Are your premises ready for Martyn’s Law?

The Terrorism (Protection of Premises) Act 2025 (the “Act”) – also known as Martyn’s Law, received Royal Assent on 3 April. The aim of the Act is to ensure that certain premises and events are better prepared to respond to terrorist attacks.

Although the law will not come into force for another two years, it has been introduced now to give property owners time to plan ahead and prepare for the new requirements.

The Act will affect a wide range of properties. To help you understand what it means for you, we’ve outlined the key points below.

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Preparing for Martyn’s Law

The Terrorism (Protection of Premises) Act 2025, also known as Martyn’s Law, aims to ensure certain premises and events are better prepared to respond to terrorist attacks. Are your premises ready?

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Which properties will be affected?

The Act applies to a variety of premises where a large number of people could be expected. This includes shopping centres, large retail units, restaurants, entertainment and leisure venues including theatres, cinemas and live music venues, hotels, health care settings and schools.

What are the requirements?

The Act sets out a tiered system based on how many people are reasonably expected to be at a property or event at the same time. What’s required depends on whether the property is classed as a standard duty premises or an enhanced duty premises.

Standard Duty Premises

These are premises where it’s reasonable to expect that between 200 and 799 people (including staff) might be present at the same time, at least occasionally.

Standard duty premises must have appropriate and reasonably practical procedures in place designed to reduce the risk of physical harm to those in the premises in the event of a terrorist attack. Examples include evacuation strategies, locking down premises and methods for communicating with those on the premises.

The procedures are expected to be simple, low-cost activities that staff are aware of and able to enact and there is no requirement to physically alter the premises.

Enhanced Duty Premises

These are premises, or ticketed events, where it’s reasonable to expect that 800 or more people (including staff) might be present at the same time, at least occasionally.

Enhanced duty premises are subject to additional requirements and must also have in place measures to reduce their vulnerability to a terrorist attack and to prevent harm in the event of a terrorist attack. Examples include monitoring of the premises and its immediate vicinity which could include CCTV and security controls, measures controlling those entering or leaving such as security scanners and bag searches and installing bollards to stop hostile vehicles.

The person responsible for enhanced duty premises must document these measures and assess how they are expected to reduce risk.

Who is responsible?

The person or organisation in control of the premises is responsible for ensuring compliance. If the premises are controlled by an organisation, a senior individual must be appointed to ensure the relevant requirements are met.

What do I need to do?

Although the law won’t take effect until at least April 2027, now is the time to start preparing. The government has expressly said that the Act has been introduced now to give property owners time to plan.

If you own a property which may fall within the scope of the Act, you should start considering what steps may be needed to prepare. The government will be issuing further guidance to help property owners understand the requirements.

If you’re in the process of acquiring a property that could be affected, you should also consider the costs and steps that may be needed to prepare the property for the Act, and you should ask the seller what preparations they’ve made.

If you would like more information about the Act or its possible implications for your property, we’d be happy to help – please do get in touch with us.

This note reflects the law as at 11 June 2025.

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Forsters shortlisted in three categories at the STEP Private Client Awards 2025

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Forsters’ Private Wealth team has once again been shortlisted in the STEP Private Client Awards, securing three nominations for the 2025 edition: 

  • Private Client Legal Team of the Year (large firm) 
  • Family Business Advisory Practice of the Year 
  • Digital Assets Practice of the Year 

Recognised globally as a benchmark for excellence, the STEP Private Client Awards celebrate outstanding achievements across the private client profession. Entries are judged by an independent panel of internationally respected experts in the Private Client arena, with a focus on innovation, technical skill and the ability to handle complex client matters. 

These nominations reflect the breadth of expertise our team brings to our private clients – and the strength of the trusted relationships we build with them and our intermediary network. 

This recognition continues Forsters’ strong track record at the STEP Private Client Awards, having been named a winner every year since 2018, including three wins at each of the last two ceremonies. 

The winners will be announced at the awards ceremony on 18 September 2025.

Forsters named Team of the Year: Real Estate at The Lawyer Awards 2025

Forsters’ Real Estate team picked up the prestigious Team of the Year: Real Estate title at this year’s The Lawyer Awards, held last night at the JW Marriott Grosvenor House Hotel.

The team was recognised for its work supporting the Ministry of Defence (MOD) in Annington v MOD, one of the largest property transactions in UK history in terms of both scale and price. The team, led by Ben Brayford, also comprised Natasha Rees, Julia Tobbell, James Carpenter, Harvey Small, Andrew McEwan, Alex Harrison, Alexandra Burnaby, Kai Spink and Elizabeth Small.

Congratulations also to Senior Associate James Carpenter, who was shortlisted for Associate of the Year, and to everyone else whose work was celebrated.

Forsters appoints new partner Noel Ainsworth to establish Real Estate Funds practice

Leading London law firm Forsters today announces the appointment of Noel Ainsworth as a partner in its Commercial Real Estate team, where he will establish a new Real Estate Funds practice. Noel will join the firm on 1 July 2025.

Noel joins from Shoosmiths and brings over 20 years’ experience in the private investment funds industry. Having previously held partner roles at Morgan Lewis & Bockius and Simmons & Simmons, as well as earlier positions at Debevoise & Plimpton and Linklaters, Noel has a strong track record advising clients on establishing real estate, real asset, debt, renewable energy, infrastructure and private equity funds and other investment structures. Noel also represents institutional investors on their fund investments, co-investments, and secondaries.

Victoria Towers, Head of Commercial Real Estate at Forsters, said: “Noel’s arrival signals an important milestone for our Commercial Real Estate Group. Adding his specialist real estate funds formation expertise is in direct response to client demand, as organisations increasingly transact using joint venture vehicles and offshore corporates, unit trusts and partnerships. We’re delighted that Forsters’ clients can now benefit from an all-encompassing Commercial Real Estate proposition, complemented by our strong Corporate and Tax offering.”

Noel comments: “Forsters’ fantastic reputation and remarkable client base in the real estate space made it the natural destination for the next stage of my career. I’m looking forward to working with my new colleagues to establish a first-class Real Estate Funds practice, and to helping cement the team’s standing as a centre of excellence for real estate.”

Natasha Rees, Senior Partner at Forsters, added: “It is clear that Noel will be a great fit at our growing firm. His expertise will add a valuable new dimension to our Commercial Real Estate team, which is already well known in the market for the strength and depth of its expertise. We look forward to welcoming Noel to the firm.”

Mary Jacobsen
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Mary Jacobsen

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Before you go: Smart steps for a smooth executive departure

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It is that time of year when 2024/2025 annual bonuses are about to be paid out and many senior executives begin to consider their next move. If you’re thinking about leaving your role, this guide offers practical tips to help you prepare and negotiate a smooth and dignified exit.

Start with the end in mind

It may feel odd to plan your exit from a business before you’ve even started employment – but it will help you in the long run.  Exit terms should be a key consideration when negotiating employment contacts because they generally contain detailed and one-sided provisions to protect the business’s interests as fully as possible. Your employment contract should protect your interests, not just the employer’s. Before signing, make sure it reflects any promises made and includes terms that work for you.

Here are the key points to consider before entering into an employment contract:

Check the notice period – is it too short or too long and are there any garden leave and payment in lieu of notice provisions?  If you are under notice for any reason, do you remain eligible for payment of a bonus and/or other awards?  If bonuses are not payable when notice has been served by either party, you could seek to negotiate the exclusion of the provision for certain types of departure, for example if you are served notice because you have been made redundant, your exit has been mutually agreed or you cannot work because of incapacity.

Carry out a detailed review of any additional documents – particularly those that  govern bonus schemes, long term incentive plans (LTIP) and any other types of awards to ensure you fully understand the rules, any malus and clawback provisions, good leaver/bad leaver provisions and any defined exit events. You should also establish whether there is any discretion for the business to treat you as a good leaver if, for example, you mutually agree your departure and you do not automatically fall within the good leaver definition.

If any bonus or award is conditional on a specific exit event – if there is a sale or initial public offering, you will need to consider your exit timing carefully and any steps you can take to protect yourself from being dismissed shortly before an exit event. If, for example, you are leaving under a settlement agreement initiated by the business, you may wish to ask for a warranty that your employer is not aware of any of any matters that are likely to lead to an exit event or a guaranteed bonus payment if an exit event occurs within a short, specified period after the termination of your employment.

Have you checked the restrictions? How long are they? Is any period of garden leave set off against the restricted period? Many employers will have well-drafted and fairly standard restrictive covenants in senior employment contracts, however, the restrictions may need to be amended to take into account your specific circumstances. For example, if you are going to be bringing your own established business and/or contacts that you have built up over the years, there will need to be carve outs in the restrictions. There may also be additional restrictive covenants embedded in bonus and award schemes which can differ to those set out in the employment contract both in scope and duration so it is important to check those too. Any agreement to modify, reduce, or waive restrictions as part of entrance or exit discussions should therefore extend to any LTIP and award restrictions wherever possible.

Consider the vesting periods for any LTIPs – which are usually three years and seek clarity on whether there is flexibility for the business to accelerate vesting or pro-rate awards under the LTIP scheme in certain circumstances such as redundancy or an agreed departure.

Seek legal advice – before entering into the employment contract in connection with any on any post-termination restrictions, bonus, LTIP and award scheme rules, and other award schemes and any overly onerous or unusual provisions.

Exit timing and strategy

If you wish to initiate an exit, you should carefully consider the implications first. In particular:

Would you need to repay any bonuses and/or would you have to forfeit unvested awards or carried interest and future awards?  Depending on your bargaining position with any new employer, it may be possible for you to negotiate your new employer buying out the awards and guaranteeing a first-year bonus as part of your new contract.

How can you protect your personal reputation in the market and the business? You may wish to seek to agree any informal and formal communications about your departure both internally and externally during the negotiation process.

Are there any regulatory issues in respect of you personally and/or the behaviour of the individuals responsible for or involved in your exit? For example, is there any conduct issue which might call into question a person’s fitness and propriety under the Senior Managers and Certification Regime or is there anything which might impact a regulatory reference?

If you believe you are being pushed or managed out of the business, you should seek legal advice immediately so that protective action can be taken, especially if the circumstances could give rise to unfair dismissal, whistleblowing, a discrimination claim and/or any regulatory issues. It is essential to act quickly in these situations, even if you are already engaging in settlement discussions with the business.

Whether you’re negotiating a new role or planning your departure, seeking legal advice is essential. Employment contracts, bonus schemes, and exit terms can be complex—and the stakes are high. Having the right legal guidance ensures you’re protected, informed, and in the strongest possible position.

At Forsters, our employment team has extensive experience supporting senior executives through every stage of a career move—from onboarding to exit. If you’re considering a transition or want to review your current arrangements, we’re here to help.

“Outstanding legal leadership” – Forsters’ Asia team wins Legal team of the Year at WealthBriefingAsia Awards 2025

Singapore Skyline Asia

Forsters’ Asia team is proud to have been named ‘Legal team of the year’ (Southeast Asia) at the 2025 WealthBriefingAsia Awards, which took place on 5 June at The Fullerton Hotel, Singapore.

Our team were selected for their unique approach to advising high-net-worth individuals and families, trustees and family offices in the region on international cross-border estate and succession planning.

The judges commented:

“Recognised for outstanding legal leadership in Southeast Asia, this team demonstrated unrivalled capability in handling billion-dollar family governance, cross-border disputes, and strategic real estate projects. Their integration of legal insight with psychological understanding, combined with innovation in crypto and ESG, marks a new benchmark in private wealth legal services.”

The annual WealthBriefingAsia Awards showcase the most exceptional firms, teams and individuals in the region. The awards have been designed to recognise outstanding organisations, who have demonstrated ‘independence, integrity and genuine insight’.

Forsters’ dedicated Asia team

With an established track record in Southeast Asia, stretching back 33 years, Forsters’ Asia team are renowned for their expertise across multiple areas, spanning private wealth, residential and commercial real estate, trust and estate disputes, immigration and family.

Winning this award reflects Forsters’ continued commitment to serving individuals, families and organisations in Asia and follows the team’s recognition last year as “Estate Planning Team of the Year”. The team travel to the region regularly to advise clients and have formed close relationships with many of the region’s top private wealth advisors. Our team takes a unique approach to each client, making it a priority to understand the psychology of the families, individuals and organisations they advise alongside the technical aspects.  

We are expertly positioned to advise on:

Please do get in touch with any of the team to find out more about our services.

Forsters WealthBriefingAsia Legal Team of the Year

Forsters advises on Build to Rent acquisition for real estate investment platform Farlane Capital

Residential tower blocks in the Sherriff’s Gate development in Worcester

Forsters’ Build to Rent (BTR) team has continued to advise valued client Farlane Capital, a real estate investment platform operating in the UK Living sector, on their latest BTR acquisition.

We advised Farlane Capital on the acquisition of the shares in the company that owned two residential tower blocks that comprise 213 units in the Sherriff’s Gate development in Worcester. The blocks were purchased ready to be occupied, with all Building Safety Act requirements cleared. Across our Commercial Real Estate, Corporate, Tax, Banking, Planning and Construction teams, we advised on all aspects of the acquisition including the terms of the share acquisition itself, construction, planning, estate structuring, tax aspects and in addition, on a £25.7 million debt financing package and refinancing of existing lenders.

The BTR blocks are the first of its kind in Worcester and are set to boost the supply of quality housing in the local area.

Grant Livingston, Founder of Farlane Capital said “with the numerous moving parts in any real estate transaction, I need to have the trust and confidence in my legal team. The balance of being detail orientated whilst remaining commercial is crucial and Forsters achieved exactly this.”

The project team was led by Andrew Crabbie and Alexandra Burnaby. Banking advice was led by Simon Collins and Mark Berry. From our Corporate, Planning and Construction teams, Stuart Hatcher and Amelia Walsh advised on all corporate elements, Victoria Du Croz, Georgina Reeves and Sophie Smith led the planning advice and construction advice was managed by Ben Saunders.

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Andrew Crabbie
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