator who is able to get positive results in a wide range of commercial and financial disputes on behalf of both private individuals and businesses.
David Stedman is a Partner. He advises in a range of disputes including professional negligence, breach of contract, partnership disputes, misrepresentation, breach of confidence and claims for defamation.
Dismissal for leaving work and refusing to return during the pandemic was not an automatically unfair dismissal
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The pandemic has brought a number of employment issues to the fore, including whistleblowing and health and safety dismissals, both of which can give rise to an automatic unfair dismissal claim for which there is no minimum service requirement.
Read more on Dismissal for leaving work and refusing to return during the pandemic was not an automatically unfair dismissal
