frequently aSKED questions

At Legateca, we uphold our commitment to simplicity and personalization. Unlike generic online information sources, we don't inundate you with unnecessary details. We go beyond being a conventional lawyer's directory – we don't merely redirect your queries for price comparisons. Our services are meticulously designed to offer a smooth transition from distress to relief. Kickstart your journey for free, or for a nominal fee, explore the benefits of our AI-driven Legal Advisor. If you're seeking cost-effective expert guidance, choose and schedule sessions with our thoughtfully chosen and extensively vetted legal partners. Your seamless legal experience begins with Legateca.

Legateca operates outside the areas of "reserved legal activities" under the terms of the Legal Services Act 2007 (LSA). This means that we are free to practice those areas of English law, and others, without being required to be regulated and authorised by the Solicitors Regulation Authority (SRA). As a legal technology company, we guide you through the legal process based on your individual circumstances, facilitating seamless connections to expert legal advice.

Consider this as your personalised online legal support service. We offer tailored and valuable information while gathering pertinent details through guided questions. Once completed, you will receive a comprehensive summary report via email, with a copy stored securely in your portal. Opting for mediation or legal services through us? We'll make the report accessible to them in advance (subject to conflict of interest checks, where applicable). This ensures you enter your initial meeting well-prepared, allowing them to understand your situation beforehand and provide more meaningful assistance from the start, ultimately saving you both time and money.

We send you the summary report by email, so you need to have access to an email address in order to receive it. Once you signup, you get access to your portal where you can see documents, view payment history and book legal service providers directly.

Absolutely, and at no cost. Although you will receive a summary report via email on each occasion, please note that you can only download the most recent copy from your portal.

Yes, you can, but please be aware that there will be a charge for each use.

While we are actively working on introducing various packages and bundled services, currently, you will incur charges each time you use Instant Advice. Nonetheless, by providing accurate details to the best of your ability, you can gain a fairly good understanding of the available options.

Technology forms the foundation of our operations. We employ Artificial Intelligence technologies, specifically Machine Learning models, for our Instant Advice service. These models undergo training with pertinent historical data and validation against precise legislative rulings and judicial precedents. To ensure and enhance accuracy, we continuously monitor and retrain our models. For further details, please consult our Terms and Conditions.

If you choose to utilise the services of a legal service provider through us, some of your personal details may be utilised for conflict of interest checks. For example, a lawyer cannot represent both parties in a divorce case. Hence, providing accurate information is in your best interest.

Simply go to the respective lawyer’s or mediator’s page, make payment for the minimum number of sessions and book appointment(s). You will be able to view your payment history and appointments details on your portal.

You can't reschedule appointments once booked. However, if you send an email to your chosen lawyer/mediator atleast 24 hours before appointment, then they can reschedule the appointment as per their availability. Please provide 3 preferred slots in your email.

No, you can book future meetings at a later date as well. There is no time limit after paying for the meetings in advance.

In such a scenario, you can initiate a dispute within 7 days of the appointment date. We will make every effort to address and resolve the dispute, and if applicable, provide a refund. Subsequently, you can raise dispute to claim refund for future appointments subsequently.

Once logged in (signup here), access your profile by clicking on your profile picture located in the top right corner of the page. From there, you can edit your profile, verify your identity, review all your documents, and check the history of your appointments and payments.

You can leave a star rating and feedback for each appointment which has been completed.

No, we only allow bookings against payment made for a particular legal service provider. If you are not satisfied by their service, you can always raise a dispute within 7 days of appointment completion and can claim refund for future appointments as well.

When you book an appointment, you will receive a notification email with a calendar file. You can download the file and populate into your preferred calendar with appropriate alerts.

To comply with our service agreements with Legal Service providers, identity verification is mandatory. These providers are obligated to conduct identity and Anti Money Laundering checks. If you haven't completed the identity checks yet, you can always address this during your initial call with the legal professionals.

Certainly! To cancel an appointment, use your portal after signing up. Alternatively, you can raise a dispute or email us at info@legateca.com at least 24 hours before the scheduled appointment. This allows us to cancel the appointment and process your refund. Please note that failing to notify us within this timeframe will result in the forfeiture of your payment

Many of our partners are regulated solicitors authorised by the Solicitors Regulation Authority (SRA), or Chartered Legal Executives regulated and authorised by CILEX. Our other legal consultants, while not qualified solicitors, are accomplished professionals possessing the necessary legal experience and knowledge to uphold high standards.

Our team includes Mediators who are qualified by the International Mediation Institute (IMI) and have completed accredited mediator training programs by the Civil Mediation Council (CMC) and the Chartered Institute of Arbitrators (CIArb). This ensures that our clients receive support in dispute resolution, with facilitated fair and honest discussions.

The divorce process typically takes around 6 to 12 months, but it can vary based on individual circumstances.

Factors include each spouse's financial needs, earning capacity, and any financial responsibilities towards children.

Grandparents may apply for visitation rights, but the court will consider the child's best interests.

A prenuptial agreement outlines how assets are divided in case of divorce; while not strictly binding, the court considers them if fair and freely entered into.

Property division considers both financial and non-financial contributions, and the court aims for a fair distribution.

It outlines the arrangements for a child's living situation, and it can be obtained through negotiation or court proceedings.

Changing a child's name requires consent from all those with parental responsibility or a court order.

A separation agreement formalizes living arrangements but doesn't end the marriage, while a divorce legally ends the marriage.

Yes, same-sex couples have the same adoption rights as heterosexual couples.

A family mediator facilitates communication and helps parties reach agreements on issues like child custody and financial matters.

The court takes domestic violence seriously and may issue protective orders, affecting child custody and visitation arrangements.

The child's wishes are considered, but the court prioritises the child's best interests.

A non-molestation order prohibits someone from engaging in abusive behaviour and may include restrictions on contact or approaching a specific location.

While not mandatory, having a solicitor can provide legal advice and ensure your rights are protected during mediation.

The process involves obtaining consent from all parties and going through an adoption assessment.

Pensions are considered a marital asset and may be subject to division, depending on factors like the length of the marriage.

In certain circumstances, such as non-disclosure of assets, a financial settlement may be revisited through legal proceedings.

Unmarried parents have parental responsibility, but certain rights may need to be established through legal means.

Creating a prenuptial agreement is a common way to protect assets before marriage.

Separation means living apart without legally ending the marriage, while divorce legally terminates the marriage.

Workplace discrimination occurs when an individual is subjected to unfair treatment based on one of the legally recognized "protected characteristics." These include age, disability, gender reassignment, marriage/civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation

Part-time employees have the same rights as full-time employees, including holiday entitlement and protection against discrimination.

It is crucial to seek advice promptly, as delaying can be detrimental. Typically, the initial action involves lodging a complaint or grievance about the situation. However, it's important to note that claims are generally limited to instances of treatment that occurred within the preceding 3 months.

Employers generally cannot change significant terms without employee agreement, but some changes may be allowed with notice.

Constructive dismissal occurs when an employee resigns due to a fundamental breach of contract; proof may involve demonstrating a serious breach and exhaustion of grievance procedures.

Unfair dismissal occurs when an employer terminates an employee without a valid reason or proper procedure, leading to potential legal claims. This typically requires a qualifying period of continuous service. On the other hand, constructive dismissal arises when an employee resigns due to a fundamental breach of their employment contract by the employer, necessitating a reasonable response to an untenable situation. While unfair dismissal involves employer-initiated termination, constructive dismissal results from the employee's voluntary resignation in response to unacceptable employer conduct. Both scenarios offer legal avenues for remedy, but eligibility criteria and circumstances differ. Employees facing dismissal or contemplating resignation are advised to seek legal advice tailored to their specific situation.

If you are considering bringing a claim for unfair dismissal at work, provided you have the right to claim (often requiring 2 years’ service with your employer for unfair dismissal rights), you typically need to initiate Acas Early Conciliation first. This involves attempting to reach a settlement with your employer. If Acas Early Conciliation doesn't lead to a resolution, Acas will issue a Certificate, enabling you to commence an Employment Tribunal claim.To start an Employment Tribunal claim, you must complete the necessary form, known as an ET1, providing all required information and detailing the full particulars of your claim. Employment law can be intricate, and errors or missing Employment Tribunal deadlines may jeopardize your claim. It is advisable to seek specialised employment law advice promptly, preferably after your dismissal or even before, if you're contemplating an unfair dismissal claim.

An employment tribunal is the type of court that deals with employment claims, including claims for unfair dismissal, constructive unfair dismissal, discrimination, unlawful deduction of wages, holiday pay claims, and so on.

Notice periods vary but are usually stated in the employment contract or statutory notice periods apply.

Pay cannot be withheld, but employers can address poor performance through performance improvement plans and disciplinary procedures.

Employees should follow their employer's grievance procedure, outlining their concerns formally. A grievance process is the process through which a grievance can be investigated and dealt with. You can usually find your employer’s grievance policy and procedure in their staff handbook or office manual, or sometimes in your contract of employment. If your employer changes or updates the grievance policy, they should notify all staff of any changes.

Dismissing an employee on long-term sick leave should be approached carefully, and employers must consider adjustments or alternatives.

Overtime pay is calculated based on the employment contract and may vary between organizations.

Redundancy pay is based on factors such as age, length of service, and weekly pay, subject to statutory limits.

Employers must provide a safe working environment, conduct risk assessments, and provide necessary training and protective equipment.

Employers can refuse requests for flexible working if there are legitimate business reasons, but they must consider and respond to requests.

An employer's discretion to decline a work-from-home request hinges on factors like job prerequisites, company policies, and the specific details of the request. If the nature of the job mandates in-person presence, entails tasks incompatible with remote work, or has valid business justifications, the employer may be justified in refusing the request. A thorough review of company policies, contractual commitments, and an awareness of legal provisions concerning flexible work arrangements is essential.

Employers can request a medical examination if there are genuine concerns about an employee's ability to perform their duties.

Workers have some employment rights, but not all, while employees have a broader set of rights and responsibilities.

Dismissal during a probationary period requires adherence to the contractual terms and should not be discriminatory.

Employees are entitled to rest breaks and daily rest periods, as specified by employment regulations.

Significant changes to job roles generally require consultation, and employees may have legal recourse if not properly consulted.

UK visas include work visas, family visas, student visas, and visitor visas, each with specific eligibility criteria.

Processing times vary by visa type and can range from a few weeks to several months.

No, a tourist visa does not allow employment; a work visa is required for legal employment. However, the UK’s government has published an update to its immigration rules, thus permitting more activities on Visitor Visas, including remote work, research, provision of legal services and paid engagements, while confirming that the new changes will become effective from January 31, 2024.

Visa extension processes differ by visa type but generally involve submitting an application before the current visa expires.

Some visas allow for switching to another category within the UK; others may require leaving the country.

Financial requirements vary by visa type and may include proof of funds for maintenance.

Family members can apply for dependent visas, provided the main visa holder meets the necessary criteria.

Many visas require proof of English proficiency through recognized language tests.

Indefinite leave to remain is a permanent residence status, while British citizenship grants full citizenship rights.

Yes, most visa refusal decisions can be appealed, but the process varies by visa type.

Asylum seekers must submit an application, attend an interview, and provide evidence of persecution in their home country.

Asylum seekers can apply for permission to work after waiting for a specific period.

Overstaying can lead to deportation, a ban on re-entry, and other legal consequences.

Yes, victims of domestic violence may be eligible for a visa under the Domestic Violence Immigration Rule.

Proof includes evidence of cohabitation, joint finances, and a genuine commitment to a lasting relationship.

The Surinder Singh route allows family members of British citizens to return to the UK after living together in another EEA country.

The age limit for dependent children varies by visa type, and specific criteria must be met.

In some cases, students can switch to a work visa after completing their studies in the UK.

Naturalisation requires meeting residency requirements, demonstrating good character, and passing a citizenship test.

Traveling outside the UK while a visa application is pending may affect the application, and it's essential to check the specific rules for the visa category.

Small claims are for simple cases that don’t involve large amounts of money or complicated issues. They’re often used to get compensation or your money back if something’s gone wrong. Small claims are never usually for more than £10,000. You can use small claims for things like a faulty product, poor service, being owed a refund, disputes with your landlord or accidents when you’ve been injured - for example, a car accident.

Filing fees vary but are generally lower than those for other court proceedings.

From 3 October 2022, the maximum value of a claims which can be heard in the small claims court has been increased to £5,000.

In small claims court, legal fees are generally not recoverable, and parties typically represent themselves.

Small claims cases are designed to be resolved more quickly, with a timeline varying depending on the complexity of the case.

Various methods, such as garnishment or seizing assets, can be used to enforce a judgment.

Appeals are generally limited in small claims court, and they may be allowed only on specific legal grounds.

Evidence may include documents, witness statements, and any other relevant information supporting the claim.

Parties can negotiate and settle a small claims case at any point before a court decision.

If the defendant doesn't respond, the claimant may win by default, but the court may still assess the claim.

Parties can represent themselves, and in some cases, a non-lawyer may represent a business.

Many jurisdictions offer online filing for small claims cases, streamlining the process.

Remedies may include monetary compensation, orders for specific actions, or the return of property.

Defendants can file a counterclaim against the claimant, expanding the scope of the case.

Small claims court involves a legal decision, while mediation aims to facilitate a voluntary agreement between parties.

Yes, small claims court is open to individuals and businesses, providing a simpler and cost-effective way to resolve disputes.

The judge assesses evidence, listens to arguments, and makes a decision based on the law and facts presented.

Small claims court is often used for breach of contract cases, particularly those involving smaller amounts.

Yes, there is a time limit, known as the limitation period, for filing a small claims case. The limitation period for most small claims in England and Wales is usually six years from the date when the cause of action occurred. This means that you generally have six years from the date of the incident or breach to bring a small claims case. It's crucial to be aware of this time limit and take timely action if you believe you have a small claims case. If the limitation period expires, you may lose the right to pursue your claim through the small claims court. Keep in mind that specific types of claims or circumstances may have different limitation periods, so it's advisable to seek legal advice for your particular situation. Additionally, legal rules and regulations may be updated, so it's recommended to check the latest information or consult with a legal professional for the most current guidance.