MAGAZINE
Update on the Law around Non-Matrimonial Property
In early July, the Supreme Court delivered its judgment in Standish, a highprofile financial remedies case focused on non-matrimonial property and the circumstances in which it can be “matrimonialised” - that is, treated as part of the marital assets (and therefore shared), rather than remaining an asset held in isolation by one party (and retained as a result).
What Happened in the Case of Standish
Standish was an appeal by the Wife to the Supreme Court following an earlier, failed appeal to the Court of Appeal.
In the first instance, the Wife had been awarded £45m. She believed that she may be entitled to more and applied to the Court of Appeal. The Husband cross applied, on the basis that the award was too high and that the Wife was actually entitled to less.
Sadly, for the Wife, the Court of Appeal unanimously agreed, and her award was slashed by £20m, the largest ever reduction of a divorce award in English history.
The Wife then applied to the Supreme Court, likely in the hopes of redressing this. The Supreme Court by unanimous agreement, reflecting on the Court of Appeal decision, once again erred on the side of the Husband
What is the law around non-matrimonial property
The Supreme Court clarified the law to be:
• Matrimonial property is to generally be divided equally;
• Non-matrimonial property is not capable of being shared; and
• Property can be matrimonialised, though this will depend on circumstances in each particular case and will take place over time. If assets are matrimonialised, they can be divided equally, subject to exceptions.
How does this impact financial remedy proceedings
The judgment in Standish will have ramifications in the big money cases, where the asset base of the parties exceeds their respective needs.
As such, it will become increasingly important to document intention of how an asset should be treated when it forms part of the currency of the relationship. For instance, if the family home was owned by one party prior to the relationship but then is used as the matrimonial home, there is an argument that it should be considered a matrimonial asset.
It’s therefore more important than ever to consult lawyers who specialise in wealth protection to ensure that your assets are being appropriately dealt with.
Common asset protection measures include the following:
Cohabitation Agreements
These agreements formally record the financial arrangements between unmarried, cohabiting partners and, whilst unbinding, will assist in providing documentary evidence as to how the parties agreed to deal with their assets during the earlier part of their relationship.
If the parties marry, the cohabitation agreement can form a template for the nuptial agreement, provided that it fulfils the nuptial agreement criteria (below).
Nuptial Agreements
A nuptial agreement sets out what should happen to finances and assets in the event of a divorce. Whilst not strictly binding, they are highly persuasive if properly drafted and if they follow the legal test that they are (i) freely entered into (ii) with a full appreciation of its implications and (iii) is fair.
Nuptial agreements are increasingly being upheld by the court and whilst we are not yet at a point where they are binding, if properly drafted they are often regarded as the best way to protect wealth during the currency of a relationship.
Declarations of Trust
These trust instruments formally record the beneficial interests in a property and can be helpful to show if an extent of a property is to be considered matrimonial. This provides clear legal evidence of each party’s financial interest and can help avoid disputes at a later stage.
Trusts and Corporate Structures
Trusts can form part of dynastic wealth planning but are often unhelpful to protect wealth during a relationship or marriage. This is because the court have the power, in financial remedies proceedings on divorce, to vary trusts which they deem to be nuptial in nature and transfer shareholdings. As such, you should seek expert advice from a Wealth Protection lawyer if you would like to consider this option as part of family financial planning.
Each of the options outlined above can play a critical role in wealth protection planning.
At Myerson, we regularly work with individuals to provide a holistic wealth protection offering, ensuring the best possible client experience. If you would like to get in touch regarding how we can assist, please do not hesitate to contact our team for an initial discussion.
Property
Ownership Dispute -
“I am the executor of my mother’s estate, and my sister has moved into my mother’s property, how do I evict her?”
When a person dies, any property that they own will fall into their estate. In broad terms, the executor or personal representative will collect all the assets and liabilities of the estate and then administer the estate when probate is granted.
During the administration of an estate, any property owned by the deceased remains part of the estate. This means that no one - including named beneficiaries - has a legal interest in that property until the estate has been fully administered. This is a common point of misunderstanding and dispute. Beneficiaries often assume that once a property is left to them in a will, it becomes theirs immediately upon the person’s death. In reality, the legal process is more complex.
Case study
Fred owned his main residence solely for 10 years and lived there until his death. Following his passing, his sister Julie moved into the property just one week later. Fred left a valid Will, in which he gifted the property to his two sisters, Julie and Margaret. However, the Will does not include any express provision granting Julie a right to reside in the property. Margaret is named as the sole executor and believes it is in the best interests of the estate for the property to be sold. However, she is unable to proceed with a sale while Julie continues to occupy the property.
What options are available to Margaret?
The legal position
An executor or personal representative has absolute power to decide how the estate is managed during the probate process. It is the duty of the executor or personal representative to ensure that the deceased’s assets are secure and protected.
In this case, Fred’s Will does not grant Julie any express right to occupy the property following his death, nor is there a tenancy agreement in place. As such, Julie has no legal right to remain in the property. In legal terms, Julie is a trespasser and therefore Margaret will be able to take steps to obtain back possession of the property to enable her to sell it.
Initially, Margaret must issue a formal notice to Julie that she must leave the property and sever any personal licence to occupy the property that Fred may have granted. If Julie refuses, Margaret will then need to issue Court proceedings. Margaret must have consideration for the rules around removing an occupier from a property as an incorrect notice or failure to carry out the correct process could result in criminal prosecution under the Protection from Eviction Act 1977.
If Julie fails to leave once an order for possession has been granted by the Court, Margaret can then take further steps to enforce the order.
Once vacant possession is obtained, Margaret will be in a position to sell the property. The proceeds of sale can then be distributed between the two sisters, in accordance with Fred’s Will.
Our Real Estate Litigation team specialises in property ownership disputes. We have extensive experience in handling these matters and can provide clear, practical advice to help you understand your options and guide you through every stage of the process.
Discharge from Bankruptcy
Bankruptcy is a formal process by means of which individuals can respond to, and deal with, debts that they simply cannot pay, or it can be a means by which creditors seek to recover debts owed to them.
Bankruptcy in England and Wales does not apply to companies or partnerships. The bankruptcy process ensures that a bankrupt’s assets are shared amongst that person’s creditors and, with some restrictions, allows the bankrupt to make a fresh start free from their debts, usually a year after the bankruptcy order is made.
Discharge from bankruptcy is a statutory process that relieves a bankrupt from the restrictions and disabilities of bankruptcy and most of their bankruptcy debts.
The bankrupt does not have to do anything to obtain discharge as it is usually automatic. There is no formal application or court hearing for discharge. Usually, on the first anniversary of the bankruptcy order, the bankrupt is simply discharged from their bankruptcy.
Bankruptcy debts and bankruptcy creditors
Once an individual has been made bankrupt, they must not make any payments directly to any unsecured creditors (those who are owed money by the bankrupt). Instead, the unsecured creditors must submit details of their debt to the bankrupt’s trustee in bankruptcy.
Effect of discharge from bankruptcy on the bankrupt
Once discharged from bankruptcy, a bankrupt generally has no further liability for their bankruptcy debts and the statutory interest running on them. However, there are a few exceptions to this.
Effect of discharge where the bankrupt is subject to the bankruptcy restrictions regime
Following their discharge from bankruptcy, any assets acquired by the bankrupt following their discharge may usually be kept as they will not constitute an asset in the bankruptcy estate.
In addition, when a bankrupt receives their discharge from bankruptcy, they are no longer bound by the restrictions imposed on them as an undischarged bankrupt unless they are subject to a bankruptcy restrictions order (BRO) or a bankruptcy restrictions undertaking (BRU). BROs and BRUs are a way of dealing with bankrupts who abuse the bankruptcy process or whose conduct has been dishonest, reckless or in some other way blameworthy. BROs and BRUs extend the period during which bankruptcy restrictions will apply to the bankrupt.
The policy of automatic discharge after a year
The Enterprise Act 2002 reduced the discharge period from three years to one. After discharge, a bankrupt can carry on a business without the restrictions that applied during their bankruptcy. This means that the bankrupt may:
• Act as a director of a limited liability company or be involved in the management of a company (unless the bankrupt is subject to a director disqualification order or undertaking); and
• Obtain credit without disclosing their status (unless specifically asked to do so during the credit application process).
Certificate of discharge
Discharge from bankruptcy will usually happen automatically, and in most cases a certificate of discharge is unnecessary. However, if a discharged or former bankrupt requires proof of their discharge from bankruptcy, they may request a certificate of discharge from the Court that dealt with the bankruptcy proceedings or from the Official Receiver if the bankruptcy order was made on the bankrupt’s own application. Alternatively, if a formal certificate of discharge is not required, the bankrupt can contact the Official Receiver’s office that dealt with their bankruptcy to obtain a free confirmation letter.
The Individual Insolvency Register
Details of the bankrupt’s discharge will be entered on the Individual Insolvency Register for three months from the date of discharge, following which the bankruptcy entry will be deleted.
Effect of discharge on Land Registry entries
When an individual is made bankrupt, a bankruptcy notice will be registered against the title of any property that they own. When an individual is discharged from their bankruptcy, the bankruptcy notice will not be removed unless there is a specific court order directing the removal of the notice, which can then be used to apply to the Land Registry to remove the notice.
Suspending discharge from bankruptcy
If the bankrupt has failed, or is failing, to comply with their obligations under the Insolvency Act 1986 and the Insolvency (England and Wales) Rules 2016, the Official Receiver or the bankrupt’s private sector trustee in bankruptcy may apply to Court before the bankrupt is due to be automatically discharged to suspend the bankrupt’s discharge from bankruptcy for either a fixed period or until the fulfilment of a specified condition.
Benefits of Using Trusts. How Trusts Are Treated on Divorce?
What is a trust?
A trust can be used to separate the legal ownership of an asset from the beneficial interest. The person setting up the trust (‘’the settlor’’) will transfer trust assets, such as property or money, to the legal owners (‘’the trustees’’) to manage for the benefit for another party (‘’the beneficiaries’’).
There are many different types of trust which can be created both during lifetime, but also upon death within a person’s Will. The type of trust used by the settlor will depend on what the settlor wishes to achieve and the circumstances of the beneficiaries.
What are the benefits of using a trust?
Individuals can set up trusts for multiple reasons including:
Estate and inheritance tax planning
When an asset is transferred into trust, the legal ownership of the asset vests in the trustees rather than the original owner of the asset. This means that the asset would
typically fall outside of the original owner’s estate for inheritance tax purposes, so long as they survive 7 years from the date that the transfer was carried out.
Managing assets for minor or vulnerable beneficiaries
Certain types of trust can be used to manage assets for beneficiaries who would be unable to manage the assets themselves due to being a minor, or because of their disability or vulnerability. Different tax rules can apply to these types of trust which can often be advantageous to the beneficiary.
To manage and protect wealth for future family
generations
Trusts can provide the opportunity to transfer generational wealth down the family line whilst allowing the trustees to retain control over the management and distribution of trust assets.
Many individuals would like to provide for their family members but in certain
circumstances, it is not suitable to make a direct gift to them. By using trusts (typically a discretionary trust), it is possible to allow the family members to benefit or be provided for without those assets forming part of their own estate. This can provide protection from future uncertainties such as bankruptcy and third-party claims.
To provide third parties with a beneficial interest in a property
A person can be given the right to occupy a property and receive income from the property whilst the property itself will pass to specified beneficiaries when the trust comes to an end. These types of trusts can be used to offer protection to different individuals within blended families.
Trusts on divorce
There is a common misconception that interests held in trusts fall outside of the court’s remit when dealing with the distribution of assets upon divorce. To bring the trust into the scope of the financial order, the ‘’non-beneficiary spouse’’ must demonstrate that a trust is either a nuptial settlement, financial resource of the ‘’beneficiary spouse’’, or in some cases that the trust is a sham.
Does a person’s interest in a trust need to be disclosed during financial divorce proceedings?
Both parties must provide full, frank and clear disclosure of their financial situations for the court to make a financial order. Any party who is a beneficiary of a trust must provide details of their interest in the trust. This is typically done via standardised and prescribed financial statements.
Trusts as a financial resource
The approach the court will take in divorce financial proceedings will depend on the type of trust that the party has an interest in and the reasons why the trust was originally set up.
Section 25 (2)(a) of the Matrimonial Causes Act 1973 provides that the court must have regard to the financial resources each party have or are likely to have in the foreseeable future. Therefore, the court must consider whether the trustee is likely to advance to the beneficiary spouse any capital from the trust in the foreseeable future. This is particularly important to achieve a fair settlement between the parties.
When a party has an interest in a discretionary trust, the court must determine the likelihood of the trustee acting in a particular way by considering the pattern of distributions made to the beneficiary over several years. This is because it can be difficult to assess the extent to which such resources are available in practical terms. Discretionary trusts do not provide beneficiaries with an absolute right to receive any trust assets. Distributions from discretionary trusts are instead made at the discretion of the trustees, but in consideration of the settlors wishes and the beneficiaries needs.
Past behaviour can be considered too. For instance, if the beneficiary spouse received regular distributions from a family trust over the preceding 10 years, then the court would likely take the view that it is reasonable to expect those distributions to continue in the future, as long as there are no compelling reasons to the contrary.
In certain circumstances, the court may order an unbalanced division of matrimonial assets in favour of the ‘’non-beneficiary’’ spouse by taking into account available resources from the trust. This means that the trustees may have to make a payment to the beneficiary spouse from the trust to financially support them. The trustees have a duty to act in the best interests of the beneficiaries of the trust so if a beneficiary’s assets are due to significantly decrease as a result of a financial order, it would be appropriate for the trustees to consider making a distribution to them.
Where there are few personal assets available, the court may make an order beyond the personal means of the beneficiary spouse, so they are forced to rely on the trust for their own financial funding in the future.
Nuptial settlements
A nuptial settlement means trusts made both in lifetime or by a Will because of a marriage, in anticipation of a marriage or after the marriage has taken place. They are made for the benefit of one or both of the parties to the marriage, or their children.
Nuptial settlements can usually be easily distinguished from settlements that were created for the purposes of long-term intergenerational asset protection. The court has the power to vary nuptial settlements in divorce proceedings and may therefore make provision for a non-beneficiary spouse from trust assets where they deem it necessary to achieve a fair outcome between the parties.
Sham Trusts
Whilst most trusts that we encounter in divorce proceedings are genuine, trusts are sometimes found to have been set up as a vehicle to shield assets that might otherwise be considered matrimonial.
Sometimes, it may appear that a spouse has set up a trust with the intention of devaluing their assets and to reduce the amount they may need to payout during a divorce settlement.
If this has been done deliberately, this would be labelled as a sham trust and be void as a result.
Other options
Trusts can be effective in some cases and should form part of any advice on asset protection, along with Declarations of Trust, Nuptial Agreements and Family Investment Companies which all provide opportunity to protect assets.
The financial circumstances of every family are very different. It is therefore very important that you obtain specialist legal advice whether you are pursuing a claim against a trust in matrimonial proceedings or if you are considering setting up a trust.
Why choose Myerson
At Myerson, we specialise in asset protection and work collaboratively to provide substantive and realistic advice as to the options available to you and your family.
If you would like to discuss setting up a trust or if you need advice on trusts in relation to divorce proceedings, our expert team are here to help.
Speak to one of our Wills, Trusts and Probate Team Call 0161 941 4000 Email lawyers@myerson.co.uk Website www.myerson.co.uk
At Myerson, we understand that wealth isn’t just about numbers; it’s about legacy, responsibility, and peace of mind. That’s why our Private Wealth team, led by the nationally recognised Bik-ki Wong, delivers clear, compassionate legal guidance to help you protect what matters most.
Bik-ki Wong, a Partner in our Wills, Trusts and Probate team, is one of the region’s most respected names in private wealth law. She is ranked in the Chambers High Net Worth Guide, where clients highlight her “approachable demeanor” and her exceptional ability to make complex legal matters simple and easy to understand.
Our team are experts in structuring and protecting your personal wealth and assets, whether in the UK or overseas. Making you and your family the heart of everything we do means establishing long-term relationships with our clients and their families across the generations.
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What the Employment Rights Bill means for you.
A roadmap of major changes
The Employment Rights Bill, currently progressing through Parliament, represents one of the most wide-ranging overhauls of UK employment protections in decades, with significant implications for workers and business owners across all industries and sectors.
However, given the House of Commons breaks for summer recess from late July to early September, it seems unlikely that the Bill will become law until later in 2025. In preparation, the government has now published a detailed roadmap for implementation, setting out an initial timeline for what lies ahead.
This article sets out what you need to know and when to expect the changes that could affect your rights at work.
2025: Predominantly preparatory steps
For most workers, the remainder of 2025 is expected to be quiet in terms of immediate legal changes
Once the Bill becomes law (or shortly thereafter), certain changes will take effect, primarily affecting those involved in trade unions and industrial action. These include the repeal of laws that restricted strike action and new provisions designed to make it easier for union members to take action without fear of dismissal.
Between summer 2025 and early 2026, the government is expected to launch a number of consultations, inviting responses on a range of proposals, including enhanced unfair dismissal rights, the dismissal process during the ‘statutory probationary period’, flexible working, zero-hours contracts, and bereavement leave.
April 2026: The first big wave
The first significant legal changes affecting individual workers is expected to arrive in April 2026, including:
• “Day one” paternity and parental leave rights: meaning you’ll be entitled to paternity and unpaid parental leave from your first day of employment.
• Better whistleblower protection: reporting sexual harassment at work will officially count as whistleblowingoffering stronger legal protection.
• Statutory Sick Pay (SSP) reform: SSP will become more accessible, particularly to lower earners and those off sick for shorter periods.
• A new Fair Work Agency: bringing together existing state enforcement functions, including those in relation to national minimum wage and employment agencies, as well as having new enforcement powers in relation to statutory holiday pay, SSP and failure to pay sums ordered by an Employment Tribunal. The Agency will offer support
for workplace disputes and has the power to investigate workplaces and even bring proceedings on a worker’s behalf.
• Menopause and gender pay gap action plans: employers will be encouraged (and eventually required) to publish strategies for closing gender pay gaps and supporting women through menopause.
• Increased protective awards: where an employer has failed to comply with its collective redundancy consultation obligations.
October 2026: Employers face stronger duties
Autumn 2026 marks a major shift in how employers must protect workers from harassment and unfair treatment. New laws will:
• Ban “fire and re-hire” practices: employers will no longer be able to force contractual changes by firing and re-hiring, except in limited circumstances.
• Strengthen protections against harassment: employers must take all reasonable steps to prevent sexual harassment - not just “reasonable” ones. Employers will also be obliged not to permit harassment of their employees by third parties.
• Extend tribunal time limits: you’ll have six months (instead of three) to bring most claims to an employment tribunal.
• Strengthen trade union membership: employers will need to inform workers of their right to join a union and workers will be protected against suffering a detriment for taking industrial action.
• Regulate tipping: employers will be required to consult with their staff about their tipping practices and review their tips policy regularly.
2027: Substantial changes
The most significant change for individual workers that is expected to come into force in 2027 is the fact that you won’t have to be employed for at least two years to acquire the right not to be unfairly dismissed.
Other changes expected in 2027 include:
• Guaranteed hours and fair scheduling obligations: particularly in relation to zero-hours, low-hours or agency workers.
• New bereavement leave rights: giving all employees the legal right to time off following a loss.
• Stronger protections for pregnant workers
• Enhanced flexible working rights: meaning an employer would have to justify why a refusal of a flexible working application is reasonable.
Next steps: What should you do now?
While most changes won’t take effect until 2026 or later, the roadmap offers a useful heads-up to employees and employers, alike. Now could be a good time to:
• Review employment contracts and other relevant policies to understand your current rights and position.
• Consider what preparatory steps should be taken in light of the upcoming changes.
• Engage with managers and other staff committees/forums regarding preparatory steps and how they impact you and the workforce.
Stay informed
The government has promised further detail as consultations progress. You can view the government’s full roadmap here and our employment team will be publishing updates as and when more information is available.
If you’re unsure how any of the new measures could affect your rights at work, or even your own business, please do not hesitate to contact our specialist employment team to ensure you’re protected and prepared.
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Our team is recognised as one of the friendliest and most approachable in South Manchester and Cheshire, whilst at the same time being the market leader in terms of service levels.
You will have one dedicated solicitor who will work with you and provide unprompted updates on the progress of your transaction.
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Keeping the Farm and the Family Together
Why Mediation Works in Inheritance Disputes
In the agricultural world, land is more than just property - it’s heritage, livelihood, and identity. For many farming families, the passing down of land through generations is expected but not always properly formalised.
Inheritance disputes involving farmland often carry deep emotional and financial stakes. They’re not just about who gets what; they’re about legacy, history, and years of unpaid labour or sacrifice. When expectations clash with the contents of a Will – or the Intestacy Rules where no Will exists - inheritance disputes can quickly escalate, straining family ties and threatening the future of the farm itself.
Given the complexities of inheritance disputes, early solicitor involvement is crucial. At Myerson, we strive to preserve family relationships and the farm’s wellbeing by fostering collaborative thinking. Although recourse to the court is sometimes necessary, we always consider the suitability of Alternative Dispute Resolution (“ADR”).
What is Alternative Dispute Resolution?
ADR refers to methods of resolving legal disputes without going to court. The most common form of ADR is mediation.
Why using mediation in farming inheritance disputes
Farming disputes can be particularly fraught when one child has worked the farm full-time while others have moved away, or where one child has been verbally promised that they would inherit and relied on that promise to their detriment.
Court proceedings in these cases can be expensive, tiring and can permanently fracture family relationships. They also take place in a far more public arena than would be desirable for most families. That’s where mediation comes in.
A neutral third party (the mediator) helps the disputing parties come to a mutually acceptable agreement. Mediation is confidential, voluntary, and collaborative,
making it especially useful for families looking to preserve relationships.
Mediation allows for creative solutions that a court might not be able to offer, such as one sibling keeping the farmland while others receive a financial settlement or a lifetime occupancy agreement. Most importantly, mediation offers greater certainty that farming operations can continue without the risk of assets required for business being divided by court order.
Recent changes to Inheritance Tax
The recent changes to Inheritance Tax law in the agricultural sector have resulted in mediation having an even bigger role in disputes relating to farming assets. Mediation allows all parties to consider the most tax-efficient resolution, whether that involves maximising Agricultural Property Relief (APR) and Business Property Relief (BPR) or exploring strategies such as gifted transfers.
Our agricultural team is proud to have been ranked “Tier 1” in the Legal 500. When it comes to farming disputes, we craft bespoke solutions tailored to the unique needs of a family farm.
If you are facing an agricultural inheritance dispute - or want to avoid one - our team is here to help guide you through every step of the process, with sensitivity and practical advice.
Speak to one of our Agricultural Team
Call 0161 941 4000
Email lawyers@myerson.co.uk
Website www.myerson.co.uk
Alternatives to Executor/Trustee Removal
A recent case involving the Marquessate of Hertford confirmed the court’s cautious approach to removing trustees or executors. Whilst that case concerned complex aristocratic trusts, disagreements and dissatisfaction with executors or trustees are common across all walks of life.
The judge remarked that “the fact that a beneficiary has lost trust and confidence in trustees does not, without more, lead to the removal of the trustees.” The court requires evidence that removing an executor or trustee is necessary for “the welfare of the beneficiaries generally or for the protection of the trust.” In this instance, the court found that removal was not justified.
When might removal be appropriate?
Executors and trustees have a legal duty to:
• Collect and manage estate or trust assets in accordance with the Will or Trust.
• Keep accurate records and provide them to beneficiaries upon request.
• Act with reasonable care and skill.
• Avoid conflicts of interest with the beneficiaries.
If there is clear evidence that an executor or trustee has failed to meet these duties, an application to the court for their removal may be warranted.
However, in many situations, conduct falls short without amounting to a direct breach of duty.
For example, personality clashes, poor communication, or hostility between executors and beneficiaries can lead to serious disruption, even when legal duties are not technically breached.
Alternatives to removing an executor or trustee
Before seeking the formal removal of an executor or trustee, it is important to consider the nature of the issues involved. In some cases, the difficulties may arise simply because the executor or trustee is unaware of their legal duties or the proper process for administering an estate.
In such situations, it is often helpful to clearly explain the responsibilities and to set out the specific problems that have occurred. This can give the executor or trustee an opportunity to correct their conduct and proceed with the administration of the estate appropriately.
If personal conflicts have developed or communication has broken down, appointing a solicitor as an independent administrator of the estate can be an effective alternative. A professional administrator offers a neutral point of contact and can help move matters forward while avoiding further conflict between beneficiaries or executors.
Our Probate Litigation team has extensive experience in resolving executor and trustee disputes. We can advise on a wide range of non-litigious solutions and, where necessary, assist with court applications. We are committed to helping you find the most appropriate and efficient resolution for your circumstances.
Proud to Be Recognised for Putting our People and our Clients First
We’re proud to share with you that in 2025, Myerson was nationally recognised: for how we support our people, for being a leading independent firm, and for the quality of our corporate advice. These awards reflect what matters most to us: building strong relationships and staying true to our values, with our clients, our team, and our community.
Best Workplace Wellbeing – Private Client Modern Law Awards
We were proud to win Best Workplace Wellbeing, recognising our commitment to a culture where people thrive, and clients benefit.
Commended – The Lawyer Awards 2025 (Independent Law Firm of the Year)
We were Commended among the UK’s top independent firms at this year’s prestigious The Lawyer Awards.
Team of the Year – North West Rainmaker Awards
Our Corporate team took home Team of the Year – Cheshire at the North West Rainmaker Awards. The award recognises not only the strength of our transactional work but also the practical, commercial guidance we provide to clients navigating complex deals.
See our full list of Awards & Accreditations at www.myerson.co.uk/about/our-awards
Business or personal, your legal affairs deserve a check-up. Get a clear, confidential, expert view of your legal position at no cost.
Our Free Legal Health Check includes a high-level legal review, tailored to your needs, whether you are running a company or planning for the future of your family and wealth.
For Your Business
Our review covers the fundamental legal aspects of your business, such as:
• Employment and HR
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For Your Personal Affairs
We assess your personal legal position to ensure long-term protection and peace of mind. Areas we typically cover include:
• Wills, LPAs and succession planning
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Book your slot online or email us at lawyers@myerson.co.uk, and we’ll be in touch to arrange a video or in-person meeting. We’ll discuss your business or personal interests, highlight strengths, spot risks, and outline a tailored action plan.
* This legal health check is provided to you free of charge. Its purpose is to understand more about your business and legal affairs as well as identifying documents, scenarios and processes within your business where you may benefit from engaging with a solicitor to provide legal services. For the avoidance of doubt, this free legal health check does not constitute the giving of advice, nor does it create a client solicitor relationship between Myerson Solicitors and your business.
Myerson Celebrates its 1st Employee Ownership Day
Earlier this summer, Myerson marked its first Employee Ownership (EO) Day since becoming a 100% employee-owned law firm in September 2024.
This milestone reflects a significant change in how the firm operates, with all employees now having a stake in its success. But what does this mean for our clients?
Employee ownership strengthens our commitment to delivering personalised, long-term legal support. When the people advising you are also owners, it creates a culture of accountability, continuity, and dedication. It means our team is focused on building lasting relationships and maintaining the quality and care you expect from Myerson.
To celebrate EO Day, we hosted activities that brought our colleagues together to reflect on this new chapter. We also supported Bounceback Food, a local social enterprise tackling food poverty, underlining our commitment to giving back to the community.
For our clients, employee ownership ensures that the advice and service you rely on come from a stable, motivated team with a genuine personal interest in your wellbeing and peace of mind.
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