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Blaser Mills achieves globally recognised quality mark for client service

Posted on by Britt Thompson

We are proud to announce that we have achieved ISO 9001 accreditation, a globally recognised standard for quality management systems. The accreditation reflects the high standards of client service we uphold and our commitment to delivering consistently excellent service across all work types – affirming our reputation as a people first law firm.

ISO 9001 sets out a framework for organisations to consistently meet client expectations, while enhancing operational performance, and involved a two-year rigorous assessment of our processes, policies, and practices.

Lucy Kempson, Risk and Compliance solicitor at Blaser Mills, commented: ‘We are delighted to have been awarded ISO 9001 accreditation. This achievement reflects the firm’s dedication to delivering outstanding legal services to our clients, something that we are deeply committed to.’

This milestone marks another step in our journey to continuously improve our services and adapt to the ever-changing needs of our clients. Whether assisting individuals or businesses, we remain committed to upholding the highest standards of quality, professionalism, and trust.

We would like to thank our team for their hard work and our clients for their ongoing support, both of which have been instrumental in achieving this recognition.

For more information about our services, please email enquiries@blasermills.co.uk.

The January divorce spike

Posted on by Britt Thompson

As the New Year begins, many law firms, including ours, notice an increase in divorce enquiries. But why does this trend occur, and what should you consider if you’re contemplating ending your marriage during this period?

Why January?

The festive season is a time traditionally associated with family. However, for many couples, the pressures of Christmas—financial strain, family expectations, and time spent together in close quarters—can intensify underlying marital issues. By January, when the festivities end and normal routines resume, some couples decide to make a fresh start, which may include pursuing a divorce.

Additionally, many people delay initiating divorce proceedings until after Christmas, avoiding causing disruption to their children and family gatherings. The New Year often means a fresh start, motivating couples to act on long-standing decisions.

What does the process involve?

If you’re thinking about divorce, it’s crucial to understand the process and approach the decision thoughtfully, without feeling rushed by the pressures of January. Since April 2022, the introduction of the no-fault divorce system in England and Wales has simplified proceedings. Under this system, couples no longer need to cite reasons such as adultery or unreasonable behaviour to justify their decision. Instead, they simply need to demonstrate that the marriage has broken down.

The process typically involves:

  1. Filing the divorce application: Either party—or both together—can submit an application online or through a solicitor.
  2. Acknowledgement: The other spouse confirms receipt and agreement to proceed.
  3. Cooling-off period: A mandatory 20-week reflection period allows couples time to consider reconciliation or arrangements.
  4. Conditional order: Formerly the decree nisi, this confirms the court sees no reason the divorce shouldn’t proceed.
  5. Final order: Previously the decree absolute, this legally ends the marriage.

Key considerations

Divorce involves more than the legal process. Issues such as child arrangements, financial settlements, and housing must be resolved. Starting these discussions early can smooth the transition for all involved.

It’s also vital to seek professional advice. At Blaser Mills our family law experts are here to guide you through every step with compassion and expertise, ensuring your interests are protected.

Moving forward

January’s divorce trend reflects the emotional and practical decisions many couples face at the start of the year. If you’re considering divorce, remember that you’re not alone. With the right support, this challenging time can also mark the beginning of a positive new chapter.

Lucinda Holliday, Head and Partner, also offers mediation as an alternative to help couples find amicable solutions.

For further information or advice, contact the family & divorce team today to discuss your options confidentially. Call on 01494 478603 or email family@blasermills.co.uk.

Life Interest Trusts in Wills

Posted on by Britt Thompson

A Life Interest Trust in a Will is a very useful tool for protecting against the ever-rising costs of care home fees, as well as providing much needed peace of mind to individuals who wish to provide for their spouse or civil partner in their lifetime, but ultimately wish to leave assets to other beneficiaries such as children. They are becoming increasingly popular for many reasons and this article aims to shed some light on what they are, how they work and whether they could be right for you.

What is it?

A Life Interest Trust is created by your Will and comes into effect on the death of the first partner. The Will leaves assets into a trust which a nominated person (known as a life tenant) can benefit from during their lifetime, but on their death those assets will pass to someone else (known as the remaindermen.) Most commonly, Life Interest Trusts appoint the surviving spouse or civil partner as the life tenant and children as the remaindermen.

For example: the first spouse passes away leaving their share of the family home into a life interest trust. The second spouse has the right to live in the home and receive any income earned from that property for the rest of their life. When they pass away, the first spouse’s share will then pass to their chosen beneficiary, usually their children.

You can choose which assets you wish to place into the trust. It is common to include a share of a property, but can also include personal belongings, shares and investments. The Trust can be drafted flexibly, to allow that spouse to take income from those assets, such as rental income or share dividends, or they could take capital e.g. if the property was downsized. This will depend on your circumstances and preferences.

Why should you create a Life Interest Trust?

  • Protection of assets against care home fees: rising costs of care home fees are a very common concern, particularly for those in retirement. By placing your assets into a trust on death, rather than passing to your chosen beneficiary directly, the surviving spouse is not deemed to own that asset. This means that when local authorities assess means for care fees, they cannot take into account assets which are held in trust. For example, if married couple Tim and Sarah each owned a 50% share of a property worth £800,000 and Tim passed away leaving his share of the property into a Life Interest Trust for the lifetime of Sarah (the life tenant), Sarah would not be deemed to own that share. If Sarah needed to go into care, Tim’s £400,000 share would effectively be ringfenced against care home fees, and only Sarah’s share could be taken into consideration.
  • Greater control: you can ensure that a loved one benefits from your assets during their lifetime, knowing that your remaindermen (usually your children) will take the assets when that loved one passes away. This is particularly useful for a couple who are in their second marriage, who each have children from a previous relationship that they would like to benefit from their estate. You may trust your spouse to provide for your children after your death, but sometimes circumstances arise that mean your children lose out, especially if your spouse were to remarry. Life Interest Trusts allow you to retain control over your estate.
  • Protecting vulnerable beneficiaries: a beneficiary who has the right to assets or property for the rest of their lifetime will be protected but will not ultimately have full control over those assets – that control remains with the trustees of the trust. This can therefore be a flexible tool for a child or partner who perhaps lacks capacity, or cannot control their own finances. It will also assist in ensuring that person’s benefits are unaffected by a windfall of inheritance.
  • The life tenant has security and income: and in particular can remain in the family home.
  • Flexibility: the trust can be drafted to include different assets, could be limited to a specified period of time, can include capital or just income and can allow the life tenant to downsize and invest the surplus.

      What are the disadvantages?

      • The Lifetime Beneficiary will not own the assets: not owning the asset will limit what that lifetime beneficiary can do with it. It may therefore not be suitable for a beneficiary who is likely to long outlive you, or if you want them to have more control.
      • Trusts are more complex: there will be more administration involved which may be difficult for the trustees to manage on their own. The trust would need to be registered and there may be potential income and capital gains tax consequences depending on the duration of the trust and what happens within it. A Grant of Probate would be required in order to transfer the property into the trust via the Land Registry.

        Contact us

        If you would like further information about Life Interest Trusts, how they work and whether they could be suitable for you, please contact Kate McLauchlan on 01494 781362 or email kate.mclauchlan@blasermills.co.uk.

        Challenging a Will – Process and Grounds

        Posted on by Britt Thompson

        If you are considering challenging the validity of a Will, after registering a caveat, if appropriate (See Challenging a Will – Caveats – Blaser Mills Law), the next thing to do is to obtain a copy of the Will and assess whether or not you have a ground for challenging the same.

        Do you have a copy of the Will?

        It is not uncommon for executors or their representatives to withhold a copy of a Will. There is no obligation to provide a copy of a Will to beneficiaries before making an application for probate.

        There is a formal request which can be made to obtain a copy of the Will and the Will file which is called a Larke v Nugus request and derives from a case of the same name.

        The request asks for a copy of the Will file, if available, which should (but often does not) contain all of the contemporaneous attendance notes. While a solicitor is not legally obligated to respond to a Larke v Nugus request, the courts expect compliance in order to facilitate the resolution of will disputes and prevent costly litigation.

        Challenging the Will

        Once you have a copy of the Will and possibly the solicitor’s Will file, you can make an assessment and decide whether you have a strong case for challenging the same. You can challenge a Will on the following grounds:

        1. Lack of proper execution, i.e., the Will was not signed or the Will was not witnessed by two people or at all, not dated etc.
        2. Lack of testamentary capacity – the person making the Will did not fully appreciate the effect of what they were signing as they lacked mental capacity, usually due to a disease of the mind.
        3. Undue Influence –while suggesting someone make a decision in relation to their Will is not inherently unlawful, undue influence crosses the line into coercion and exerting power on the other person to the point that it forcefully impacts their decision making.
        4. Fraudulent Calumny – this is an archaic way of simply describing fraud in relation to a Will. Usually, two or more persons have conspired to make a false Will on behalf of the Deceased.
        5. Lack of knowledge or approval – where the person making the Will has mental capacity to make the Will but is not aware of the full effect of the content.

        Of the above grounds point one is usually fairly easy to establish as it is a simple case of reviewing the Will to ensure everything is in order.

        The second ground is more difficult to prove and may involve writing to the deceased’s GP to request their medical records. This can help build a better picture of the deceased’s capacity, particularly towards the end of their life. It will then be for the person challenging the Will to highlight any areas of concern in respect of capacity.

        The third, fourth and fifth grounds are notoriously difficult to prove and often hinge on the evidence to hand or ultimately the decision of a judge at trial. The person making the allegation may not have much direct evidence, forcing them to rely on witnesses which can be fraught with difficulty.

        How can Blaser Mills’s Private Wealth Disputes Team help?

        At Blaser Mills we understand the stress caused by lack of information or suspicious circumstances surrounding a Will and are here to help. If you would like to discuss instructing us to act for you, please call the team on 01494 788998 or get in touch by email at litigation@blasermills.co.uk.

        Property team wins two customer service awards

        Posted on by Britt Thompson

        We are delighted to announce that our Residential Property team has won multiple awards at The ESTAS Customer Service Awards 2024.

        The awards recognise the conveyancers, agents and brokers for customer service based on ratings from clients who have been through the whole moving experience.

        The team have won the following awards:
        Silver – Southern
        Bronze – Southern

        Jane Hannaway, Partner & Head of Residential Property commented: “We are delighted recognised continuously with the ESTAS. Exceptional customer service is very important to us, and we have always been very proud of the service provided by our team. The awards prove we are delivering what we promise.”

        Congratulations to all of those involved and all the hard work that goes on behind the scenes.

        Chambers 2025 results announced

        Posted on by Britt Thompson
        Blaser Mills is thrilled to share its results in the 2025 Chambers UK Legal Directory rankings. Chambers UK is a highly respected legal directory that conducts in-depth research and analysis to identify and rank top lawyers and law firms across the United Kingdom.

        New rankings

        Naim Qureshi, Senior Associate, Family & Divorce
        Naim Qureshi has a great deal of expertise advising on financial remedy proceedings post-divorce. He has experience advising high net worth clients, including on matters involving overseas assets.

        ‘I have no doubt that Naim’s supportive and collaborative approach led to my achieving a good outcome.’
        ‘Naim Qureshi has a very calming presence in cases. He is unflappable and very personable with clients.’
        ‘Naim is tenacious when he needs to be, and his client-handling skills are very good.’

        Corporate M&A
        Blaser Mills is well known for its high-calibre corporate offering, which routinely sees it acting on domestic and cross-border transactions. The firm’s broad industry focus includes deals in the sports, technology and insurance spaces, among others.

        ‘Blaser Mills Law’s attention to business matters and focus on clients’ needs are two key strengths. The team always understood complex deal structures and we felt supported throughout the process.’
        ‘The firm has great experience and knowledge when assisting with transactions. They provide a very efficient service and great, simple explanations, along with very quick responses.’
        ‘Blaser Mills Law possess deep knowledge and experience, which enables them to provide us with comprehensive and insightful legal counsel. This expertise is not only broad but also nuanced.’

        Litigation
        Blaser Mills Law offers considerable expertise in litigation throughout a variety of sectors including biomedicine, retail and transportation. The department is often chosen by clients for disputes with cross-border aspects and have worked on data protection, insolvency, product liability and breach of contract disputes.

        ‘Blaser Mills Law is always able to assist and always on-hand.’
        ‘The team has a remarkable breadth and depth of knowledge, provides excellent customer service and very fast responses.’
        ‘Blaser Mills is always very prompt with advice and coming back on matters – they’re good at maintaining momentum within a project.’

        Maintained rankings

        Edward Lee, Partner & Head, Corporate
        Edward Lee is head of Blaser Mills Law’s corporate and commercial department. He offers extensive experience in M&A transactions and often handles cross-border mandates, including tech sector matters.

        ‘Edward has outstanding experience and knowledge.’
        ‘Edward is experienced and knowledgeable. I felt well informed and guided by him.’
        ‘Edward is a very capable individual and well suited to managing a multi-jurisdictional transaction. His negotiation style is calm and effective. You feel you are in a safe pair of hands.’

        Noel Deans, Partner & Head, Employment
        Noel Deans is head of the employment team at Blaser Mills. He is notable for his work on contentious employment matters, and he advises both individual claimants and employers.

        ‘Noel’s experience and advice is amazing.’
        ‘Noel is impressive in all aspects and provides clear advice based on the facts he has at hand.’
        ‘He is strategic, focused, clear and dedicated.’

        Lucinda Holliday, Partner & Head, Family & Divorce
        Lucinda Holliday leads the family and divorce team at Blaser Mills. She assists clients with both the financial and child care aspects of divorce and separation, including high net worth cases.

        ‘Lucinda Holliday is absolutely brilliant. She is responsive and empathetic, knowledgeable and tactically astute. Her advice is excellent and always geared towards the client’s goals.’
        ‘Lucinda is thoroughly professional, a wonderful communicator and very responsive to her clients’ needs.’
        ‘Lucinda completely understood my situation, offered the right solutions and guided me through an incredibly tough process.’

        Ben Langley, Consultant, Crime
        Ben Langley is a consultant at Blaser Mills Law in High Wycombe. He acts for clients in motoring offences, including driving without insurance, speeding and drink driving offences. He also has experience representing professionals under investigation for criminal acts.

        “Ben is on top of the brief, clear with instructions and very client-friendly.”

        Real Estate
        Blaser Mills has a strong commercial property team offering advice on a range of matters, including the acquisition and disposal of development property, commercial lease matters and securitisation transactions. It advises a broad client base, ranging from small family-owned businesses to large house builders and property development companies.

        ‘Blaser Mills Law has an excellent team with a broad range of expertise and experience.’
        ‘The team’s ability to handle complex and sophisticated matters is very strong.’

        Family & Divorce
        Blaser Mills advises high net worth individuals on intricate financial remedy matters from its offices in High Wycombe, Marlow and Amersham. The firm is experienced in acting in cases where assets in dispute include portfolios of properties and pensions, as well as those involving trusts. The team offers further expertise in drafting prenuptial agreements. It also assists with private children law matters and non-molestation proceedings.

        ‘Blaser Mills had great experience in the way to approach the situation, which at times was difficult. They were sympathetic and understanding.’
        ‘Blaser Mills were very efficient, prompt with communication and professional at all times.’

        Congratulations to all of those involved!

        For more detailed information about the rankings and to explore the full directory, please visit the Chambers UK website. Congratulations to all those recognised in the 2024 Chambers UK legal directory and thank you to our clients for their feedback and time.

        Blaser Mills Law, UK 2024 | Chambers Profiles

        Employment Rights Bill – changes to keep an eye on

        Posted on by Britt Thompson

        On Friday 11 October the Government published its much-anticipated Employment Rights Bill, designed to implement its Plan to Make Work Pay.

        Whilst the Bill proposes several significant reforms to employment law there is still no certainty as to when these reforms will be implemented and, following periods of consultation, how much of the initial proposals will be retained. Therefore, whilst employers should be aware of these changes it is important to note that they do not have an immediate effect, and several details may be amended before they are implemented.

        Below we provide headlines of the reforms and points for employers to keep an eye on:

        Unfair Dismissal

        The Government proposes to make unfair dismissal a day-one right, repealing the current two year qualifying period. However, probationary periods will have a more significant role to play in an ‘initial period’ (the length of which is to be decided following consultation, although the Government’s preference is for this period to be 9 months) where an employee may be dismissed for poor performance, misconduct, capability or some other substantial reason. This process to be followed in the initial period is likely to be less stringent than the process employer’s must undertake currently in relation to employees with more than two years’ service. The Government’s Next Steps document suggests a meeting will suffice in relation to the dismissal. At present, it does not appear that this procedure will apply to redundancies in the initial period’. The Government also intends to consult on the level of compensation available to an employee who is unfairly dismissed in the initial period.

        The Government has stated that this reform will take effect no sooner than autumn 2026 and this proposal is likely to be heavily consulted on.

        Fire and Rehire

        The Bill makes it automatically unfair to dismiss an employee for refusing to agree to a change in their contract of employment. A dismissal will also be automatically unfair where an employee who refuses to accept changes to their terms of employment is dismissed and replaced with another employee on new terms to carry out substantially the same role. The exception to this rule is reserved for when a business is in financial difficulty and can demonstrate that a change in contractual terms was not reasonably avoidable.

        Zero-hours and ‘low hours’ contracts

        Whilst the Bill has not banned zero-hours contracts it does establish new rules which require employers to provide ‘guaranteed hours’ to qualifying workers. Such workers will have a right to be offered guaranteed hours reflecting the hours they regularly work over a reference period (it is suggested that this period will be 12 weeks, but remains a matter for further consultation). This right will also apply to those on ‘low hours’, a concept that is yet to be defined. Workers will be entitled to reasonable notice ahead of any shift changes and compensation where a shift is cancelled, moved or curtailed at short notice. The new rules are complex and much of the detail is left to be developed by secondary legislation following consultation.

        Flexible Working

        Employers will only be able to refuse flexible working requests where they fall within the current eight statutory grounds for refusal and where it is reasonable to refuse the request. The employer must then give reasons for the refusal and explain why they consider that the refusal is reasonable. The proposed change will make it easier for employees to challenge refusals to their flexible working requests, however the penalty of 8 weeks’ pay remains the same.

        This change was stated to be “immediate” within the Government’s accompanying announcement, however there is currently no set implementation date.

        Paternity Leave, Parental Leave and Bereavement Leave

        The Bill proposes to remove the qualifying period of service required before an employee is eligible for Paternity or Parental Leave resulting in these becoming day-one rights.

        New bereavement Leave provisions, for a period of one week and applying to a wider group of people, are intended to take effect. However, the connection between the individual and the deceased will be specified in future regulations.

        As with changes to flexible working these changes were expressed as “immediate”, but there is currently no implementation date.

        Protections for pregnant employees and new mothers

        Currently new mothers returning to work have the right to be offered a suitable available vacancy if their role is made redundant during pregnancy or within 18 months of the birth of their child or adoption placement. The Bill contains a power for the Government to introduce stronger protections against dismissal for pregnant employees and family leave returners, but there is not yet any detail on what these protections might be.

        Sexual Harassment

        The requirement for employers to take reasonable steps to prevent harassment of their employees is due to come into force on 26 October 2024. This will be amended to require employers to take all reasonable steps to prevent harassment. Regulations may be made to provide detail on what steps would be considered reasonable.

        Statutory Sick Pay

        SSP will become available from the first sick day rather than the fourth and the lower earnings limit of £123 per week will be removed. The Government will consult on an appropriate level of sick pay for lower earners.

        Collective Redundancies

        Current collective consultation obligations apply where there are twenty or more proposed redundancies at one establishment (generally considered to be one location) within a ninety day period. The Bill proposes to delete the wording ‘at one establishment’, which will result in collective consultation obligations being triggered where twenty or more redundancies are proposed across an employer’s business.

        Equality Action Plans

        Yet to be established regulations will require employers with more than 250 employees to develop and publish equality action plans relating to gender equality, the gender pay gap and supporting employees through the menopause.

        Trade Unions

        Employers will be required to give workers a written statement advising that they have the right to join a trade union at the same time as they are provided with their statement of terms of employment.

        Public Sector Contracts

        The Procurement Act 2023 will be amended to protect workers transferred on outsourcing contracts and to ensure that employees of the contractor are treated no less favourably.

        Enforcement

        The Bill provides the framework for the Fair Work Agency, a new enforcement body which will have responsibility for enforcing: employment tribunal penalties, minimum wage, statutory sick pay, holiday pay and aspects of the Modern Slavery Act.

        Whilst the number of potentially significant changes may be daunting for employers there is, as of yet, no certainty as to when these reforms will be implemented and the potential for extensive consultation means that there may be changes to a majority of the proposed reforms.

        As and when further information is available our employment team will be readily prepared to update and assist our clients. 

        If you would like access to advice or need further guidance, please contact the Employment Team at Blaser Mills Law on 020 3814 2020 or email enquiries@blasermills.co.uk.

        Blaser Mills Law receives outstanding recognition in the Legal 5002025 rankings

        Posted on by Britt Thompson

        The Legal 500, one of the UK’s leading legal directories, has announced its much-anticipated results for 2024.  We are delighted to announce that we have achieved rankings in 11 practice areas, with 25 lawyers recommended.

        Department rankings
        The Legal 500 continues to rank our Employment and Wills, Trusts, and Probate teams in top Tier 1, maintaining their exceptional standing.

        Employment (Tier 1)
        The Legal 500 commends the Blaser Mills Employment team for their approachable and efficient service, noting their thorough approach and strong understanding of complex cases. One testimonial describes the team as “very approachable, efficient, and providing a thorough service,” adding that there was confidence in their ability to manage the case from the outset.

        Noel Deans received praise for his expertise, “Noel Deans is affable and provides sound legal advice. He showed an immediate understanding of our legal issue and filled us with confidence in his ability to handle any complexities.”

        Further feedback highlights the team’s collaborative and strategic approach: “It is clear that the Blaser Mills team works in a united, efficient, personal, and innovative way to deliver the best outcomes. Value for money is excellent.” Another added, “Each member of the team is 100% committed to getting the best outcome.”

        Wills, trusts and probate (Tier 1)
        The directory recognises the Wills, trusts, and probate team for their professionalism, welcoming approach, and commitment to offering sound advice. One testimonial states, “The team has served my family well over the years and is very welcoming and helpful, always there to offer advice.”

        Jonathan Gallop is known for being “very professional, knowledgeable, and approachable,” offering strong support during difficult times. Minesh Thakrar and Sara Rendell are also highlighted for their helpfulness and support, with Rendell described as “really helpful and friendly” during a probate process.

        Corporate and commercial (Tier 2)
        We are also excited to announce that our Corporate and Commercial team has improved their ranking to Tier 2.  “Blaser Mills reacts unflinchingly. We feel they have our backs and are dogged and successful in the defence of our interests.”

        The team is known for its strong communication and dedication to clients, with feedback stating, “Great communication and an obvious care for your best interests. All responses are thorough and consistently reflect integrity and accuracy.”

        The following teams have retained their rankings:

        Family & divorce (Tier 2)
        “The team are boutique in a sense that they are able to offer clients a bespoke service, clients really appreciate a personal touch point, their solicitor becomes a true emotional connection rather than just a perfunctory service. They are a first-rate team.”

        Commercial litigation (Tier 2)
        “Blaser Mills are hugely knowledgeable for our sector and always provide us with the support and advice and guidance on how best to proceed on certain cases. I value their opinion majorly and will always take their advice on situations. I trust their decisions are made with our businesses best intentions at heart.”

        Debt recovery (Tier 3)
        “They are really personable to speak to on an individual level. Every team member I interact with is so knowledgeable and goes above and beyond.”

        Contentious trusts (Tier 4)

        “Blaser Mills are the go-to firm in the Thames Valley for private wealth disputes, especially those concerning property and estates. Matthew Whipp deserves a special mention for his always reliable and exceptional client service and commercially pragmatic advice: clients love him.”

        Property litigation (Tier 4)

        “Blaser Mills champions the personal approach. You don’t feel like you are just a customer. They are on your side and trying to get the best possible outcome for you.”

        PI & medical negligence (Tier 3)

        Commercial property (Tier 3)

        Construction (firm to watch)



        Individual rankings

        We are delighted to announce that Edward Lee has been recognised as a Leading Partner.

        “Overall, Edward Lee stands out from his competitors due to his exceptional expertise, client-centric approach, strategic thinking, effective communication, accessibility, and commitment to excellence. These qualities make him a trusted advisor and valuable asset to clients seeking legal representation in corporate and commercial matters.”

        Noel Deans, Naim Qureshi and Jonathan Gallop have retained their Leading Partner status.

        “Noel Deans is affable and provides sound legal advice. He showed an immediate understanding of our legal issue and filled us with confidence in his ability to handle any complexities.”

        “I work mostly with Jonathan Gallop who heads up the wills and probate team. He leads by example, always courteous and always efficient.”


        Recommended lawyers

        Our 2025 rankings also feature existing and new lawyer recommendations, including:

        Sharron Bhandal, Minesh Thakrar, Karen Woodison, Sara Rendell, Jonathan Lilley, Kirsty Hughes, Lucinda Holliday, Kate Jones, Colin Smith, Matthew Whipp, Lewis Cohen and Victoria Harvey.

        Congratulations to all of those involved and thank you to our referee’s for their participation and feedback.


        To our full rankings please visit: L500 | Blaser Mills Law > England | Legal 500 law firm profiles | Rankings