A disbursement is a cost your solicitor pays to a third party on your behalf as part of a legal matter. Disbursements usually aren't part of your solicitor's legal fees – it’s a separate, out-of-pocket expense that’s charged back to you at the exact amount paid.
If you’re buying a house, for example, your conveyancing solicitor will need to cover the cost of local authority searches, Land Registry fees, or management pack charges in the first instance, then charge you after (usually post-completion). In a court case, it might include things like court fees, medical report costs, or expert witness charges.
Disbursements should always be clearly listed on your bill, so you can see exactly what you’re paying for. They’re usually non-refundable, even if your case doesn’t go ahead, so it’s a good idea to check these costs upfront.
Force majeure is a contractual term that's used describe unexpected or uncontrollable events that stop one or both parties from meeting their obligations. This might include things like natural disasters, strikes, wars, or government actions – essentially, anything outside the control of the parties involved.
A force majeure clause will often differ from contract to contract, depending on the nature of the business(s) involved, so if the clause is a feature in your business contract it’s important to check what exactly actually covers. If you’re unsure about your position or facing a potential dispute, it’s wise to seek legal advice and discuss your existing contracts with a specialist solicitor as soon as possible.
Generally, 'indemnity' is the security or protection against a potential loss. In law, it's when one party agrees to cover another’s losses or liabilities if certain things go wrong. It’s a common feature in contracts and insurance policies, where one side agrees to take on the financial risk if a particular event happens.
For example, indemnity insurance is designed to protect businesses or professionals from claims made against them - like covering the costs of legal fees or compensation if a mistake is made. It's common in conveyancing or commercial property, covering specific risks relating to things like a lack of planning permission or building regulations for property changes.
The exact terms can vary, so it’s important to check what’s covered in your contract or policy, as this can make a big difference if you ever need to make a claim.
King's Counsel (abbreviated to KC) is a senior lawyer, often a barrister or solicitor, who has been formally recognised for their excellence in advocacy (often holding a significant amount of experience in complex cases or within their specific area of law). They’re known for taking on the more serious or high-profile cases, either working on behalf of solicitors or representing clients directly.
To achieve this mark of distinction, the individual must have practised law for a minimum of 10 years, be recommended by the Lord Chancellor and later appointed by the monarch. During a female monarch's reign, they're known as 'QC' - Queen's Counsel.
In UK law, mediation is a kind of Alternative Dispute Resolution (ADR) that aims to resolve disputes without involving the court. Considered a 'blameless' and more collaborative process, mediation involves a neutral person – the mediator – helping the people involved reach a mutual agreement.
Unlike a judge, a mediator cannot make decisions or take sides. Their job is to help guide the conversation, encouraging open communication and compromise.
It's a good choice for disputes where the people involved want to maintain a working relationship, like business disagreements or family issues. However, it only works if both sides are willing to negotiate, as the mediator can’t impose a decision.
Next of kin just means the person you’d want to be contacted if something happens to you – like a serious accident or medical emergency. It’s usually a close family member, but it doesn’t have to be. It could be a partner, a friend, or even a carer if that’s who you trust most. Where children are concerned, however, their 'next of kin' is automatically nominated as the person who has legal authority to make decisions on their behalf, like a parent or guardian.
It’s worth remembering that being someone’s next of kin doesn’t automatically give you rights over their finances, medical care, or estate. For that, you’d need to be named in their Will, have a lasting power of attorney (LPA), or be formally appointed as an executor.
In a legal sense, ownership generally tends to refer to the legal rights a person (or, sometimes, a business) has to possess, use and transfer something. While it's more common in property - both residential and commercial - it could also be used in business law and even in Wills, Trusts and Probate if you're handling the estate of someone who has passed.
Ownership can take different forms. You may come across terms such as: outright ownership (where you have full control); joint ownership (where you share those rights with others); or partial ownership (like holding a stake in a business).
It can also come with certain responsibilities – from paying taxes and maintaining property to meeting legal obligations around succession planning or company management.
In England and Wales, 'probate' is the word used to describe the legal process of dealing with someone’s estate (including their property, finances, and possessions) after they’ve passed away. It’s first about confirming that their Will is valid and proving who has the authority to administer their estate, which later includes identifying assets, paying any outstanding debts or taxes, and then distributing what’s left to the beneficiaries.
If there’s a valid Will in place, probate is usually fairly straightforward – the named executor applies for a Grant of Probate, which gives them the legal authority to manage the estate.
If there isn’t a valid Will, things can be a bit more complicated. The estate will need to be dealt with under the rules of intestacy, and Letters of Administration will need to be applied for. These set out who can inherit and who can take on the role of administrator.
Quiet possession is a legal right that allows someone to use and enjoy their property without interference. It’s a fundamental part of most tenancy agreements and commercial leases, giving tenants the peace of mind that, as long as they stick to the terms of their lease, they can occupy and use the property without being disturbed.
This right means that a landlord, freeholder, or anyone acting on their behalf can’t disrupt your peaceful enjoyment of the property. If they do, you might have grounds to take legal action – typically for breach of contract or, in extreme cases, for unlawful eviction or harassment.
Redundancy is a type of job dismissal where an employer lets an employee go because their role isn't needed any more. It’s about the role itself, not the person doing it, which makes it different from being dismissed for poor performance or workplace misconduct. Employers may choose to make staff redundant for several reasons, such as the business closing, changes in the staffing structure, a role falling in demand, or changing location. If you’re made redundant, you might have certain rights – like redundancy pay, a notice period, and time off to look for a new job – depending on how long you’ve been with the company. These rights are designed to offer a bit of security during what can be a challenging time.
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In England and Wales, a solicitor is a qualified legal professional who provides their clients with expert legal advice and representation, usually in more day-to-day matters. It's their job to take instructions from a client and advise them on the best course of action.
While some solicitors have a general practice, meaning their experience and skills cover a range of judicial areas, most solicitors tend to practice a specific area of the law, such as litigation, conveyancing, probate, family law or business law.
Generally, solicitors' areas of expertise can be divided into two categories - contentious and non-contentious. The former relates to dispute resolution, whereas the latter - non-contentious (sometimes known as transactional) - deals more with business or personal matters.
A tribunal is a type of specialist court that deals with specific legal disputes, like employment issues, tax, or immigration. While the setting might feel less formal, making them more approachable for those representing themselves, the process is still serious – and the outcome can have lasting legal consequences. All decisions made by a tribunal are still legally binding.
Most tribunal hearings are led by a judge and may include lay members with experience in the relevant area.
Employment Tribunals are one of the most common types – often involving claims like unfair dismissal or discrimination. Many follow a two-tier structure: a First-tier Tribunal hears the case first, and an Upper Tribunal handles appeals.
Unfair dismissal is when an employee is let go without a fair reason or without a fair process being followed. Under section 94 of the Employment Rights Act 1996, employees have a statutory right not to be unfairly dismissed.
To be considered 'fair', the reason for an employee's dismissal must usually fall into one of a few categories – such as capability, conduct, redundancy, or what’s known as ‘some other substantial reason’. But even if the reason is valid, the employer still needs to follow a reasonable and fair process. Some dismissals are automatically unfair, like if someone is dismissed because of becoming pregnant, whistleblowing, or joining a union.
Most employees need to have worked for their employer for at least two years to bring a claim, though that time limit doesn’t apply to automatically unfair cases.
In UK law, a verdict is the formal decision given at the end of a trial – usually by a judge or jury – after hearing all the evidence. In criminal cases, the verdict is typically either “guilty” or “not guilty”. If the verdict is “not guilty”, the defendant is acquitted and free to go. If the verdict is “guilty”, the judge will move on to sentencing.
While verdicts are often associated with criminal trials, they can also appear in civil matters – especially in areas like litigation (but referred to as 'rulings'). In employment tribunals or commercial disputes, the judge will deliver a decision after reviewing the evidence and legal arguments from both sides. This decision – though not always called a ‘verdict’ in civil law – plays the same role: it resolves the case and sets out the outcome.
Whether it’s a court verdict or a tribunal ruling, the result is legally binding and can carry serious implications for everyone involved.
A Will – sometimes called a Last Will and Testament – is a legal document that sets out what should happen to your estate (such as your money, property, possessions and investments) after you die. It also gives you the chance to name guardians for your children and leave specific gifts or wishes, like funeral preferences or charitable donations.
For a Will to be valid, you'll need to name at least one executor – someone you trust to carry out the instructions in your Will. This could be a friend, family member, or even a solicitor. Most people choose two, just in case one isn’t available when the time comes.
Without a valid Will, your estate will be shared out according to the rules of intestacy – and that might not reflect what you would have wanted. Making a Will ensures the people (or causes) you care about are provided for, and it makes things much easier for your loved ones during an already difficult time.
In legal and contractual terms, “yield” usually refers to giving something up – such as a right, benefit, or claim. In employment contracts, you might see it used in restrictive covenants, where an employee agrees to yield certain freedoms (like working for a competitor) after leaving a role.
It might also refer to the overall return or generated income by an investment over a period of time. In property and conveyancing, “yield” is often used to describe the rental return of a buy-to-let or commercial property, usually shown as a percentage of its value.
Whether it’s used in employment law or property, the key is context – understanding what’s being yielded, or what’s being measured, is essential before signing or comparing contracts.
A zero hours contract is a type of employment contract where a worker has no guaranteed hours and isn’t obliged to accept any work offered. These contracts offer flexibility for both parties, often used in sectors like hospitality, care, delivery services, or seasonal retail, but they’ve also drawn a lot of criticism for creating uncertainty around income and job security.
Under UK law, zero-hour contracts are currently still legal – though they aren’t defined as a separate type of employment contract. Workers on zero-hour contracts can be classed as either employees or workers, depending on their role, and are entitled to core rights like the National Minimum Wage, holiday pay, and protection from discrimination.
Since 2015, exclusivity clauses (which prevent workers from taking on other jobs) have been banned under section 27A of the Employment Rights Act 1996. In 2024, a new Employment Rights Bill was also introduced to parliament. It aims to strengthen protections – proposing guaranteed hours, fair notice for shifts, and compensation for last-minute cancellations - but has not yet been agreed or received Royal Assent.