Claiming Child Maintenence

If you would like to change your name you can do so simply by way of usage without needing to go through any formalities. However, in practice it is often necessary to provide evidence of a change of name. Most people therefore change their name by way of “Change of Name Deed”. A Change of Name Deed can be used to change any part or all of your name. For example, you can change your forenames, surname or both names, remove names, change the spelling of your names or rearrange your existing forenames. Double-barrelled surnames are particularly popular nowadays. You can change your name by Deed as often as you like, at any time and for any reason. In the UK anyone who wants to can change their name but there are certain restrictions. You cannot change your name: 1. in order to commit an illegal act such as fraud or deception 2. to something that is rude or offensive 3. to imply or include a title such as Lord, Lady, Duke or Duchess 4. to something that includes symbols or numbers. We can prepare your change of name deed for you. Once you have changed your name by Deed your new name will be accepted by all United Kingdom government departments and agencies, companies and organisations to enable you to get all your documents and records reissued or changed to your new name including your UK passport, driving licence and bank accounts. When we prepare your Change of Name Deed we will send the document to you to be signed and dated by you. It must be signed in the presence of an independent witness (such as a friend, neighbour or work colleague or a professional person though not a relative). The procedure is very straightforward for adults. The procedure could be more complex if you are wanting to change a child’s name. This will depend upon who has parental responsibility for your child. In certain circumstances you may need either the consent of others with parental responsibility or a court order. We would need to discuss this with you. Once signed your Change of Name Deed becomes your documentary proof of your legal change of name, which you will need to show to all government departments, companies and organisations that hold your personal records, instructing them to change your name. You can also apply for a new British passport, UK driving licence, chequebook, credit cards and so on to be reissued in your new name. You must begin to use your new name and ensure everyone else addresses you by that name.

We Specialise in assisting people who cannot afford the usual solicitors fees to represent them in court. Do you need representation without expensive fees? You need to call us today. See below for more information. Our Services to You 1. Advise and equip you on how to represent yourself in court; or 2. Take full conduct of your case for a fraction of the usual fee. If You wish to speak with someone then please call us on 01476 978 926 / 0754 0062 567 or send us an e-mail at info@selwynslaw.com. Finally, you may wish to send us an query by completing the enquiry form below and we will get back to you shortly.

Defining What is an Employee D e finition of an Employe e - (for the purpose of Tribunal proceedings): Under the Employment Law Act 1996, section 230, the term employee is defined as someone who has entered into or works under a contract of employment. It states further that a contract of employment can mean a 'contract of services or apprenticeship'. Such a contract can be either expressed or implied and if is expressed, it can be oral or in writing. Unfortunately though the above definition is too vague in reality and does not really provide clarity. This is one reason why there is a voluminous amount of case law addressing the employment status of workers. Partially due to the large amount of case law and partially due to the ever-changing nature of work, there is no single test. The starting point is the tripartite test which was established in the case of Ready Mixed Concrete (South East) v Minister of Pension and National Insurance [1968] 2 BQ 497: 1. The first criterion is that in consideration of a wage or other type of remuneration, the worker agrees to provide his skill in performing a service for his 'master'. 2. The second criterion which needs to be met is that the worker agrees to be under a certain degree of control which is consistent with an employer-employee relationship. 3. The third criterion is that the other provisions in the contract are consistent with it being an employment contract. The Multiple Test – The tribunal and courts usually apply the multiple test, which examines all aspects of the relationship between the parties in dispute and this was the approach taken in the Strinfellows case (see Stringfellow Restaurants Ltd v Quashie ). In applying the test there are a number of factors which judges take into consideration in order to decide whether or not a contract of employment exists. First of all, judges will consider if there were mutual obligations, in that the employer is obliged to provide work to the employee and the employee is likewise obliged to carry out the work they have been instructed to perform. The first factor is the most important factor to be considered and where no mutual obligations can be established, it is unlikely that a contract of employment exists. This is a great space to write long text about your company and your services. You can use this space to go into a little more detail about your company. Talk about your team and what services you provide. Tell your visitors the story of how you came up with the idea for your business and what makes you different from your competitors. Make your company stand out and show your visitors who you are. ​