I have been at my job since the start of September this year. To date I have not seen nor signed a contract. I am aware the employer has two months to provide this. However, no preliminary contract prior to my first day of work was supplied. Currently I have been suspended without pay, the owner of this small business has made no effort for resolution or to allow me to defend myself and has stopped replying to messages. It is now a day past pay day, I have not been paid and messages asking when this will happen have been ignored. I have copies of rotas that I worked, there are timesheets that will be on a computer, cctv of me on the premises when I was working. I have been paid once before by this business so am on their books. How do I get my wages so I can leave this awful place?

Hey, I am from London, England and wanted to know if anyone else come across an app called SharedAffairs? I came across it recently and signed up. there was no charge and It looks like it’s meant for organising and securely storing important documents like IDs and wills. Seems pretty new, and I’m just curious if anyone’s tried it or has thoughts on it. I tried their will writer and it does not have a subscription or any charges. it looks like it is UK based and has more stuff like funeral wishes and a probate bit to it

Hello all, I just really need some opinions please.

I’m a FTB purchasing a vacant leasehold flat. The seller was initially refusing to do a deed of variation on the property due to the length of time it would add to the process. They are getting antsy because the property has been empty for most of this year, with the process of me buying being 5 months now.

Earlier this week they expressed to the selling agent about possibly re-marketing to renters due to this taking so long. Today, my lender has now confirmed in writing that they will not move forward without a deed of variation, so the seller is now considering it with their solicitor. The selling agent has approached both me and the seller about a license to occupy whilst the DoV (the only thing outstanding before exchange) is done. I said I will think about it but strongly swaying towards yes.

I understand the risk is mostly on the seller’s side, but the 5 days’ vacancy notice freaked me out a little bit. Realistically, it is a good incentive for both me and the seller to see the sale through, so the likelihood of that notice being used is extremely slim, but not 0. I’ve viewed it a few times and I am 100% in love with the property, so I’m not going to back out.

Is there anything I should look out for, in my circumstance does it sound like a logical and mutually beneficial resolve?

Hi.

I’m currently in England and living in a new build house - newly built and moved in end of May 2023. We had to register with utilities - eg water, internet, gas, electric etc as we were very new. We had no water meter up until end of August 2024 when united utilities finally sent someone out to fit it.

We had no leak or issues from end of May 2023 til start of October 2024 when I found water leak all over my ground floor. Source of leak is connections to water pipe where water meter was fitted. Plumber sent out by developer stated that the compression nut was loose and may have been loose due to water meter being fitted - they can’t definitely say it’s due to that. But they said that we have no issues for more than a year and United Utilities did not mention/ notice a leak when they fitted a water meter therefore it’s most likely the water meter fitting that has caused this.

Developer stated - not plumbing defect and it’s damage caused by United utilities, therefore not covered under their builders warranty and should pursue under home insurance/ utility company

Complained legally to water company - advised they need to investigate this which will take a while and to pursue via home insurance.

Claimed home insurance - they sent a contractor out 1 week later to lift the flooring and dry out the property. They now sent loss adjuster 3 weeks later asking for evidence of the leak (videos/ pictures/ report sent), they want the actual pipe to see where the issue is but this has been replaced by the plumber 3 weeks ago. They are also saying they need to clarify with the insurance company as our policy stated damage caused by contractor is not covered by the policy. There is also a clause which said accidental damage caused by ‘you, staff, third party (excluding contractors) or wild animals’ is covered. They are going to check with insurance company on what this will be listed as and whether they should be taking liability.

Right now, our damage is quite contained to ground floor only - flooring, door frame, skirting boards and utility cabinet unit.

From my perspective, I did not hire this person as a contractor and is sent out by United utilities. Shouldn’t this be listed as third party/ staff?

May I know what legal grounds I have with this and who I can continue pursuing this with? It makes no sense that I am paying for home insurance only to be palmed off. This is also a new build of 1 year old so no chance of wear and tear. It feels like we are just going around in circles at the moment

Any advice on how to proceed will be greatly appreciated.

If a debtor/ landlord has moved, but refused to give her updated address, how do we serve her the statutory demand?

We have her phone number, email and home address (on the tenancy agreement that she breached but seemed like she has moved!) Is she obliged to provide us her latest address under the tenancy act? (not mentioned in tenancy agreement that she has to). Can we serve her the SD via email, after our process server failed to locate/ serve her after 3 attempts?

Is the fact that she refused to give us her updated address (which we demanded via whatsapp messages and email to her) a valid reason to serve her SD via email?

I recently returned one parcel to asos, the contents of two different orders in it - 4/5 items from order #1 , and 1 item from order #2 - of which I had already returned 3/5 things and go a refund - so 4/5 items were returned. I got two seperate emails saying the returns had gone through - one email saying I would be refunded for 5/5 items from order #1 (even though I kept one thing) and another saying I would be refunded for 2 items from order #2 - the one I just returned, and the one I have kept. So basically, I have been refunded for everything I returned PLUS two items I have kept. On their website, the returns are registered as I delivered them, it is just the actual payments that are too high. Should I report this to customer care? Will they be able to take action against me to ban my account or worse take legal action? I'm not sure how this could have happened seeing as I definitely did NOT return the additional items. The money is already sitting as a standing order in my PayPal account.

Hey everyone!! Ive been working at my current job for officially 6 months lol and i am based in England!

Important to add! Day to day I do not feel stressed, my job is very challenging but I genuinely love the kids and my work is very rewarding when they can understand their emotions! I do not complain to people everyday and have only said my day was challenging if it was school knowledge that it was a tricky day (a very large scene basically). I have a good relationship with my co workers and love going to work so the idea that I might not be working there is actually heartbreaking icl)

I 20f have been working as a teaching assistant apprentice at a special needs school for the past 6 months (my class is 8 kids ages 7-8). My school has a lot of children with autism ranging from mild to moderate (no sever cases) and I myself have autism (very mild) my school is aware of it and have sort of left me to get on with everything myself, which I’m not complaining about because I do sort myself out with most things. However twice I have had to come out the classroom for 5-10 minutes because I was overwhelmed. The first time it was my 2nd month and I was 1-1 with a very tricky boy who was relentless at hitting/punching me so I moved him to a safe area and went to get SLT (senior leadership) another TA took over with the little boy making sure he wasn’t left alone. The 2nd time was 2 weeks ago when I was left with 8 children (my class) a PE teacher who only 2 of my children knew. The combination of me being alone and a teacher they didn’t know lead to 4 of them to have a VERY difficult 2 hours in the morning. Multiple rage fits and I was out of the classroom dealing with different children for the whole time. While all this is happening I don’t have 2 minutes to tell SLT that another Supply TA hadn’t turned up to work (she’s been known to do this). At 11:30 I left the room completely overwhelmed and dysregulated and bumped into the assistant head as she was leaving she asked if I was okay and I just started crying. She got me sat down and took notes on everything that happened and said I was fine to have aslong as I needed out and she’d find out where the TA was and then cover me. 10 minutes later I go back into class and was completely fine with an additional TA.

Everything fine and dandy however i got a call from my apprentice manager (it’s a separate company whose employing me and overseeing my apprenticeship) she called and said my school placement is worried for my well being and doesn’t think it’s a good fit for me. This is after I’ve been in 1 class for 6 months and the same class before and after with addition to children. I completely disagreed and stated how I felt like I was coping very well and everyone has days. I was sick the following week from the flu that was going around and think me feeling a little sick that Friday was the reason I got so emotional. Anyways I just really worried for this meeting because I really love my kids and my co workers. Should I worry about this?

[England]

On way home from work driving normally a vehicle illuminated blue lights..in the middle of a road.

In front off said vehicle an off road bike with no lights and what looked like a teenager riding it. (Dark)

Out of impulse Instead of proceeding home i went around the roundabout overtook the unmarked car and bike then slowed down to help them stop it. (What a moron I am)

The bike did slow down but hit the side of my car at slow speed (no damage).

First thinking i had helped. No, It was a police officer riding the bike home in the dark at midnight.

Instead of stopping just choose to have a very slow crash into my car. Which if it was police? Why would they choose to continue and crash slowly...

Genuinly confused, genuinly tried to help. Understand im in the wrong.

Was told i would be getting a ticket, i was let go, told id have to go for an interview. Dangrourous driving.

I did all i can to appologies and explained the confusion and why. Im an idiot.

I got a good lecture which i just shut my mouth and listened.

I use my car for work. Its my life. How screwed am i?

Title basically explains it.

I'm currently signed off work for various mental health issues (Depression/anxiety)

Today I received a text from a coworker - "Hi X, hope you're feeling better. I know what it's like to suffer from depression, so here if you need a chat!" (Bless them for being supportive). I thanked them for their concern, but asked how they found out the reason I was off, and the reply was as followed - "Sat in the office this morning, and X asked [supervisor] roughly when you'd be back, [supervisor] said you're off with some mental health problems like depression, so doesn't really have a clue".

Now this isn't even the worst part, I also found out some members of the team, had placed cash bets on how long I'd be signed off for, and our supervisor took part in this.

I'm honestly not fussed at the actions of my normal coworkers, but my supervisor informing everyone as to why I'm off, has really gotten to me. Especially knowing that they're taking part in the bet.

If I return, I know I'm going to have 0 trust in them ever again, and I cannot work under them, knowing this. If I were to report this to HR, would this be considered gross misconduct on their behalf?

My partner and I had planned a family Halloween day for us & his two pre-teens. He has custody of them 3 days of the week. His ex contacted him the night before & said their daughter had a doctor's appt so we adjusted our plans accordingly. I stayed at his house to get things prepped and wait for the Asda delivery. Shortly after they left, I heard the letterbox slam over and over. I assumed it was the delivery person or neighbour come to collect a parcel, as they are sometimes left with us. I got a strange feeling once I got to the door and asked who it was. This is my first time interacting in any way with his ex in the 3 years I've been with my partner. I was met with such hostility and realised who she was. My partner has let her know on many occasions not to come to his property and even went to the police in June as she had caused a scene outside the home. He'd recorded the incident and was told he had enough evidence to press charges but ultimately decided not to.

Anyway, she started making accusations towards me and I was honestly just confused and told her no one is home and to talk to my partner. She told me to stay away from her kids and that she didn't want me in their lives. Then said I'm warning you, stay away from them or you'll regret it. I closed and locked the door after that. She stayed another 15 mins doing the letterbox thing again to get my attention and then ended up driving to the Dr's office for the appt. I contacted the non-emergency number today and was told I could either come in to make a statement if I believed I was in harm's way or if she ever comes back to the property in the future, alert 999. My partner also called the non-emergency number to see if he could re-open the case from June. I'm hoping for some advice. Should I go in to make a statement? I don't have any evidence/recording of what transpired as I was caught completely off guard. So I'm not sure if I should just let this go for now. I'm insisting on installing a doorbell camera though. We're in England btw.

Hi all,

Recently we switched from plusnet to BT social tariff after finding out we were eligible. According to the BT social tariff website, you should be able to make the switch with no extra charge if you're an already existing plusnet member. But we have just been billed an expensive early cancellation fee from plusnet anyway? Why is this? No where in this process were we informed there may be cancellation fees, the website makes it seem like there wouldnt be one. We dont have the money to pay the fees, hence why we were going onto a social tariff in the first place.

Little bit confused. Any advice?

I moved roles within the same company in May of this year, this new job was a grade up but I was moving to part time. I flagged that I was paid my old wage in my first payment and was advised by management that HR had said the change of circumstance would go through in July. When it did not and i was paid ny previous wage I flagged this again to management. I flagged it a further time the following month when it was not rectified and management came back to say that my next pay would be correct according to HR. This took from May until August to fix so I had an overpayment over 4 months.

I had been anticipating being asked for money back and had put money aside however I only just received this through email today and have been advised I owe £3.5k and they want repayments of £425 a month. They have calculated this figure by simply deducting the gross amount due from the gross amount paid however this does not take into consideration the level of tax and national insurance tax paid on these wages but additionally does not consider that I missed out of housing costs that I would have been entitled to during this time so technically due to their error I've actually lost out on quite a bit of money due to these factors. I am a single mum and there is no way I can afford a £425 repayment each month.

I could bring the payments down with the money I put aside but i would leave myself 0 savings and I think there should be some sort of good will due to their error that they reduce the amount as it does not consider the financial implications to myself. Do I have a leg to stand on?

This is in scotland. P.s payroll is blaming HR for not passing through my change of circumstances quick enough but say their repayment plan is policy. My management is a different section of the company and I think I only have one or two emails of me flagging the issue to them as most of this was verbal.

Based in England. My father passed away in 2023 and since then his executor has been dealing with the estate. I've just found out that the executor died a month ago.

I've managed to make telephone contact with his executor, but he claims he was unaware that my father's estate was still in process and has no knowledge of the accounting or where my fathers money is. I know that there are 2 outstanding debts, one of which was in dispute, that have yet to be resolved and the beneficiaries haven't received cash inheritance.

The executors executor has told me they are very keen to revoke their responsibilities towards my father's estate and I am willing to take on the administration of the estate, on the condition that I receive evidence of the estates accounting.

My question is, can the executor pass his responsibilities over to me and allow me to settle my father's estate. And if so, what would that entail?

Ps the original executor (deceased) is named on the grant of probate.

I am considering going abroad to London (from Bangladesh) for my studies. My aunt lives there and the university I'm considering is close to their place. The thing is the house they are living in was provided for rental by the council because of their son with disabilities. My aunt is willing to host me but is concerned if she can legally do so. Looking for some input on this.

Throwaway to be safe.

So say you have a couple, Charlie and Sophie. Charlie’s mother, Linda, finds out about Sophie and does not like their relationship whatsoever (becauze she’s a fucking lunatic).

Linda knows Sophie lives roughly in an area called North Town. Linda calls her friend up, Isla, who also lives in North Town, and asks her if she knows anything about Sophie’s family and where they live precisely in North Town. Isla pinpoints Sophie’s address (worth mentioning this is all without the knowledge nor consent of the couple), and contacts Linda with the details

Linda now knows where Sophie lives and one day when Charlie is dropping Sophie off, shows up out of nowhere and goes ballistic at the two. She threatens to tell Sophie’s parents about their relationship.

Hi, I (20f) am in a bit of a sticky situation. For some context I’m currently a full time student at university and over the summer at home I worked at a pub part time (literally one or two days a week) I was always told I could go back during breaks (Christmas, Easter and summer). The last message I sent to my manager I told her I would let her know when I’m back for Christmas break. However, I’m home for a week and have just received my P45 in the post - I didn’t quit, nor was I ever fired and I’m a bit confused as to why I got it. Other people who work there and also attend uni have never had this issue, surely this breaks some kind of employment law? I’m not sure how this all works and has kind of blindsided me as it was the way I was guaranteed to earn a little bit of money over Christmas. TIA

I live in England.

There is a topic I have being trying to research for quite a while recently and I'm not getting a clear answer. It might be because I am not phrasing it correctly when searching, but also, there is significant conflicting information that I have found.

What I am interested in is understanding under what conditions Child Maintenance Support can be enforced on someone (Adult A) if they entered and subsequently left a relationship with a parent (Adult B) to children that are not biologically connected with Adult A.

The reason why I ask is that I am a single parent of one and am recently considering dating and looking for a long-term partner. Additionally, I am considering other single parents and in fact, prioritising this in hopes of providing my child a friend/sibling. However, I do not want to end up financially liable for children that are not my own if the relationship was not successful.

I realise this could be considered incredibly selfish. However, I have enough financial stress and would prefer to prioritise my own child and the family that would keep me/us. I also would like to have one more child of my own under the right circumstance. Having to pay CMS for a child that is not my own would just fracture my desire for a stable family for me and my child even further.

Having said this, soes CMS ever apply to someone who has entered a childs life? If yes:

• Does it apply after some conditions are met? (e.g., marriage & divorce, co-hobating, adoption, etc).
• Is this via a Financial Consent Order ?
• Can such a Financial Consent Order be made if you don't marry?

I'll just add here that I'm not someone who would consider children that are not biologically there's be a burden, or would feel no attachment, etc. The truth is I would probably care deeply for any child that I have had some form of responsibility for. I'm more concerned with avoiding a situation where I am financially responsible for a child that is not mine, does not recognise me as family, and/or that I do not see.

Hope this makes sense. Any information on this matter would really help me make an informed choice. Thank you.

Looking for some advice here. I’ve been with a nonprofit organization in Northern Ireland for about 1 year and 10 months, and the HR situation has become a real problem. I’m planning to hand in my notice soon, but I’d like to know if there’s anything else I should consider first. Here’s what’s been going on:

Back in August, I worked an extra shift, but they paid me at an uncontracted rate. I reached out to payroll, and they pointed me to HR, saying it was their issue to resolve. I’ve followed up multiple times, but HR hasn’t responded at all. It’s now been weeks with no explanation or resolution.

Then, three months ago, I submitted a flexible working request to take one afternoon off a week, with my manager’s approval, while making up the time with a double shift over the weekend. This arrangement would keep my contracted hours intact. However, HR has ignored this request as well, which is against their own policies on handling flexible working requests.

On top of these issues, there’s a general lack of accountability and transparency from HR that’s affecting staff morale. It feels like frontline workers aren’t being prioritized or treated fairly, and the lack of response only reinforces that impression.

I’m considering filing a formal grievance before I leave, but based on past experiences, I’m not confident they’ll handle it properly. I also plan to request a relief staff contract to work a few shifts a month, as I’d still like to support my team in a limited capacity.

If anyone has dealt with similar issues in the nonprofit sector or has advice on navigating this kind of situation, I’d really appreciate your thoughts.

I don't want to Google anything related to this cause I'm not about to get on any lists. I'm asking because I was under the age of consent and they were over, did that make it illegal?

Hello everyone, I am an employer in England and I own in a private nursery. Recently we have had a member of staff hand in a sick note for their mental health which is absolutely fine! We told them to take all the time they need and we will work something out to slowly bring them back into work whenever they are ready.

However this was almost 2 months ago when the employee handed in their first sick note and since then has just kept handing them in at around 4am on a Monday morning when we have them scheduled in for a wellbeing meeting, we have tried to get in contact with them to ask if there is another time that will suit them or another day that will suit them so that we can discuss what support they need in place to return to work.

This employee was really valuable to the company and we gave them a promotion about 10 months ago to room leader, but since they haven’t been in we have struggled for staff ratios (which is our problem and we can fix it) but most importantly we are now relying on the more senior practitioners to do the room leader work as they have not had a room leader for 2 months now. The employee has been with us for 3 years and has done some fantastic work with the children and they all love them. But we are at our wits end as some of the staff need direction and a solid plan for the day in place so they can work comfortably.

Now here’s where it gets tricky, we have another employee that has stepped up and has naturally taken over the position of room leader and she has done very well and the staff in the room respect her and she has done everything and more that is asked off her even working over her contract hours to help out. We would like to give this employee the room leader role and demote the employee that has been off for a while. I know this sounds unethical but the staff in the room are really struggling without their room leader and a couple of them are referring to the employee that we want to promote as a room leader. The parents have naturally assumed that they are the room leader even though she does correct them and lets them know that she isn’t.

We really want to give her this promotion but we are not sure we can legally demote the employee on the sick note as we have never faced this situation before. We have tried everything with the current room leader to try and get them back into work but the communication isn’t well received back and they avoid talking to us if they can. So sorry for the long post any and all advice is welcome.

Hi all,

But of a niche one, but hoping for some advise. Work in healthcare in the UK

My job involves moving to different sites and being employed by a hospital, whilst still having someone from the region ie overseeing multiple hospitals in charge of where I go and for how long.

I worked for a previous employer for 19 months. During that time I claimed petrol allowance for commuting (a considerable distance) paid at 27p per mile. At the time tax free.

Said previous employer has now stated that it was in fact taxable and I’ve landed a hefty tax bill.

Ive appealed, but told tough, its all above board. I’ve questioned if that employment counts as “permanent” as there less than 2 years, but apparently that doesn’t matter. Is there any advise?

I’m struggling with the size of this tax bill - it simply isn’t money I have (and is too large to just change my tax code to pay)

Location: England

I paid for a custom mouthguard from my dentist which doesn't fit me properly and causes irritation, I was told in advance that if there was any problem with the mouthguard they would do remould of my teeth and make a new one.

Once I received my mouthguard and noticed it didn't fit properly this I booked an appointment and discussed this with the dentist practise owner since the original dentist was away, they said I could get a refund but would need to see my original dentist who was away for a month. After a month I saw the original dentist who said I would either have to pay for a new one or I would have to pay for any repair (told if I sit in the chair for them to look at my teeth it would be an appointment cost) so I refused.

I tried to chargeback through my bank (excluding the amount for the appointment, only the mouthguard cost) which who initially gave me the money back but are now saying they have proof of delivery (an email from the practice with a receipt scan of the payment and an email saying that I refused an remedial repair, not mentioning they want to charge for repair and just to look at it in my mouth) and dentist said they refused a refund because treatment was carried out.

Surely this would be the same as me buying a product at any other store (since I am refunding just the mouthguard cost) and so I am covered by the law mentioned here https://www.gov.uk/accepting-returns-and-giving-refunds

My bank has asked I reply with any information or they will close the case. Any guidance on what I should say to show they are not acting within the law?

Not sure how to convince the bank that a mouthguard that does not fit is not completed treatment but a faulty product. If the bank declines what should I do next?

Is minute by minute pay legal on a 0 hours contract? Or does it have to rounded up to every 15 minutes?

Heya there. So a dude (15 or so) smashed the wing mirror off my car in an Asda carpark. It's a common occurrence for Asda and the police were down in a couple minutes, statement given, kid came back (for some reason, still don't know why) so they know who did it. Gave me his name and address to request compensation from the parents, said they didn't have a number and I'd need to request compensation from the parents. Advised I was unlikely to get it, but only then could they continue the case into a proper crime and go down the legal route. Like hell am I walking up to a random person's house and asking for them to pay for my car, so I'm going the letter route. My question is, what return information do I put on this letter that poses the least amount of threat? I could make a burner email, I'm reluctant to put my number on in case they use it in annoying ways (give it to scam sites, dodgy folks etc.), and there's not a cat in hells chance I'm telling them my address. Any advice for the safest way to do this? I could also ask friends or the police to accompany me there but the latter is unlikely with how stretched they are these days.

Appreciate any feedback.

Hi,

Using an old account - basically a throwaway as people know my main account.

England. Not in a union (won't be making that mistake again moving forward)

Working as a support worker with EUPD service users in a residential setting. Been accused of physical assault that absolutely didn't happen. Over the day in question I was never alone with the service user and I have no idea when I'm meant to have physically abused them or what that abuse is meant to be. Details of the allegation haven't been disclosed to me.

Seems that management have not reviewed the cctv for some reason and is taking the user at their word on the events of the time.

Staff present at the time will write witness statements confirming I didn't do anything to the user aside from trying to prevent them harming themselves.

I've only been there a few months - not out of probation and regardless probation isn't really relevant as they can fire me for anything less than 2 years employed.

This service user has previously accused two other staff they didn't like of things and both were fired. I feel it's easier to get rid of me and replace me with another body than to deal with the problems this person causes.

My questions are:

Can they fire me for something they have no evidence I did? I know they can literally say "you are fired" for no reason, or any reason, but can it be a reason that's false?

Is there anything I should do or say in the investigation interview to help my cause here?

Obviously if I get fired for physical abuse of a service user, getting another job is going to be incredibly hard. If they get rid of me because it's easier for them, that's one thing, but I don't really want to be out there in the current job market without a reference.

My strong preference is to not get fired because a user likes to get people they don't like fired - I assume there's no legal recourse if they do fire me?

Any/all advice welcome.

I have two questions.

First question: My ex-spouse has been taking our children out of school for holidays which resulted in them missing three days in the last term alone. I only recently found out about this, and I’m concerned. I spoke with the school, but they mentioned they cannot intervene until the children miss a total of 10 sessions (equivalent to 5 full days).

Is there any legal action, such as a court order, that I can pursue to prevent her from removing the children from school in this way? I’ve tried discussing this with her directly, but she doesn’t seem to appreciate the importance of consistent schooling over holiday time.

Second question: To give a brief background, my ex-wife and I divorced in 2018, and we share two children. As part of the divorce settlement, I agreed to remain on the mortgage for the property where she and our daughters reside, with certain conditions in place:

1. She must remove my name from the mortgage if she cohabits in the property for six months or more.

2. Once our children are attending school full-time, she is to secure a full-time job with the intention of buying me out of the property.

Recently, she became engaged, as have I. My partner and I would like a fresh start, ideally breaking all remaining financial ties with my ex. I suggested we discuss removing me from the mortgage, given that our children are now in full-time school and I suspect she is living with her partner (though I have no concrete proof at this time).

Unfortunately, when I raised this with her, she became very upset, telling our children that I am attempting to "force them out of the house." She also mentioned that, even with a full-time job, she likely wouldn’t qualify for a mortgage on her own and insisted that her partner is not living there.

Given the current mortgage balance is approximately £60,000, my calculations suggest she could potentially qualify on a full-time income.

My question is, am I being unreasonable in requesting this discussion and exploring the possibility of removing my name from the mortgage?

Title says it all.

If you appeal a verdict on having to pay the other sides court costs, would you then have to pay the additional costs of the appeal if you were to loose, or even risk a harsher settlement ?

My ex partner is unlawfully at large and has been for approx 2 months. I have come home today to find my door has been taken off and my house ransacked. Nobody was in the house at the time. Police left a note saying they'd entered using section 17. Can they do this? Very shook up did not expect to come home and find myself without a door and my house turned upside down.

Hi

We moved into our property when it was a newbuild in 2021. We opted to go for an integrated dishwasher which the development company arranged to have installed.

This week, another resident on our estate posted on the estate Facebook group that the plug behind their integrated dishwasher had caught fire.

Cue, lots of other people on the estate start pulling their dishwashers out to check the plugs, and lo and behold everyone's plugs are melting into the backs of the dishwashers.

We contacted the developer today who has pretty much palmed us off. We're having to get an electrician to move the socket, as surely there is a huge risk of fire here, and there is just no sense of urgency from the developer.

Is there anything we could/should do? Would appreciate any advice!

I am a driver I rang in to say I would be 45 minutes late and I was told not to bother coming as my route had been given away. I said no I'm not absence just late and will be coming in when I got there the driver they tried to put on my route still hadn't arrived but they refused to let me do anything and said to go home I said no I'm at work and will be paid. My manager is saying no I won't. Is my employer allowed to tell me not to come in when i am late. This week I know of a least 3 drivers that have been more late than me and been allowed to do the route with no issues. I have a full time 40hour contract