Milton Firman – The Legal Adviser

At times justice cannot be served easily and you need to conquer it. For that either you need to have good legal knowledge yourself or find someone to guide you. It is very hard to find a good legal advice for your case if you don’t have ‘hot cash’ and those perks. Surely there are names in the legal field that are contradictory to this but to be honest they are few in number. Milton Firman is one such name that is a gem within those few.

Milton Firman is the Managing Director at The Legal Company and is known for being an avid campaigner who has fought many cases fearlessly if the cause is just. He believes no one should be deprived of the inalienable right to seek justice within the law and he has been helping many people who cannot afford to pay much to seek the justice they rightly deserve. And its not just words but Milton Firman’s years of experience as a solicitor speaks for him and you cannot deny it. Some of his prominent Judicial Review Cases include number of cases resulting in over £3 million damages for Claimants against Greater Manchester Police.

Laura Holland recommends Milton Firman’s legal advice as she adds – “I searched for eight years for advise on a legal problem , no one would do anything that was helpful for less than £90/hr- until I found Milton.” And its not just Laura, but many others who have gained from Milton’s expert advice which spurs from his experience in the legal field. Mark Richard Dawson is another of Milton’s client who recommends him as he says – “Once milton was familiar with the circumstances of my case and had sought a second opinion to confirm his initial analysis his advice was perfect. He kept my spirits up when I despaired but also kept me feet on the ground when I got carried away.”

If you are tired of running around and cannot find anyone from the law circuit who can help you out without those ‘hefty piles of cash’, Milton Firman is the guy for you.

Milton Firman – Threatened Changes To Judicial Review

The threatened changes to Judicial Review are a genuine risk to individual flexibility. The cure of Judicial Review in the high Court is planned as a method for individual nationals keeping a look out for the exercises of those open bodies completing an open capacity. It is a brilliantly viable cure, given there right circumstances. It represents and controls activities which are either unreasonable, completely irrational, ultra vires or unlawful.

The proposed changes incorporate an increment in Court expenses and chopping down as far as possible for getting such a case the primary spot. Indeed, even the scholarly Lord Chief Justice has tossed his wig in the ring and communicated worries that the recommendations may have the opposite impact to that which is proposed. By chopping down as far as possible from the current three months, more Applications, instead of less, may be brought in light of the fact that there will just not be sufficient time to intercede and trade off. How senseless is that! By and by, in the setting of legal audit, three months is not quite a while and what the accentuation ought to be on is somewhat the time it takes for a Judicial Review Application to precede the Court. Some all the more conceivably false economy.

Milton Firman – Your Maternity Rights

Firstly, a woman cannot be dismissed for being pregnant or having children. If an employer terminates your employment contract in these circumstances, then you have the right to take your employer to a tribunal for an unfair dismissal hearing.

Secondly, all employees, regardless of their current tenure at a job, have the right to take maternity leave. This period is stated to be a maximum of 26 weeks of paid leave, where the employment contract continues through. Maternity leave cannot begin until at least 11 weeks into a pregnancy. In most circumstances, each individual employer will decide when the period begins. Pregnant women must give one months’ notice of their leave before the period is set to begin.

You must tell your employer that you are pregnant at least 15 weeks before the beginning of the week when your baby is due. If this isn’t possible, for example because you didn’t realise you were pregnant, you must tell your employer as soon as possible. You should also tell them when you want to start your Statutory Maternity Leave and Pay.

Each female is entitled to be paid during her maternity leave. She will receive 9/10ths of her annual salary for the first six weeks of her leave, and then less for the remainder of the maternity period, up to a maximum of 26 weeks.

Every woman has the right to return to work after their maternity leave is finished. An employer cannot decide to simply not give the job back to a female employee because she has been on maternity leave. However, a returning employee must give 3 weeks’ notice of impending return and await a response on when the employer wishes her to come back.

If the type of employment is not one which can be performed safely while pregnant, an employer must offer an alternative job, if one is available. In many circumstances, an employer will simply suspend the pregnant woman from working until she has given birth. If there is such a job and it is not offered, and the employee is suspended, then she has the right to take the matter to tribunal.

All pregnant employees, regardless of tenure, are entitled to reasonable time off work for antenatal care. Any time off must be paid at your normal rate of pay. An employer cannot refuse to give you reasonable time off for antenatal care or to pay you at your normal rate of pay. You cannot take paid time off for antenatal appointments until you have told your employer you are pregnant.

Fathers do not have a legal right to time off to accompany their partners to antenatal appointments as the right to paid time off only applies to pregnant employees. However, many companies recognize how important a time this is and let their employees either take paid time off or make up the time later.

It is unlawful sex discrimination for employers to treat women less favorably because of their pregnancy or because they take maternity leave. For example, this includes:

trying to cut your hours without your permission
suddenly giving you poor staff reports
giving you unsuitable work
making you redundant because of your pregnancy (you might still be made redundant for other reasons)
treating days off sick due to pregnancy as a disciplinary issue

Your employer can’t change your employment terms and conditions while you are pregnant without your agreement. If they do, they will be in breach of contract.


The Legal Comapny all believe justice is an automatic right, and so perhaps it should be. The truth is very different. My own view is that rarely does justice come knocking on our door. The problem is when injustice knocks, what should we do.

I deal with a multitude of claims against the police. The fact is that in many situations, there is in truth no remedy. Let me give you an example or two.

A chap is arrested for something he has not done but it is serious. He is accused of murder of a friend and he was definitely in the same house at the time the murder was committed. He is taken into the police station and, though he denies the allegation, he is charged. He pleads not guilty and 12 months later, he stands trial, having been in custody at the prison nearby for the full twelve months. It was a nasty murder and he was therefore potentially a dangerous man.

At trial, the jury, after a three week hearing, acquits him and he walks free. Hoorah!

The fact is that by this time his life has been destroyed, his self-esteem is in a total tangle and he is suffering from depression. He is understandably and justifiably livid. I certainly would be.

The fact is that the onus would be on him to prove either that there was malice on the part of the prosecution in  bringing and pursuing a prosecution against him, or that perhaps he was falsely arrested and imprisoned. But that would depend upon whether the police could establish that they genuinely believed that there was a reasonable suspicion that he had committed a criminal offense. The threshold is very low, and as I say regularly to my clients, the police cannot be judge and jury.

So the fact remains that where we think there must be a legal remedy and a right to compensation, this is not necessarily the case, and often isn’t.

This is further clarified by recent cases confirming the rule that in general terms the police has a very limited duty in negligence. They fail to investigate, do we have a claim for example? Very unlikely is the answer.

The outcome is that we must tread carefully before embarking upon these exercises which be costly both in money and in time.

Hello to All – Milton Firman

Hi i am Milton Firman, dedicated to the individual citizen in England and Wales who feels powerless and disenfranchised. In an era where the words “Human Rights” are illusory, the establishment easily takes its grasp and the individual is obliged to retreat. Fighting against the establishment can be thankless task. It calls for dedication and tenacity. I pride myself foe being on the side of the individual. Mutual respect is at the root of what I do.