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Clifton Ingram

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Clifton Ingram

Clifton Ingram serves both individuals and business clients from our offices in Farnham, Reading and Wokingham.

Focusing on our client’s individual needs, our aim is to provide practical solutions and proactive legal advice. Divorce and Family law, Employment Law, Will, Trusts and Probate, Residential and Commercial Property/ Conveyancing, Corporate an Commercial Law, Dispute Resolution

03/06/2026

We're delighted to announce that Clifton Ingram has signed a new three-year corporate partnership with Farnham Rugby Football Club.

Farnham RFC is a cornerstone of the local community, and this partnership reflects our commitment to the businesses, clubs, and people that make Surrey and the surrounding area such a great place to work and live.

We look forward to supporting the club over the coming seasons and to building on what is already a strong local connection.

Read more about our corporate social responsibilities: https://bit.ly/4jh83nE

01/06/2026

Property disputes rarely arrive at a convenient moment. Whether you're a commercial landlord facing a tenant in rent arrears, a business navigating the end of a long lease, or a residential landlord dealing with a possession matter, the legal position can shift significantly depending on precise contract wording.

Clifton Ingram's property litigation solicitors advise both landlords and tenants across commercial and residential disputes, covering everything from lease renewals and break clause notices to dilapidations claims and service charge disagreements.

Our Dispute Resolution and Property departments work together on these cases, which means you get joined-up advice from specialists who understand both the litigation process and the underlying property law.

If a dispute is developing or you want to understand your position before it escalates, speak to our team in Farnham, Reading or Wokingham.

https://bit.ly/4v8mYqw

29/05/2026

From 1 January 2027, two significant changes to unfair dismissal law come into effect at the same time.

The qualifying period drops from two years to six months. And the cap on compensation is abolished entirely.

Right now, an employer who loses an unfair dismissal claim faces maximum exposure of roughly a year’s salary. From next January, there is no ceiling. A senior employee dismissed after six months in post over a poorly handled performance issue, who then struggles to find comparable work, could recover two or three years’ loss of earnings. For someone on £80,000 a year, that is a six-figure award.

The problem is that most employers are still making dismissal decisions the way they always have, with limited documentation, informal processes, and a reliance on the qualifying period to protect them from short-service claims. That protection disappears in eight months.

The practical steps are well-defined: a disciplinary and capability procedure that works for short-service employees, a performance management framework that generates a contemporaneous paper trail from month one, and manager training so that day-to-day decision-makers understand what has changed.

If you advise employers and you haven’t had this conversation with your clients yet, the window is narrowing. Our employment team is happy to talk through what this means for your sector or client base.

Talk to our employment law team today: https://bit.ly/3MK2wbT

27/05/2026

Meet Alison Gair, Head of Employment and Intellectual Property at Clifton Ingram.

Alison advises both employers and individuals on all aspects of employment law, from day-to-day issues such as disciplinaries, grievances, and settlement agreements, through to complex tribunal claims including unfair dismissal and discrimination. She also has significant experience advising on TUPE, redundancies, restructures, and the employment aspects of corporate transactions.

What makes Alison’s practice distinctive is the breadth it spans. Alongside her employment work, she holds a Master of Laws in Intellectual Property Law from University College London and advises clients on brand protection, trade marks, copyright, and confidentiality. It is an unusual combination, and a genuinely useful one for businesses where people and IP assets sit closely together.

Alison qualified as a solicitor in 2001 and is a member of the Employment Lawyers Association.

Read Alison’s full profile on our website: https://bit.ly/3YdBqjT

26/05/2026

The Renters' Rights Act represents the most significant shift in residential tenancy law in a generation. For tenants, it brings new protections that have long been called for. For landlords, it changes the rules on possession, rent increases, and property standards in ways that require careful consideration.

Understanding what has changed, and when it applies, matters whether you own a single buy-to-let property or manage a larger portfolio.

Our team has put together a detailed overview of the key changes and what they mean in practice. If you are a landlord, tenant, or property professional trying to make sense of the new legislation, it is worth a read.

Read our recent post on the Renters’ Rights Act: https://bit.ly/48Kp0oi

22/05/2026

For years, the default response when employment negotiations stalled was a version of the same conversation: consult, fail to agree, dismiss and re-engage.

That option is now effectively closed.

Under the Employment Rights Act 2025, it is automatically unfair to dismiss an employee where the principal reason is to re-engage them on varied contractual terms. The exceptions are narrow. The employer must show the variation was necessary to eliminate, prevent, or significantly reduce financial difficulties affecting its ability to carry on as a going concern. A desire to cut costs or improve efficiency will not qualify.

The financial exposure has also changed. Automatically unfair dismissal carries uncapped compensation from January 2027. An employer dismissing 20 employees to change their terms is not facing 20 capped claims. They are potentially facing 20 claims with unlimited compensation each.

There is still a lawful route to achieving contractual change. It involves genuine consultation, documented negotiation, and incentivised consent. Done properly, it works. But it requires planning, and a different approach to the process than most businesses are currently taking.

If your clients are planning restructures, changes to pay structures, or amendments to working arrangements, the old approach needs replacing now, not when they're mid-process.

If this is relevant to anything you're currently working through, feel free to message directly. 🌱

20/05/2026

We're delighted to welcome Sam Fellows to Clifton Ingram as a Partner in our Dispute Resolution team.

Sam brings more than a decade of specialist experience in property litigation, having qualified in 2014 after training at Maples Teesdale LLP in the City of London. He has since built a substantial track record in high-value commercial and residential property disputes, acting across the County Court and High Court in matters including leasehold enfranchisement, break notices, adverse possession and boundary disputes.

Before joining us, Sam held senior positions at Iliffes Booth Bennett, Field Seymour Parkes and Knights, where he was promoted to Senior Associate in 2023. He joins us at a time of continued growth for our property litigation offering, and we're looking forward to seeing what he brings to our clients and our team.

Read more about Sam's appointment here: https://bit.ly/42LE5m0

18/05/2026

Landlord and tenant disputes are on the rise, and the legal landscape for both sides has shifted significantly in recent years.

Whether you're a landlord dealing with a tenant in breach, or a tenant facing an unfair eviction, the right legal support from the outset can make a substantial difference to how your matter resolves.

Our dispute resolution team has extensive experience handling landlord and tenant disputes of all kinds, including disrepair claims, unlawful eviction, possession proceedings, and service charge disputes.

We've also been closely following the progress of renters' rights reform and what it means in practice for landlords and tenants across England. Our latest website post sets out the key changes and what they could mean for you.

Read here: https://bit.ly/48Kp0oi

14/05/2026

Receiving feedback like this is why we do what we do.

Divorce is one of the most difficult experiences a person can go through. When clients tell us that our team made a real difference, it matters.

We're especially proud of the recognition for Rashi Dawson, and the wider team involved in this case. Professionalism, dedication, and genuine care throughout proceedings - that's what Clifton Ingram aims to deliver for every client.

If you're going through a divorce and need specialist legal support, our family law team is here to help.

13/05/2026

Most SME and mid-market businesses have never had trade union involvement. Some assume the Employment Rights Act 2025 (ERA 2025) trade union changes don't apply to them.

They do.

The Act makes two significant changes: the statutory recognition process is simplified, and the voting thresholds are lowered. Both make it materially easier for a union to achieve recognition.

But the more immediately relevant change for non-unionised employers is this: trade unions now have a right to access your workplace, including digitally through your own internal communication channels, for recruitment and organising purposes. This applies to businesses with 21 or more employees.

If a union requests access, you have very limited grounds to refuse. If they run an organising campaign, they can communicate with your staff through your own channels.

The businesses that handle this badly are the ones who haven't thought about it beforehand. Unreasonable refusals, or responses that constitute unlawful detriment or inducement, can expose you to serious risk.

A half-day briefing for your leadership team, covering what these new rights mean, what you can and cannot say to employees, and how to engage lawfully, is a proportionate response. Act before any of this becomes live at your business.

This is specialist territory. If you advise SMEs or want to understand what they should be doing now, get in touch.

Address

22-24 Broad Street
Wokingham
RG401BA

Opening Hours

Monday	9am - 5:30pm
Tuesday	9am - 5:30pm
Wednesday	9am - 5:30pm
Thursday	9am - 5:30pm
Friday	9am - 5:30pm

Telephone

+441189780099

Website

http://WWW.CLIFTONINGRAM.CO.UK/

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