Business Law Plan

If you own the UK copyright in something (e.g. a photo) and someone has infringed it, this letter can help stop any further infringement. It will also demand information to help you work out:

• the full extent of the infringement, and
• how much (if any) compensation you might want to seek.

You can use it if someone has copied all or a substantial part of your work without permission, or if someone is doing something with a copy made by someone else (e.g. selling, hiring, offering, distributing or exhibiting it).

For the purposes of this letter, the work must fall into either of these categories:

• Artistic works: e.g. photographs, paintings, drawings, collages, sculptures, structures, graphic designs, logos
• Literary works: i.e. anything (with some exceptions) that is written, spoken or sung. E.g. novels, short stories, poems, song lyrics, but also things like articles, design specs, reports, plans, computer programs, tables/compilations or (in some cases) databases.

You can't use this letter in relation to:

• Dramatic works (e.g. a play script or screenplay)
• Musical works (e.g. a musical score)
• Sound recordings, films or broadcasts
• Typographical arrangements of published editions.

You also can't use it if you have a licence (i.e. permission) to exploit the copyright in a work, but aren't the owner.

Use this agreement when a band or individual performer is hired to perform at a party or other private or business function/event (e.g. weddings, birthdays, work events, etc).

It can be used by either the performer or the hirer, for single or multiple performances.

Areas covered include:

• Single or multiple performances
• Payment arrangements (including the performance fee, and options for a deposit, expenses, late payment interest and cancellation charges)
• Responsibility for performing rights licenses
• Whether video/audio recordings are allowed
• Rehearsal options
• Technical requirements and specifications
• Insurance and indemnity issues
• Whether facilities/refreshments must be provided

It's not suitable for a ticketed event where the performer requires a percentage of the ticket revenue.

This document is designed to be used on a website that has the facility to take payments (i.e. a basket). It creates standard terms and conditions for the sale of goods and/or services to consumers from a website in the United Kingdom.

This document is not suitable if your business sells:

• financial, leisure, accommodation and transport or catering services
• digital content, except where it is provided on a 'tangible medium' such as a disc or memory stick
• goods and/or services to other businesses

In addition to these terms, you should also use our 'Privacy and cookie notice for a website'. You may also need our 'Terms of use for a website', which govern use of your website generally.

A beneficial owner of property is the person that holds the 'real' value of it. This 'real' value of the property is called the Beneficial interest.

This means that, for example, the beneficial owner of a home has the right to live in and use it, and receive any income that might come from it. A beneficial owner of a bank account is the person entitled to the money in the account, whether or not the account is in their name.

Use this document to give away or sell your beneficial ownership to another person, several people or a corporation. You can use it for any kind of property: e.g. a house or flat, money held in a bank account, shares in a company, a painting, or a car.

Some situations where you might use an assignment, rather than a legal transfer, include:

• when a home is mortgaged and you need give the right to enjoy the benefits of the home to new beneficiaries, while avoiding the need to settle the mortgage;
• when joint owners want to use an assignment to share the income from property to be more tax efficient; or
• when planning for inheritance-tax.

You can only use this document if the property is held on trust. However, check that your beneficial interest is not held under either a protective trust or a discretionary trust - a beneficial interest can't be assigned under either of these.

Use this document to assign the benefit (i.e. to transfer the benefit) of the rights you have under a contract. Most rights are capable of being assigned - for example, rights to benefits under insurance policies, rights to repayment of a loan, rights to purchase property and so on. However, it is important to note that you cannot assign any rights under a contract if the contract expressly prohibits that.

Under the UK General Data Protection Regulation (UK GDPR), you need to tell people about the information you hold, including how you'll use it and for what purpose. You also need to tell them about their privacy rights and how the law protects them. You can use this privacy notice to do this (it's sometimes also known as a privacy policy or privacy statement).

This privacy notice is designed for situations where you take someone's personal information in-person - e.g. in a shop, or when visiting a customer's home. It also includes a separate, short-form privacy notice (we'll explain how and when you might want to use this).

If you need a privacy notice for sales conducted online via a website, or if your website uses cookies or collects information in any other way, use our Privacy and cookie notice for a website instead.

Also, don't use this notice in relation to personal information about your current or prospective staff - use our Privacy notice for employers instead. We also have a Privacy notice for landlords.

This lease is suitable for a self-contained property located in the UK that will be let for between 7 and 20 years (for properties in England or Wales) or between 5 and 20 years (for properties in Scotland or Northern Ireland).

It can be drafted for a maximum of 2 landlords and 2 tenants, who can be individuals (or sole traders), limited companies, business partnerships or limited liability partnerships.

The lease contains a rent review, an optional break clause and standard obligations from the tenant, such as paying the rent, bills and taxes associated with the property, not transferring the lease without your permission and indemnifying you from various costs.

For properties in England or Wales:

• The property must have an Energy Performance Certificate (EPC) with a rating of E or better.
• There is an option to exclude the tenant's right to renew the lease; the required notice to send to the tenant is included.

Use this agreement if you own a commercial property in the UK and you're granting a short-term tenancy. This means no more than 7 years for properties in England and Wales, 20 years for properties in Scotland, or 21 years for properties in Northern Ireland.

The lease is only appropriate for a self-contained building and shouldn't be used where there are shared facilities or if you intend to increase the rent during the term. It can be drafted for a maximum of 2 landlords and 2 tenants, who can be individuals (or sole traders), limited companies, business partnerships or limited liability partnerships.

For properties in England or Wales:

• The property must have an Energy Performance Certificate (EPC) with a rating of E or better.
• There is an option to exclude the tenant's right to renew the lease; the required notice to send to the tenant is included.

For properties in Northern Ireland, if the proposed term is for 5 years or more, we recommend that you use our Medium term lease of commercial premises with rent review.

When signed, this document will acknowledge the debt that is owed by one person to another, the reason why the debt arose and the amount owed. This serves two very important purposes:

1. It makes it easier to prove the existence of a debt if it is later disputed.
2. It can interrupt or suspend the effect of:

• In England, Wales and Northern Ireland, the Limitation Act 1980 which causes a debt to become unenforceable after 6 years
• In Scotland, the Prescription and Limitation (Scotland) Act 1973 which causes a debt to become unenforceable after 5 years in Scotland

In the latter case, this document can have the effect of restarting the clock and making the limitation period start afresh, although it will not have this effect if the acknowledgement is made after the limitation period has already expired or if the acknowledgement is not made to the person to whom the debt is owed (or his/her agent).

This product creates 3 debt collection letters demanding payment for an overdue invoice(s).

You can use it if you have sent invoices (one or more) to a consumer or business for goods supplied or services performed and those invoices remain overdue for payment.

These letters calculate the total outstanding debt as at the date of each letter, including, in some cases, any interest due on the overdue amounts.

The second and third letters can only be used if you've had no reaction from the debtor in response to the previous letter. The third letter is a final 'letter of claim' (also known as a 'letter before action'), which threatens court action if you don't get a response. This also includes the information sheet, reply form and financial statement form that you need to give to the debtor before you can go to court.

These letters are suitable for use where the goods were delivered or services were performed within the UK.

In England and Wales, you can't use them during any 'breathing space' period that the recipient may have been granted under the Debt Respite Scheme.

This is a final 'letter of claim' (also known as a 'letter before action'), demanding payment for an overdue invoice(s). In this letter you threaten court action if you don't get a response.

The letter calculates the total outstanding debt, including, in some cases, any interest due on the overdue amounts. It also includes the information sheet, reply form and financial statement form that you need to provide before you can go to court.

Use this letter only if you have sent one or more invoices to a person or organisation for goods supplied or services performed in the UK. Ideally you will have sent at least one previous letter of demand.

It cannot be used if the recipient has disputed your claim for payment. In England and Wales, you also can't use it during any 'breathing space' period that they may have been granted under the Debt Respite Scheme.

If your business has a website, you'll probably use to it collect and store information from people who visit it, either by asking for it directly or by putting a cookie on their web browser.

Under UK data protection law, you need to tell people about the information you hold, including how you'll use it and for what purpose. You also need to tell them about their privacy rights and how the law protects them. You can use this privacy notice to do this (it's sometimes also known as a privacy policy or privacy statement).

If your website doesn't have anywhere for users to enter information and doesn't use cookies, then you don't need this document.

You should also use our 'Terms of use for a website', which govern use of your website generally. If you make sales (i.e. take payments) via your website, you may also need our 'Terms and conditions for selling consumer goods or services on a website'.

Use this document to create the terms and conditions for the use of your website. It covers issues such as access, intellectual property and liability, with optional clauses regarding registration and posting reviews. It does not cover the sale of any goods or services via the website (i.e. through taking payments online).

This document is not suitable if access to the website is on a subscription basis, or if the website allows the uploading of content (other than reviews).

You should also use our 'Privacy and cookie notice for a website'. If you make sales (i.e. take payments) via your website, you may also need our 'Terms and conditions for selling consumer goods or services on a website'.

Use this agreement when a consultant is hired by a client to provide consultancy services (in the UK only).

It can be used by the client or the consultant - it'll be drafted according to which party you are.

It offers clauses covering a wide range of issues, including remuneration, obligations, termination notice periods and intellectual property.

It's not a contract of employment, but if either party fails to honour the terms of the agreement, they could face claims of breach of contract or negligence.

This agreement is not suitable if the consultant works in the public sector or the health care industry or may have contact with children or vulnerable adults.

Use this agreement to create a contract for an executive director joining a UK company's board of directors, giving them the same rights as an employee. It includes options for working hours, workplace locations (including working abroad), salary, bonuses, share options, benefits, annual leave, sick leave, pensions, training, data protection, restrictions, and more.

All employers must give certain information in a written statement to new employees. This agreement contains that information. If you're an employer in England, Wales or Scotland, you must give the information by the time the employee starts working for you. In Northern Ireland, you can give it up to 2 months after they start.

Use this agreement in combination with our employee handbook (or your own) in order to refer to details of your policies and procedures (e.g. about different types of paid leave).

This document is not currently suitable for part-year employees (such as employees who work only during education term times) or employees who work irregular hours (i.e. the number of paid hours they work varies all or most of the time).

Employees have a right to up to a week off work in any 12-month period to provide or arrange for care for a qualifying dependant who needs long-term care. This is known as carer's leave.

You can use this policy to make everyone aware of the rules around carer's leave. It sets out:

• Information about the policy, including who it's for, its purpose and scope, and how it'll be communicated and implemented
• Who qualifies for carer's leave
• How an employee's entitlement (i.e. a 'week') is calculated
• How employees can request carer's leave
• How you may sometimes have to defer the start date of carer's leave
• Your employees' contractual rights and benefits when on carer's leave (including rights when returning to work)
• The consequences of breaching the policy (e.g. claiming carer's leave dishonestly).

• Testing positive for COVID-19 or having symptoms
• Living with someone who has symptoms or tests positive, or coming into close contact with someone who tests positive
• Having contact with another staff member who has symptoms
• Becoming aware that another staff member has tested positive or is showing symptoms
• Isolating due to surgery or another hospital procedure
• Travelling abroad.

• How staff should inform you
• Sick leave, sick pay and other related details
• The consequences of breaching the policy.

• Information about the policy, including who it's for, its purpose and scope, and how it'll be communicated and implemented
• Rules about maintaining confidentiality and dealing with requests for anonymity
• How and when employees may be formally or informally suspended from work
• Information and rules on attending disciplinary or appeal meetings and how you'll conduct disciplinary investigations
• How and when you'll carry out informal disciplinary discussions
• The steps of the formal disciplinary procedure
• The possible outcomes of a disciplinary meeting
• The appeals procedure
• How you'll deal with any grievance raised during the disciplinary procedure
• Examples of serious and gross misconduct
• The consequences of breaching the policy.

By law you must provide your staff with a policy containing your grievance procedures.

This policy contains a fair and reasonable procedure that complies with the Acas code of practice (for England, Wales and Scotland) and the Statutory Dispute Resolution Procedures and Labour Relations Agency code of practice (for Northern Ireland). It's designed to ensure your staff know what to do and expect when raising a grievance, and to help managers dealing with it.

The policy sets out:

• Information about the policy, including who it's for, its purpose and scope, and how it'll be communicated and implemented
• Rules about maintaining confidentiality, dealing with requests for anonymity and attending grievance or appeal meetings
• How to informally raise a grievance
• The steps of the formal grievance procedure
• The appeals procedure
• How you'll deal with any grievance raised after leaving employment
• How you'll deal with any grievance raised during the disciplinary procedure
• The consequences of breaching the policy.

This is a licence for an employee to occupy a property in England or Northern Ireland that's owned by their employer.

The occupancy must be on the basis that it's necessary for the employee to live in the property for the better performance of their duties. If this basis can't be established, the employee will have a tenancy and not a licence.

If an employer has a lease for the property (usually associated with ownership of flats) or is renting the property from a third party, they should check if permission is needed from their landlord before granting this licence.

If the property is in England and the employee will have other adults living with them (such as their family), employers must check whether those individuals have a legal right to live in the UK (known as 'the right to rent').

This policy is designed to support staff in a UK business who are experiencing the menopause or perimenopause.

It contains a policy statement and sets out information about both conditions and how they can affect staff.

It will also tell affected staff how they can discuss and raise any issues with you, along with what kind of support and adjustments you may be able to offer. There is also guidance for managers.

Surveys suggest more than half of women experiencing menopause symptoms are negatively affected by them at work and that many have left work as a result, often when at the peak of their careers.

Businesses that fail to find ways of supporting women in this situation therefore risk a sudden loss of knowledge, talent and experience - and becoming subject to increasing numbers of related Employment Tribunal claims.

Qualifying employees with children born on or after 6 April 2025 who receive at least a full week of neonatal care within the first 28 days have a right to up to 12 weeks' time off work (and statutory pay).

You can use this policy to make your workforce aware of your rules and procedures for taking neonatal care leave and receiving statutory neonatal care pay. It sets out:

• Information about the policy, including who it's for, its purpose and scope, and how it'll be communicated and implemented
• How employees qualify for leave and pay
• What the entitlement is
• What information employees need to give you
• How employees can take or cancel the leave, and when they need to tell you
• What happens in special circumstances (e.g. if the child dies)
• Your employees' contractual rights and benefits when leave (including rights when returning to work)
• The consequences of breaching the policy (e.g. claiming leave dishonestly).

All employers in the UK must protect their staff from sexual harassment in the workplace. In England, Wales and Scotland, employers must proactively take reasonable steps to prevent it. Although this proactive element doesn't apply in Northern Ireland, employers can still be held liable in the event of sexual harassment if they failed to take reasonable steps to prevent it.

Employers in the UK can also be held liable if they fail to take reasonable steps to prevent sexual harassment by third parties, e.g. customers.

This policy helps you fulfil both obligations. It's drafted in line with the recommendations and guidance of the Equality and Human Rights Commission (EHRC), applies to all paid staff in your business. It sets out:

• Information about the policy, including who it's for, its purpose and scope, and how it'll be communicated and implemented
• A policy statement from senior staff
• What sexual harassment (and victimisation) is
• Information about the training staff will receive
• Staff and manager obligations
• How to report breaches (including both informal and formal procedures for resolving complaints)
• The kind of support you may be able to offer
• How you'll monitor sexual harassment and victimisation in the workplace
• The consequences of breaching the policy

We've also included a separate section with practical advice about how to use the policy and meet your obligations.

This product enables you to prepare and document the compliance of your business with all relevant health and safety legislation. It does this by walking you through all the issues that you need to address - registration, insurance, risk analysis, risk minimisation, training, etc. The document then prepares a statement of development to be kept on file and shown to all interested parties and officials to prove that you have followed the appropriate procedures in developing a health and safety policy for your business. It also produces a list of actions with timelimits so that you address all relevant issues. Finally, it produces a tailored health and safety policy at the end of the document. Hence, this product produces three documents - a record of the development of your health and safety policy, a list of actions with timelimits and the health and safety policy itself.

It is recommended that you review this policy every 18 months, or sooner if there are substantial changes to your staffing or premises.

All employers in the UK must protect their staff from sexual harassment in the workplace. In England, Wales and Scotland, employers must proactively take reasonable steps to prevent it. Although this proactive element doesn't apply in Northern Ireland, employers can still be held liable in the event of sexual harassment if they failed to take reasonable steps to prevent it.

Employers in the UK can also be held liable if they fail to take reasonable steps to prevent sexual harassment by third parties, e.g. customers.

Use this climate survey to identify any patterns of behaviour that your staff experience while they work for you and gather insights on situations and practices that increase the risk of sexual harassment.

A key part of fulfilling this obligation is to assess the potential risk of staff being exposed to sexual harassment - carrying out a survey will help you to do that more thoroughly. For this reason, use this document before completing our Sexual harassment risk assessment checklist.

All employers in the UK must protect their staff from sexual harassment in the workplace. In England, Wales and Scotland, employers must proactively take reasonable steps to prevent it. Although this proactive element doesn't apply in Northern Ireland, employers can still be held liable in the event of sexual harassment if they failed to take reasonable steps to prevent it.

Employers in the UK can also be held liable if they fail to take reasonable steps to prevent sexual harassment by third parties, e.g. customers.

A key part of fulfilling your obligations is to assess the potential risk of staff being exposed to sexual harassment. This checklist will ask you about various aspects of your business and help you to assess the levels of risk involved.

It'll also help you to outline what actions you're taking, their shortcomings, and any further action that might be needed to minimise or eliminate the risks.

Before completing this document, it's strongly recommended that you ask your staff to complete an anonymous survey about their experiences of sexual harassment in the workplace, and gather the results. You can use our Sexual harassment climate survey to do this.

Landlords of a residential property in England can use this to create a fixed-term assured shorthold tenancy agreement. Specific clauses are included to cover gas, electrical and fire safety and building maintenance. It is suitable for both regular lettings and Houses in Multiple Occupancy (HMO). The document deals with a landlord's requirement to use a Government-authorised Tenancy Deposit Protection scheme.

It's not suitable if the total rent payable is £100,000 or more per year or you intend to grant a tenancy for a fixed term of 3 years or more.

Note that landlords will be in breach of the law if they grant a new tenancy or renew or extend an existing tenancy, for a property that has an energy performance certificate rating of below E.

On 1 December 2022, assured shorthold tenancies were abolished in Wales due to the Renting Homes (Wales) Act. They have been replaced by standard occupation contracts.

Use this document to create either a fixed-term or a periodic standard occupation contract (also known as a written statement). It contains all the required terms and necessary explanatory information.

It's broadly based on the Welsh Assembly's model written statement, but with extra clauses and options, including:

• Break clauses
• How the contract-holder (i.e. tenant) should use, maintain and secure the property
• Access rights during the last 2 months of the contract (e.g. for viewings)
• What the contract-holder must do when the contract ends, including what happens to any property left behind
• What happens if the property is destroyed or becomes uninhabitable
• An inventory
• A guarantee

This document can be used by a landlord operating as a business entity, or by up to 4 joint landlords (who are individuals).

Note that this document can't be used for:

• A fixed-term lasting 7 years or more
• Lettings where the landlord is a registered charity, registered social landlord, local authority or other form of community landlord
• Houses in Multiple Occupation (HMOs)
• Other types of standard contracts (e.g. supported, introductory or prohibited standard contracts)
• Agricultural land
• Holiday or short-term lets
• Lets where the landlord is sharing the property
• Social housing, care institutions, asylum seekers, homeless people, employees (where the landlord is the employer) or students (where the landlord is a university or college)

Use this to create an inventory and record of condition for residential properties let in the UK. It should help prevent disputes when the agreement ends.

You'll have the option to either create a blank inventory (tailored to the configuration and contents of your property) to fill in later, or to complete it in full. You've also got the option to upload photos.

The document includes helpful examples, plus instructions about what to do afterwards, including any legal requirements and set timeframes that may apply in your part of the UK.

You must not send this letter to a tenant if you're told that they've been granted formal 'breathing space' from rent arrears debt under the Debt respite scheme.

Protect the deposit and give this notice and the scheme documents to the tenant within 30 days of the tenant paying the deposit. At the same time, you should also send it (together with the scheme documents) to anyone who paid the deposit for the tenant and, in order to avoid any dispute, the tenant's guarantors (if any).

If you let a residential property to tenants in Northern Ireland, you need to give them this notice within 28 days after granting the tenancy.

This notice is also known as a Landlord's notice relating to the granting of a private tenancy. We've previously referred to it as a Statement of tenancy terms.

It's suitable in situations where there are 1 or 2 landlords and 1 or 2 tenants.

Intellectual property (IP) rights refer to rights granted to people and organisations over "creations of the mind". They include trade marks, designs and copyright.

You can use this document to assign (i.e. transfer):

• all IP rights in specific materials (documents or physical items) that have already been created (e.g. copyright in literary works or photographs, or unregistered design rights); and/or
• all future IP rights in materials that may be created during work done on a particular project (e.g. wedding photography or videography, or a commission to paint a portrait); and/or
• specific IP rights (e.g. particular registered trade marks or designs, or pending applications for trade mark or design registration).

You can use it if you're the person transferring the rights (assignor) or the person receiving them (assignee).

You can potentially use it to transfer non-UK rights. However, local laws may affect the transfer in non-UK countries and there may be extra requirements or formalities. You should get local legal advice.

This document replaces and expands the functionality of the document Transfer of copyright in photographs.

If 2 or more people perform music together with the intention of making a profit, this usually creates a general partnership. This band members agreement is a type of partnership agreement. You can use it to regulate the partnership and the relationship between the band members.

Areas covered include:

• What's expected of each band member
• How band leading tasks will be managed
• How administrative tasks will be managed
• How decisions are made and who makes them
• Whether and when the band members will be expected to contribute cash
• The band members' rights to a share of the cash, profits and royalties and how that's calculated
• How new band members can join
• What happens if a band member leaves
• The circumstances in which a band member can be expelled from the band
• Accounting and banking procedures.

You'll need to have already completed claim forms N5 and N119 (particulars of claim) and a schedule of rent arrears. You can use our documents Form N5 - Claim for possession of property (rent arrears only), Form N119 - Particulars of claim (rent arrears only) and Schedule of rent arrears for form N119 to do this.

Note: If you've been told that your tenants have been granted breathing space under the debt respite scheme, you can't send this letter or issue a claim for possession without first getting a court's permission.

Use this covering letter to a county court to enclose the form and supporting documents needed to issue a claim for possession using the accelerated possession procedure for a property let under an assured shorthold tenancy agreement.

You will need to have already completed claim form N5B. You can use our document Form N5B - Claim for possession of property (accelerated procedure) to do this.

To use this document, you will need to have obtained an order for possession of the property and the time for the tenant to vacate must have expired or the tenant must have breached the terms of a suspended possession order. You must have also completed Form N325 - Request for warrant of possession of land.

Use this as a covering letter when serving a notice seeking possession under section 8 of the Housing Act 1988 against a tenant with an assured or assured shorthold tenancy agreement solely on the grounds that there are current rent arrears.

If you're a residential landlord and have a date for a possession court hearing in England or Wales due to rent arrears, you'll need to send the court and the tenant(s) an updated rent arrears schedule and witness statement. They must receive them at least 2 days before the hearing.

You can use this to create 2 covering letters to accompany the documents when you send them to the court and the tenant(s). You can also use the covering letters to state whether or not you'll be seeking an order for the tenant(s) to pay for your costs.

If you haven't already, use our document Updated rent arrears schedule and witness statement for possession hearing first.

It must be given after you've sent the tenants a valid 'section 8' notice (seeking possession due to rent arrears) and the tenants haven't left or paid the arrears by the deadline given in that notice.

This form must be completed together with Form N5 and a schedule of rent arrears. You can use our documents Form N5 - Claim for possession of property (rent arrears only) and Schedule of rent arrears for form N119 to do this. Once all these documents are completed, you can start your possession claim by sending them to the relevant court. You will have to pay a court fee.

If you've been told that your tenants have been granted breathing space under the debt respite scheme, you can't send either form during this period without first getting a court's permission.

This document must not be used for claims using the accelerated possession procedure - use our document Form N5B - Claim for possession of property (accelerated procedure) instead.

It can also be used to instruct the court bailiff to recover any money owed by tenants. Once completed, this form must be sent to the relevant court together with the appropriate court fee to be issued.

It must be given after you've sent the tenants a valid 'section 8' notice (seeking possession due to rent arrears) and the tenants haven't left or paid the arrears by the deadline given in that notice.

This form must be completed together with Form N119 and a schedule of rent arrears. You can use our documents Form N119 - Particulars of claim (rent arrears only) and Schedule of rent arrears for form N119 to do this. Once all these documents are completed, you can start your possession claim by sending them to the relevant court. You will have to pay a court fee.

If you've been told that your tenants have been granted breathing space under the debt respite scheme, you can't send either form during this period without first getting a court's permission.

This document must not be used for claims using the accelerated possession procedure - use our document Form N5B - Claim for possession of property (accelerated procedure) instead.

To use this form, all of the following must be true:

• You're claiming possession of a property rented under a AST that began on or after 28 February 1997.
• All the fixed-term or contractual periodic AST agreements with the tenants are written.
• All of the tenants are individuals (i.e. not companies or organisations).
• At least one of the tenants occupies the property as their only home.
• None of the tenants are employed as an agricultural worker.
• If there is more than one landlord, none of them operate as a business.
• A section 21 notice has been served on the all the tenants at the same time and in the same way.
• Your claim is only for possession of your property and doesn't include any other claim (e.g. rent arrears).
• If you've received a deposit, you've paid it into a government-approved tenancy deposit scheme.
• If the first or latest tenancy agreement is dated on or before 1st December 2003, you've paid any owed stamp duty.

It tells them that you intend to make a court claim to evict them, which you can do from 14 days after serving the notice. It replaces the section 8 notice under the old rules.

Serious rent arrears means at least:

• 8 weeks' rent is in arrears (if the rent is paid weekly, fortnightly or every 4 weeks)
• 2 months' rent is in arrears (if rent is paid monthly)
• One quarter's rent is more than 3 months in arrears (if rent is paid quarterly)
• 25% of the rent is more than 3 months in arrears (if rent is paid each year)

If you've been told that the contract-holder has been granted breathing space under the debt respite scheme, you can't send this notice during this period without first getting a court's permission.

If you want to end the resulting converted fixed-term contract, this is the formal notice you must give to your contract-holders (i.e. tenants). It replaces the section 21 notice under the old rules.

You must give the notice to contract-holders before the end of the fixed term. It tells them when they need to move out. You must give them at least 2 months' notice. These are special rules that apply only to converted fixed-term occupation contracts.

However, you can only use this form if you've created and given a written converted fixed-term standard occupation contract to your contract-holders. You're not entitled to use the special rules for converted fixed-term contracts until you do this.

There are other qualifying conditions - our document questionnaire will guide you through these and warn if you need to take any action.

You can't use this notice if:

• the fixed-term has ended;
• you want to end the fixed-term early using a break clause; or
• you've already given a valid section 21 notice before 1 December 2022.

You must not send this letter to a tenant if you're told that they've been granted formal 'breathing space' from the rent arrears debt under the Debt respite scheme.

Use this covering letter to a county court to enclose the form needed to apply for a judgment for possession against your tenant where they've failed to send the court their defence within the timeframe set by the court. This is known as a judgment in default.

To use this document, you should have issued a claim using claim form N5B (claim form for possession of property let under an assured shorthold tenancy agreement) for possession under the accelerated possession procedure for a property in England. You should also have completed the application form for judgment in default (which is provided by the court).

Note: The tenant(s) have 14 days from the date of service of form N5B to send their defence to the court. If the court receives their defence after the 14 days expired, but before you apply for a judgment in default, their defence will be accepted by the court - so don't delay sending this document.

The questionnaire will confirm the bailiffs' appointment to attend the property to evict the tenant.

Note: if using this document in relation to a property in Wales, you must have started your possession claim before 1 December 2022.

This is the formal notice that you must serve on (i.e. give to) a tenant to tell them that you're seeking possession of your property under section 21 of the Housing Act 1988.

It can only be used for properties in England let under an assured or assured shorthold tenancy agreement.

You must not send this notice:

• Before the tenancy starts
• Unless the tenant has lived in the property for at least 4 months
• Before the end of the fixed-term of a tenancy (unless there is a break clause in the tenancy agreement allowing you to do so)
• If you've failed to comply with several other conditions (which are set out in the guidance notes of this document).

Otherwise, you can use our document Covering letter for section 21 notice to send it.

This is the formal notice that you must serve on (i.e. give to) a tenant to tell them that you're seeking possession of your property on the grounds that there are current rent arrears. It also includes a schedule of rent arrears to accompany the notice.

It can only be used for properties in England let under an assured or assured shorthold tenancy agreement.

You must not send this notice if you're told that the tenant has been granted formal 'breathing space' from the rent arrears debt under the Debt respite scheme, without first getting a court's permission. Otherwise, you can use our document Covering letter for section 8 notice to send it.

This document is not suitable for seeking possession on any grounds other than rent arrears.

Use this schedule of rent arrears as required when applying to the court for a possession order on the grounds of rent arrears. You must send it with court form N119.

You must not send this document (or court form N119) if you're told that the tenant has been granted formal 'breathing space' from the rent arrears debt under the Debt respite scheme.

Use this to create a witness statement and updated schedule of rent arrears, which you will need if you're a residential landlord and have a date for a possession court hearing in England or Wales due to rent arrears.

You must send both documents to the court and the tenant(s) at least 2 days before the court hearing. We therefore recommend that you complete them a week before the court hearing so that you can send them in time. You can use our document Covering letter for witness statement & rent arrears schedule to do this.

Important: If you receive a notice that your tenant has been granted formal 'breathing space' from the rent arrears debt under the Debt respite scheme, you must inform the court of this in writing as soon as you receive it.

Intellectual property (IP) rights refer to rights which are the result of intellectual effort. They include trade marks, designs and copyright.

This document can be used to grant a licence for the use of IP rights in connection with the supply of specified products or services (licensed products). The IP rights may be:

• all IP rights that exist in relation to specific copyright works that have already been created (e.g. copyright in literary works or photographs); and/or
• specific IP rights (e.g. particular registered or unregistered trade marks or designs, or pending applications for trade mark or design registration).

You can use it if you're the person licensing the rights (the licensor) or the person being given the use of them (the licensee).

You can use it to license non-UK rights. However, local laws may affect the licence in non-UK countries and there may be extra requirements or formalities. You should get local legal advice.

This document replaces and expands the functionality of the documents Trademark licence agreement and the Photographer's agreement as to the use of his or her work.

Where two or more people wish to carry on a business through a limited company, a shareholders' agreement should be used. The agreement sets out the duties and responsibilities of the shareholders to the company and regulates their relationship with each other. The shareholders may be either all individuals or all companies/LLPs or a combination of both.

This shareholders' agreement is for use in relation to a UK-based private limited company, whose shareholders are also all UK-based.

It's not appropriate for listed companies, or companies with more than one class of shares within its issued share capital (which means it's not appropriate if there are shareholders without voting rights).

This letter asks an employee, worker or potential new recruit for their consent for you to get a medical report about them. You have a choice of requesting the report from their GP (or other medical adviser), or from a medical adviser of your choice (e.g an occupational health adviser).

When asking for a medical report, there are various issues around consent and data protection. This letter will help you to meet your obligations.

You can use it in a number of situations, such as:

• If the staff member is absent due to a long-term problem;
• If they are persistently absent for short periods;
• If you're considering the need for reasonable adjustments under equality law, or;
• To help make a final recruitment decision.