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Essex Wildlife Trust, the county’s leading conservation charities, is celebrating 30 years of support from local lawyers, Palmers Solicitors.  

Enrolled as a Gold Investor in Wildlife Corporate Member in 1995, Palmers Solicitors has continued to raise awareness and donated thousands of pounds of funding to Essex Wildlife Trust.  

This long-standing commitment has played an important role in enabling the Trust to deliver its charitable aims of protecting wildlife, improving the natural environment and inspiring future generations to develop a lifelong love of the natural world. 

Alongside financial contributions, Palmers Solicitors has also actively taken part in the Trust’s volunteering and fundraising events.  

At Langdon Nature Reserve and Nature Discovery Centre in Laindon, the Palmers team helped to plant 40 trees in celebration of the firm’s 40th anniversary in 2023, while the firm regularly puts forward a team and sponsors a hole for the charity’s annual golf day.  

The legal firm also continues to contribute to Essex Wildlife Trust’s business magazine and hosts networking events to encourage other local companies to join as Investor in Wildlife Corporate Members. 

Grant Maton, Corporate Communications Office for Essex Wildlife Trust, said: “Our Investor in Wildlife Corporate Membership started in 1992, so Palmers was an early member, maintaining this support since then. This has enabled the Trust to look after over 87 nature reserves across Essex. Thank you Palmers, your support is very much appreciated”. 

Essex Wildlife Trust was founded in 1959 and now protects over 8,400 acres of land across 87 sites, with the support of more than 39,000 members.  

The charity manages nature reserves and discovery parks across the county, providing opportunities for education, volunteering and community engagement. 

Commenting on the milestone, Ricky Valks, Chief Development Officer at Palmers Solicitors, said: “The Trust has had such an important influence on preserving Essex’s stunning wildlife and we are extremely proud of our long-term support of their work.  

“Over the last three decades our team have really enjoyed getting involved with the Trust and its work, volunteering, raising funds and making other local businesses aware of this incredible cause.  

“I would like to thank everyone at the Trust for their kind words and their ongoing partnership with our firm. We are really excited to see what our relationship holds for the future.”

The Renters’ Right Act is set to bring some of the biggest changes to the private rental sector in decades.

With the Act gaining Royal Assent on 27 October 2025, it plans to create a fairer rental market, but for landlords, it brings new rules that will reshape how their properties are managed.

The act represents a major change in the balance between tenant protection and landlord flexibility.

While it introduces more regulation, it also offers an opportunity for landlords to strengthen long-term tenant relationships.

Our Senior Associate, Gareth Brazier, explains how the new act will affect you.

What is the Renters’ Rights Act?

The Renters’ Rights Act, effective from 1 April 2026, will transform the way landlords operate, how rent is reviewed and how possession is regained.

The leading change in the act is the abolition of Section 21 ‘no-fault’ evictions, which will end the long-standing ability for landlords to remove tenants without reason.

Under the new laws, a tenant will be protected from eviction for the first 12 months, unless they breach their tenancy agreement, for example with anti-social behaviour or rent arrears.

As well as this, fixed tenancies will be replaced with Assured Periodic Tenancies, which means there is no set end date to the tenancy.

Tenants will have greater security, and if they choose to leave, they only have to give two-months notice.

Whilst landlords can only regain possession in certain circumstances, such as rent arrears or the landlord requiring the property for development or their own housing needs.

What are the new rules on rent increase?

The Act has introduced new restrictions on rent increases, which are now limited to once per year, using the procedure and relevant notice under Section 13 of the Housing Act 1988.

As rent rises must reflect market rates, this makes it important for landlords to maintain accurate market data and clear records to justify any adjustments to rent.

Property condition is also coming under scrutiny as the Decent Homes Standard will apply to private rentals for the first time and homes must meet stricter safety and living condition requirements.

The new act is set to introduce Awaab’s Law for private landlords, in which they will face strict deadlines of 14 days to investigate, 7 days to fix and 24 hours to resolve emergency hazards such as damp or mould.

Bans on rent bidding and rejecting tenants because they receive benefits or have children are a noticeable change in the act, designed to limit discriminatory renting.

With landlords having to join a mandatory Ombudsman scheme to ensure accountability, it may be hard to see how the new act can benefit them.

What can landlords do to protect their rights?

With a lot of change approaching in the rental sector, preparation for landlords is key.

Our team can help familiarise you with the imminent changes and latest legislation and review how your tenancy agreement will be affected.

By staying informed and documenting the process carefully, it will not only attract but also retain better tenants in a changing market.

If you are unsure about how you can be protected legally with the new Renters’ Rights Act, contact our Commercial Property or Property Litigation team for help.

As the festive season approaches, many UK companies are preparing to celebrate their Christmas party.

However, whilst these events are a time to reward staff, they are still considered an extension of the workplace and this can bring ethical and legal responsibilities.

As an employer, it is important to allow all your staff to feel safe and protected, not just in the workplace, but at any work-related event.

Our Employment Law expert, Lisa Judd, explores how you can protect your rights as an employer and your team.

What are the legalities of harassment in the workplace?

The new sexual harassment law in the UK, the Worker Protection (Amendment of Equality Act 2010) Act 2023, places a legal duty on employers to take reasonable steps to prevent sexual harassment.

Sexual Harassment can take different types of forms, ranging from unwanted advances or inappropriate comments through to serious criminal conduct like sexual assault.

It is unwanted conduct of a sexual nature which has the purpose or effect of creating an intimidating, hostile, degrading or offensive environment.

A Christmas party may result in employees engaging in behaviour that would not occur in the workplace.

It is an employer’s ongoing responsibility to be proactive in anticipating, assessing and addressing risks and implementing reasonable safeguards to prevent Sexual Harassment.

With no comparable duty on employers to prevent harassment related to other protected characteristics, all reasonable steps may have to be taken to prevent this.

Our Employment Law expert, Lisa Judd, explores these points of complexity and breaks down what you need to know about flexible working rights.

How can I protect my staff from harassment?

As an employer, you can implement clear equality and anti-harassment policies beforehand that clarify what behaviour is unacceptable.

The policies should also highlight a zero-tolerance approach to sexual harassment and other discrimination, explain how such conduct can be reported and how victims will be supported.

Refresher training sessions on equality, diversity and conduct can remind staff and managers of the importance of maintaining professionalism outside the workplace and especially at work-related events.

Employers can assess how sexual harassment might be affecting their workers through one-on-one meetings, regular staff surveys, exit interviews and having open-door policies.

A Christmas party is an example of an event where employers should undertake risk assessments to ascertain the extent of a problem and take steps to mitigate any risks identified.

Reporting of sexual harassment and not just by the victim, should be encouraged and employers need to ensure their workers have different mechanisms to do so.

Where a sexual harassment complaint is made, employers need to have effective grievance and disciplinary procedures in place.

These procedures must ensure the complaint is investigated promptly, that perpetrators are sanctioned, maintain appropriate confidentiality and provide support for complainants.

Employers must regularly monitor and re-evaluate any steps they have taken to reduce risks and implement these changes moving forward.

How should I handle any complaints?

When deciding whether taking a particular step might be reasonable regard, employers should consider:

• The size and resources of the employer
• The nature of the work environment
• The sector
• Any risks in the workplace
• The nature of any contact with third parties
• If an alternate step might be more effective and weigh up time, cost, potential disruption against what the step might achieve
• Compliance with any relevant Regulatory standards

Employers should also consider the risk factors when complaints arise, such as:

• Power imbalances
• Job insecurity (especially amongst new, agency and zero-hour workers)
• Lone, isolated or night working with a third party
• Out of hours work
• Home/remote working
• Business travel requiring staying away from home
• Alcohol presence
• Socialising outside work
• Social media contact between workers
• Workforce demographic
• Workplace culture that permits crude, sexist or disrespectful behaviour
• Inadequate policies/procedures or training

If you have clear policies and procedures in place, an appropriate workplace culture and updated training protocols already in place for sexual harassment, your Christmas party should be protected.

With these measures in place, your party could be as simple as considering the venue choice, travel home, alcohol limits and avoiding late-night events.

Christmas is a time full of festive cheer and tipples, but alternative party suggestions like group activities and sit-down meals can still boost team morale and reduce the risks.

When it comes to the party itself, don’t wait for situations to develop and step in if you see inappropriate behaviour or need to break up physical altercations, if safe to do so

Employers can be held vicariously liable for misconduct committed by their employees in the course of employment, so prompt action can protect you and your team.

Should I be apprehensive about holding a Christmas party?

A Christmas party should be the highlight of the year and not a legal headache.

By staying informed about the Worker Protection Act and setting clear boundaries, you can make sure that the party is safe.

Seeking advice from our solicitors before planning your Christmas party and determining the risk factors can help protect yourself and your team.

A little preparation now can help everyone enjoy the festivities responsibly and legally.

If you need advice on your rights as an employer and how to protect your employees, reach out to our Employment Law team for guidance.

When you are lending or borrowing money as a business, it can feel daunting and having the right protection is crucial.

A well-drafted loan agreement not only protects your interests and ensures smooth repayment, but can also avoid disputes down the line.

Our Associate Solicitor, Dashna Morarji-Sagoo, investigates.

What type of loan do I need?

There are many types of loans you can have, but generally loans fall into two categories – secured loans and unsecured loans.

A secured loan is secured by an asset, such as your home, car or any other valuable items and are usually granted over a period.

The lender can claim to possess or take control of the asset if there is a breach by the borrower on the terms of the lending, including failing to make payments when due.

An unsecured loan does not involve security and can be based on financial information or credit history and is usually payable on demand.

Regardless of the type, a professionally drafted loan template is essential to protect both parties.

Many lenders can make a simple mistake, which can lead to costly disputes or even losses, but with the right approach, we can help you legally enforce your loan.

Why does a loan agreement matter?

Skipping a formal party agreement could put you and your business at risk, so it is important to have a clear and constructed agreement between both sides.

The loan agreement will contain, amongst other provisions, clauses to cover the term of the loan, the repayment method and whether interest is to be charged.

It serves as legal proof in cases of disputes or late payments and it is required by HM Revenue and Customs (HMRC) to determine tax liability for both parties.

Without a written contract, the loan could even be treated as taxable income and you should ensure your finances are protected.

How can I legally protect myself?

When lending, always check that you are complying with the Consumer Credit Act 1974, which regulates credit agreements and protects borrowers.

A clear and comprehensive loan agreement is your best protection and we can help you start the process.

How can you make sure your loan is enforceable?

To make sure your loan is enforceable and valid, always clearly state the amount and the exact purpose of its use.

Overlooking the interest rate clause can cost you, so you must include the exact rate in per cent per annum, whether it is fixed or floating and how interest is calculated.

Clear repayment terms are a key step in creating your loan and setting up a repayment schedule is ideal.

This should include due dates for Enterprise Management Incentives (EMIs), the total number of payments and any late payment penalties.

Outlining what counts as an event of default and the lender’s rights can protect you from legal fees and we can help guide you on this.

What are the risks of my loan being incorrect?

In your loan agreement, consequences can result in recalling an entire loan, seizing security and taking legal action against the borrower.

It could be detrimental to the continuation of any business so a dispute resolution is important to help protect even the most precise loan templates.

Loans are a legal document and having both parties agree with valid signatures and a third-party present to witness can make your loan even more protected.

Following these steps will not only make sure your loan is secure but also protect you in the future against any risks or disputes.

If you need advice on how to draft a loan agreement, contact our banking and finance team.