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Month: March 2026

Chiltern Legal becomes part of Blaser Mills Law

Posted on by Britt Thompson

We are delighted to announce that the highly regarded Marlow residential conveyancing firm, Chiltern Legal, has become part of Blaser Mills.


As a result of the merger, the Chiltern Legal team, who have been in Marlow for over 20 years, will further strengthen Blaser Mills’ Marlow presence following the relocation of its headquarters to the town late last year.

Debra Cooper, owner and Principal of Chiltern Legal explained the background to the merger:

“In recent years, the burden of regulatory requirements has increased hugely and, for a small firm like ours, we have had to make great efforts to deal with this while ensuring that we maintain the high level of service that Christina, Debbie and I have become known for. We have sometimes had to turn work away due to the administrative workload involved in conducting conveyancing under the current regulations.”

“Joining Blaser Mills provides us with dedicated support on the administrative side of the work regulatory and compliance, accounts, IT support and so on. This means that we can devote our full attention to serving our clients and progressing their transactions.”

“From my very first meeting with Blaser Mills and their CEO, Dave, it was clear that there were very real similarities in our cultures and the two firms’ approach to the work.”

Dave Matthews, CEO of Blaser Mills, is delighted with the merger of the two firms:

“Since I moved to Marlow 10 years ago, I have been aware of Chiltern Legal. They are a very popular firm amongst the Marlow client base and with local estate agents. I was immediately very keen to speak to Debra once I heard that they might be looking for a merger.”

“Dealing with Debra throughout our discussions was a real pleasure. She, Debbie and Christina care deeply about doing the very best for their clients but do so with a great deal of good humour. They are clearly a team that loves working together.”

“We don’t intend to interfere unnecessarily with the Chiltern Legal set-up. If it isn’t broken, don’t fix it. Debra, Christina and Debbie will continue to operate from their premises in Chiltern Road, albeit with reinforcements from Blaser Mills during busy periods. The Chiltern Legal name will remain. We will provide the support that Debra has mentioned.”

“We have undertaken several mergers over the last 10 years but I haven’t previously seen the level of positivity and enthusiasm to embrace the situation as has been shown by Debra and her colleagues. Chiltern Legal is a great addition to our firm and we are very much looking forward to having them as part of the team over the coming years.”

Prenuptial agreements in the digital age

Posted on by Britt Thompson

Prenuptial agreements (often referred to as a “prenup”) are often associated with protecting property, inheritances and family wealth. However, as more people build financial value online, digital assets are becoming an increasingly important part of pre-marriage planning.

What is a prenup?

A prenup is a written agreement made before marriage, setting out how a couple’s finances and assets should be treated if the relationship breaks down.

Getting the agreement right

Although prenups are not automatically legally binding in England and Wales, the courts will often give them significant weight where they have been properly prepared. Since the Supreme Court’s decision in Radmacher v Granatino, the courts of England and Wales have made it clear that for a prenup to be effective, it must be entered into freely by both parties, with full and transparent disclosure and independent legal advice.

The agreement must also be fair in the eyes of the law at the time of signing and at the time of the separation. It is important that both parties understand what is being protected, why it matters, and how the agreement may work in practice if it is ever relied upon.

What counts as a digital asset?

Traditionally, prenups have focused on physical assets such as houses, savings and pensions. But for many couples today, wealth may exist in less obvious forms. This can include cryptocurrency investments, monetised social media accounts, online businesses, websites, domain names, digital products, or intellectual property created and sold online. In some cases, a digital asset may generate a steady income stream. In others, it may increase in value quickly, which can lead to disagreements if separation occurs.

Why digital assets can be difficult in divorce

One of the key challenges with digital assets is that they can be harder to identify and value than traditional assets. Cryptocurrency values fluctuate significantly, online businesses can grow rapidly, and social media accounts may be tied closely to one individual’s personal reputation and work. Income streams that are generated online may not be immediately visible from traditional financial disclosure. Without a clear agreement in place, disputes can arise over what should be shared, what was owned before marriage, and what value should be attributed to the asset at the point of separation.

How a prenup can help

Including digital assets within a prenup can help reduce uncertainty. It allows couples to record what each party owns before marriage, agree how future growth should be treated, and decide whether income generated during the marriage should be considered joint or separate. It can also provide clarity around assets that may not be easily traceable, reducing the risk of misunderstandings later which can be complex and costly.

Final thoughts

Senior Associate, Prabhleen Kundhi has provided her views on this topic:

“As a Senior Associate Solicitor in family law, I have seen first – hand how the financial landscape of relationships has evolved and how important it is to carefully plan ahead. In my view, prenups are no longer the preserve of the ultra-wealthy or celebrity class; they are a practical and forward-thinking tool for any couple seeking clarity, transparency and an element of protection at the outset of their marriage or civil partnership.

As digital wealth becomes more common, it is likely that prenups will increasingly reflect this modern reality. Having the right agreement in place can offer reassurance, protect individual interests, and support open and honest discussions before marriage”.

If you are considering a prenuptial agreement or would like advice on protecting digital assets as part of your wider financial planning, please contact Prabhleen Kundhi on 01494 738065 or email prabhleen.kundhi@blasermills.co.uk.

Reforms to unfair dismissal

Posted on by Britt Thompson

The Employment Rights Act 1996 affords employees who have two years or more continuous employment the protection from being unfairly dismissed. This qualifying period has long been seen as striking a balance between protecting employees and allowing employers flexibility in the early stages of employment. The current Government recently proposed a significant shift to this framework as part of its wider programme of employment law reform under the Employment Rights Act 2025 (ERA 2025).

The Government is also proposing to increase the time limit for bringing unfair dismissal claims from 3 months to 6 months in October 2026. The Government will also strengthen protections against dismissal for expecting and new parents including maternity/paternity, adoption, bereavement and neonatal care leave.

Qualifying period for ordinary unfair dismissal

Whilst the Government’s manifesto initially proposed removal of the qualifying period, making it a ‘Day One’ right not to be unfairly dismissed, a compromise has been reached. The qualifying period for ordinary unfair dismissal will be reduced from two years (as it currently stands) to six months, which means employees will gain protection much earlier than under the current law. The impact also means employers will retain a limited period in which to assess suitability of employees without exposure to such claims. It is envisaged that the changes will come into force from 1 January 2027.

Cap removed on compensation for unfair dismissal award

The statutory cap on unfair dismissal compensation, currently the lower of 52 weeks’ gross pay or £118,223, will also be removed. This change places heightened vulnerability and exposure to employers. This is also expected to come into force on 1 January 2027.

Practical implications for employers

When brought into force, the changes will have real practical consequences. Employers will need to manage probationary periods, performance concerns and termination decisions more carefully, particularly after an employee reaches six months’ continuous employment. Clear documentation, timely reviews and fair processes will become increasingly important at an earlier stage of employment. Businesses that rely on longer probationary periods may also wish to review their contracts and internal procedures to ensure they remain effective in view of the changes.

What should employers do now

Although the reform is not yet law, the direction of travel is clear. Employers should start preparing for a reduced qualifying period and consider whether their current practices are fit for the changes coming into play early next year.

If you would like advice on how these proposed changes could affect your organisation, or support reviewing your employment contracts and procedures, you can contact our Employment team on 020 3814 2020 or email employment@blasermills.co.uk. Alternatively, fill in our contact form.

Understanding Court of Protection applications in England and Wales

Posted on by Britt Thompson

When someone can no longer make decisions for themselves and has not put a Lasting Power of Attorney in place, the Court of Protection can step in. An application to the Court allows decisions to be made about a person’s finances, property, health or welfare, either on an ongoing basis through a deputyship or for a specific one-off issue.

This article explains what the Court of Protection does, when an application may be needed, and what the process involves.

What is the Court of Protection?

The Court of Protection is a specialist court in England and Wales. It makes decisions for adults aged 16 and over who lack the mental capacity to make certain decisions for themselves. Mental capacity is assessed under the Mental Capacity Act 2005, which provides the legal framework for decision-making on behalf of vulnerable adults.

The Court’s role is not to take control unnecessarily, but to ensure decisions are made lawfully and in the person’s best interests. The individual at the centre of proceedings is referred to as “P”.

When might an application be necessary?

An application to the Court of Protection is usually a last resort. In many cases it can be avoided if a valid Lasting Power of Attorney was made while the individual still had capacity. Where no such arrangements exist, the Court can provide authority and clarity.

Applications are commonly needed where decisions are required about managing finances or property, such as accessing bank accounts, paying bills or selling a home. They may also be required for one-off decisions, including statutory wills, large gifts or completing a particular transaction. In some cases, applications arise due to urgent medical decisions, safeguarding concerns or disputes between family members about what is in P’s best interests.

Who can apply?

Anyone aged 18 or over can apply to be appointed as a deputy, although applicants are most often close family members or trusted friends. Where finances are complex or there are disagreements, a professional deputy, such as a solicitor, may be appointed.

Whoever applies must be suitable for the role and willing to take on the responsibilities that come with acting under the Court’s authority.

How the application process works

Applying to the Court of Protection involves several formal stages and can take a number of months.

The process starts with completing the relevant court forms, including the main application, a medical capacity assessment and a declaration confirming the deputy understands their duties. For property and financial affairs applications, detailed financial information must also be provided.

Once submitted, the application fee is paid, currently around £400, although reductions or exemptions may be available depending on P’s circumstances.

After the Court issues the application, P and other interested parties must be formally notified. This allows time for any concerns or objections to be raised. In straightforward cases, the Court may make a decision on the paperwork alone. More complex matters may require further information or a hearing.

If approved, the Court issues an order setting out what the deputy can and cannot do. A security bond is often required before the appointment becomes final.

Ongoing responsibilities

Deputies must always act in P’s best interests and within the limits of the Court order. They are supervised by the Office of the Public Guardian and must submit regular reports explaining how decisions have been made and finances managed.

Because the role carries significant legal responsibility, many people choose to seek legal advice. A solicitor can help assess whether an application is needed, prepare the paperwork, manage notifications and provide guidance once a deputy is appointed.

Get in touch

For further information or advice, please contact Karen Woodison on 01494 478613 or email karen.woodison@blasermills.co.uk.