Join our AI Solicitor membership for instant

Legal questions answered, clauses explained, contracts and letters compiled

for £19,95 p/m with a 7 day free trial

Your AI Solicitor on demand

Our membership includes the following services from our groundbreaking AI Solicitor built on top of OpenAI

Ask a Question

Unlimited Questions Answered

by our AI Solicitor

Clause explain

Unlimited Clauses Explained

by our AI Solicitor

Contracts

Unlimited Contracts Generated

by our AI Solicitor

Unlimited questions answered

A more in-depth look

Unlimited general legal questions answered

by our AI Solicitor.

 

Get fast, convenient, and cost-effective legal guidance with AI Solicitor!

Our advanced AI Solicitor is trained on a massive dataset and can accurately answer a wide range of legal questions.

Don’t waste time scheduling a meeting or sifting through complex legal materials – just ask AI Solicitor and get quick, reliable answers.

Our cutting-edge advanced technology is more affordable than traditional legal consulting, so you can get the answers you need without breaking the bank and in the process revolutionise the way you access legal services!

Some real AI examples

Answer: The most effective way of protecting your position as a director is to ensure that the company’s constitutional documents contain provisions that prevent shareholders from removing you as a director. This can be achieved by including provisions in the company’s articles of association that require any resolution to remove a director to be passed by a special majority, i.e. a majority of more than 50% of the shareholders. This means that the shareholders would need to be in agreement to remove you as a director.   

It is also possible to include provisions in the company’s articles of association that require the shareholders to obtain the approval of a specified third party before they can remove you as a director. This could be a regulator, a professional body or another individual.   

Finally, it is also possible to include provisions in the company’s articles of association that allow the shareholders to remove a director by ordinary resolution (i.e. a majority of 50% of the shareholders) but only with the approval of the board of directors. This means that the board of directors would have the final say in whether or not you are removed as a director.   

It is important to note that any such provisions must comply with the Companies Act 2006 and any other relevant legislation in England and Wales. It is also advisable to take legal advice before making any changes to the company’s constitutional documents.

Answer: You can make a complaint to the Information Commissioner’s Office (ICO) under the Data Protection Act 2018. The ICO is the UK’s independent authority set up to uphold information rights. They will investigate your complaint and take action if necessary.   

You may also be able to take legal action against the company for breach of data protection laws. This may include claiming compensation for any distress caused or financial loss suffered as a result of the company’s actions.   

You should also consider making a complaint to the company in writing and asking them to delete your personal data and explain why they took it without your consent.   

Finally, you should consider reporting the company to the police if you believe a criminal offence has been committed.

Ask a Question

FAQ's about our
AI answers to questions

Our AI Solicitor can accurately and efficiently answer a wide range of simple legal questions, such as questions about basic legal concepts, common legal problems, and general legal information.

Our AI Solicitor is a valuable resource for legal information and can be a great complement to the advice of a qualified lawyer. Its advanced technology allows it to understand and accurately answer a wide range of legal questions, saving you time and resources.

Our AI Solicitor is trained on a large dataset and is able to provide accurate and reliable answers to a wide range of legal questions. Its cutting-edge technology allows it to understand and respond to complex legal issues with ease.

While consulting with a lawyer can be helpful for personalised legal guidance, OpenAI can provide fast, convenient, and cost-effective answers to simple legal questions. Its advanced technology allows it to efficiently and accurately provide valuable legal information, making it a valuable resource for busy professionals.

While our AI Solicitor is a valuable resource for legal information, it is not a replacement for legal representation. For complex legal matters, it is always best to consult with a qualified lawyer for personalised legal guidance. However, for more straightforward legal questions, our AI Solicitor can provide fast, accurate, and convenient answers that can help you make informed decisions.

Unlimited Companies Act questions answered

A more in-depth look

Unlimited Companies Act questions answered

by our AI Solicitor.

 

In some instances more specific answers are required than what our general question and answer AI Solicitor provides.

Our Companies Act AI Solicitor is trained to answers questions specific to the Companies Act, 2006.

Some real AI examples

Answer: 

In order to appoint a director to a company, the UK Companies Act 2006 (c 46) must be taken into account. It is important to note that the Act applies to all companies registered in the UK, regardless of whether they are private or public.

The first step in appointing a director is to ensure that the individual has the necessary qualifications and experience to be a director. The UK Companies Act 2006 (c 46) states that a director must be at least 16 years of age and have the capacity to act as a director. Furthermore, the individual must not be disqualified from being a director under the Act.

The next step is to ensure that the individual is eligible to be appointed as a director. The UK Companies Act 2006 (c 46) states that a director must be a natural person, not a corporate body, and must not be disqualified by the Secretary of State. In addition, the individual must not be an undischarged bankrupt or subject to a disqualification order under the Company Directors Disqualification Act 1986.

Once the individual is eligible to be appointed as a director, the company must then pass a resolution to appoint the individual. This resolution must be passed by a majority of the members of the company. The resolution must state the name of the individual being appointed, the date on which the appointment will take effect, and the terms and conditions of the appointment.

The company must then register the appointment of the director with Companies House. This can be done by filing a form AP01, which must be signed by the company’s secretary or a director. The form must be accompanied by the required fee.

Once the appointment has been registered with Companies House, the director must then be given a copy of the company’s constitution and a copy of the Companies Act 2006 (c 46). The director must also be provided with a copy of the company’s memorandum and articles of association.

Finally, the company must ensure that the director is aware of their duties and responsibilities as a director. The UK Companies Act 2006 (c 46) sets out the duties of a director, which include the duty to act in the best interests of the company, the duty to exercise reasonable care, skill and diligence, and the duty to avoid conflicts of interest.

In conclusion, appointing a director to a company requires the individual to be eligible to be appointed, the company to pass a resolution to appoint the individual, the company to register the appointment with Companies House, and the director to be given a copy of the company’s constitution and a copy of the Companies Act 2006 (c 46). Furthermore, the company must ensure that the director is aware of their duties and responsibilities as a director.

Answer: 

The UK Companies Act 2006 (c 46) provides a comprehensive set of rules and regulations for the running of private companies in the UK. It is important to note that the Companies Act 2006 does not provide any legal advice or guidance on how to deal with a fellow director who is stealing funds from the company. However, the Act does provide a framework for how directors should act in order to protect the interests of the company and its shareholders.

The first step for a director who believes that a fellow director is stealing funds from the company should be to try to resolve the issue informally. This could involve speaking directly with the fellow director and attempting to reach an agreement on how the funds will be repaid. If the issue cannot be resolved informally, then the director should consider taking legal action against the offending director.

The Companies Act 2006 (c 46) provides a range of legal remedies that a director can pursue in order to protect the interests of the company and its shareholders. These include:

1. A claim for breach of fiduciary duty. Under the Companies Act 2006 (c 46), directors owe a fiduciary duty to the company and its shareholders. This means that they must act in the best interests of the company and must not use their position to gain any personal benefit. If a director breaches this duty, then the other directors may be able to bring a claim against them for damages.

2. A claim for breach of trust. If a director has been entrusted with the funds of the company, then they must act in accordance with the terms of the trust. If a director breaches this trust, then the other directors may be able to bring a claim against them for damages.

3. A claim for breach of contract. If a director has entered into a contract with the company, then they must act in accordance with the terms of the contract. If a director breaches this contract, then the other directors may be able to bring a claim against them for damages.

4. A claim for misappropriation of funds. If a director has taken funds from the company without authorisation, then the other directors may be able to bring a claim against them for the return of the funds.

5. A claim for negligence. If a director has acted negligently in the management of the company’s funds, then the other directors may be able to bring a claim against them for damages.

It is important to note that any legal action taken against a fellow director should be done in accordance with the Companies Act 2006 (c 46). It is also important to remember that any legal action should only be taken as a last resort and after all other options have been exhausted.

In conclusion, the UK Companies Act 2006 (c 46) provides a comprehensive set of rules and regulations for the running of private companies in the UK. If a fellow director is stealing funds from the company, then the other directors may be able to bring a claim against them for damages. However, any legal action should only be taken as a last resort and after all other options have been exhausted.

briefcase.png

FAQ's about our
Companies Act Questions

This model is trained on a dataset specific to the Companies Act 2006 and will provide answers which pertain to the Act only.

Unlimited GDPR questions answered

A more in-depth look

Unlimited GDPR questions answered

by our AI Solicitor.

 

Our GDPR AI Solicitor is trained to answers questions specific to the GDPR.

Some real AI examples

Answer: 

The General Data Protection Regulation (EU) 2016/679 (GDPR) sets out the legal framework for the processing of personal data of individuals within the European Union (EU). It applies to all organisations that process personal data of EU citizens, regardless of where the organisation is based. As such, if you are collecting personal data from individuals within the EU, you must comply with the GDPR.

In order to be compliant with the GDPR when collecting a name and email address on a contact form on your website, you must ensure that you have a lawful basis for collecting this data. The lawful basis for collecting this data will depend on the purpose for which you are collecting it.

You must also ensure that you have a Privacy Notice on your website which explains to individuals why you are collecting their data, what you will do with it, how long you will keep it for and who it will be shared with. The Privacy Notice must also include information on the individual’s rights under the GDPR.

You should also ensure that you have a clear opt-in process in place, so that individuals can give their consent to you processing their data. This should include a clear statement of the purpose for which you are collecting the data, and a clear affirmative action (e.g. ticking a box) for individuals to give their consent.

You must also ensure that you keep a record of any consents that you receive from individuals. This should include the date and time that consent was given, the version of the Privacy Notice that was in place at the time, and the means by which consent was given.

You must also ensure that you have appropriate technical and organisational measures in place to protect the personal data that you are collecting. This should include measures such as encryption, firewalls and data back-ups.

Finally, you should ensure that you have a process in place for responding to any requests by individuals to exercise their rights under the GDPR. This should include responding to requests for access to their personal data, requests for rectification of their personal data, and requests to erase their personal data.

In summary, in order to be compliant with the GDPR when collecting a name and email address on a contact form on your website, you must ensure that you have a lawful basis for collecting this data, a Privacy Notice which explains to individuals why you are collecting their data, a clear opt-in process for individuals to give their consent, a record of any consents that you receive, appropriate technical and organisational measures to protect the personal data, and a process for responding to requests by individuals to exercise their rights under the GDPR.

Answer: 

The General Data Protection Regulation (EU) 2016/679 (GDPR) requires that certain organisations must appoint a Data Protection Officer (DPO). The purpose of the DPO is to oversee and monitor the organisation’s data protection compliance.

The GDPR applies to organisations that are either established in the European Union (EU) or that process personal data of EU residents. If your organisation meets either of these criteria, then you must appoint a DPO.

Organisations that must appoint a DPO include:

• Public authorities and bodies

• Organisations that process large volumes of special categories of data, such as health data

• Organisations that process large volumes of data concerning criminal convictions and offences

• Organisations that monitor individuals’ behaviour, such as through CCTV

• Organisations that have a large number of data subjects, such as banks and insurance companies

• Organisations that process data on a large scale, such as online retailers

• Organisations that process data for scientific or historical research

• Organisations that process data for direct marketing purposes

If your organisation meets any of the criteria above, then you must appoint a DPO. The DPO must be an expert in data protection law, and should have the necessary skills and qualifications to be able to fulfil the role.

The DPO must be appointed on the basis of their professional qualities and must have a clear understanding of the GDPR and how it applies to your organisation. The DPO must also be independent and have no conflict of interest.

The DPO is responsible for overseeing the organisation’s data protection compliance, including monitoring and advising on the implementation of data protection policies and procedures. The DPO must also be the point of contact for the supervisory authority, and must be available to answer any questions or queries from the data subjects.

The DPO must also be involved in any data protection impact assessments that the organisation carries out. The DPO must also be involved in the process of reporting any data breaches to the supervisory authority.

Finally, the DPO must provide training and advice to staff on data protection issues, and must be informed of any changes to the organisation’s data processing activities.

In conclusion, if your organisation meets any of the criteria outlined above, then you must appoint a Data Protection Officer. The DPO must be an expert in data protection law and must be independent and have no conflict of interest. The DPO is responsible for overseeing the organisation’s data protection compliance, and must be involved in any data protection impact assessments and data breach reports. The DPO must also provide training and advice to staff on data protection issues.

search.png

FAQ's about our
GDPR Questions

This model is trained on a dataset specific to the GDPR and will provide answers which pertain to the Act only.

Unlimited Employment Law questions answered

A more in-depth look

Unlimited Employment Law questions answered

by our AI Solicitor.

 

Our Employment Law AI Solicitor is trained to answers questions specific to the UK Employment Laws.

Some real AI examples

Answer: 

The law provides employees with a range of rights and protections, and these must be taken into account when considering how to dismiss an employee. It is important to note that the law does not provide a single, definitive answer to this question, as the circumstances of each dismissal will be different.

The first step in dismissing an employee is to establish the legal basis for the dismissal. This can be done by assessing the employee’s contract of employment, or by consulting the relevant legislation. In most cases, the Employment Rights Act 1996 (ERA) will be the most relevant legislation. The ERA states that an employee can be dismissed for a number of reasons, including:

• Misconduct

• Poor performance

• Redundancy

• Breach of contract

• Some other substantial reason

Once the legal basis for the dismissal has been established, the employer must then consider whether there is a fair reason for dismissal. This is a two-stage process:

1. The employer must establish that the employee has committed a serious breach of their contract. This could include gross misconduct, such as theft or fraud, or persistent poor performance.

2. The employer must then consider whether the breach is serious enough to justify dismissal. This will depend on the particular circumstances of the case, such as the employee’s length of service, the nature of the breach and any mitigating factors.

If the employer decides that the breach is serious enough to justify dismissal, the next step is to consider whether the dismissal is fair. This involves assessing whether the employer has followed a fair procedure, such as giving the employee an opportunity to respond to the allegations and providing them with a reasonable amount of time to do so.

The employer must also consider whether the dismissal is in line with the employer’s disciplinary and grievance procedures. The Trade Union and Labour Relations (Consolidation) Act 1992 c.52 (TURLCA) requires employers to have a fair disciplinary and grievance procedure in place, and to follow it when dealing with an employee’s dismissal.

The employer must also consider whether the dismissal is in line with the Working Time Regulations 2008 and the Equality Act 2010. The Working Time Regulations 2008 state that employees must be given at least one week’s notice of dismissal, and the Equality Act 2010 states that employees must not be discriminated against on the grounds of race, gender, religion or disability.

Finally, the employer must consider whether the dismissal is in line with the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). TUPE states that employees must not be dismissed because of a transfer of undertakings, unless the dismissal is for an economic, technical or organisational reason entailing changes in the workforce.

In summary, dismissing an employee is a complex process that requires careful consideration of the legal basis for the dismissal, the fairness of the procedure followed and the relevant legislation. It is therefore important to seek legal advice before taking any steps to dismiss an employee.

Answer: 

The process to have a disciplinary hearing conducted for an employee is one of the most important elements of the employment relationship and should be taken seriously. It is important to ensure that the disciplinary hearing is conducted fairly and in accordance with the applicable legislation.

The Employment Rights Act 1996 (ERA) sets out the general legal framework for the conduct of disciplinary hearings. Under the ERA, an employee has the right to be accompanied at a disciplinary hearing by a work colleague or a trade union representative. The employer must also give the employee reasonable notice of the hearing, the nature of the complaint, and the potential consequences of the hearing.

The Trade Union and Labour Relations (Consolidation) Act 1992 c.52 (TURLCA) sets out the rights of employees to be accompanied by a trade union representative at a disciplinary hearing. The representative must be allowed to address the hearing and to confer with the employee during the hearing.

The Working Time Regulations 2008 (WTR) sets out the rights of employees to take reasonable time off work to attend a disciplinary hearing. The employer must allow the employee to take the time off work and should not unreasonably refuse the request.

The Equality Act 2010 (EA) sets out the rights of employees to be treated fairly and not to be discriminated against. This includes the right to be free from discrimination during a disciplinary hearing. The employer must ensure that the disciplinary process is conducted in a fair and non-discriminatory manner.

The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) sets out the rights of employees to be informed of any proposed disciplinary action. The employer must inform the employee of the proposed action and the reasons for it in writing.

In summary, the process to have a disciplinary hearing conducted for an employee should be conducted in accordance with the applicable legislation. The employer must give the employee reasonable notice of the hearing, the nature of the complaint, and the potential consequences of the hearing. The employee has the right to be accompanied at the hearing by a work colleague or a trade union representative, and to take reasonable time off work to attend the hearing. The employer must also ensure that the disciplinary process is conducted in a fair and non-discriminatory manner, and that the employee is informed of any proposed disciplinary action in writing.

presentation.png

FAQ's about our
Employment Law Questions

This model is trained on a dataset specific to the Employment Rights Act 1996, Trade Union and Labour Relations (Consolidation) Act 1992 c.52 (TURLCA),  Working Time Regulations 2008,  Equality Act 2010 and Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) and will provide answers which pertain to these pieces of legislation only.

Unlimited clauses explained

A more in-depth look

Unlimited clauses explained

by our AI Solicitor.

 

Looking to understand the fine print in your contracts? Our AI Solicitor has you covered!

Our AI powerful language model can instantly and accurately explain the meaning of clauses in contracts, saving you time and frustration.

No more struggling to decipher dense legal language – just ask our AI Solicitor and get clear, easy-to-understand explanations.

Our advanced AI technology allows you to get the answers you need anytime, anywhere, instantly. Allowing you to experience the power of AI-powered legal guidance!

Some real AI examples

Explanation: This clause means that when looking at a contract, the specific words written in it must be interpreted as they are written. The general words should not be interpreted according to the specific words that come before it.

For example, if the contract statescars, buses, and other vehicles it should not be assumed that other vehicles are only cars and buses. It could mean something else entirely.

Explanation: This sentence means that the agreement will only go into effect once certain conditions have been met or waived by a certain deadline (Long Stop Date).

For example, if the agreement is between a landlord and tenant, the Suspensive Conditions could be that the tenant needs to pay the first month‘s rent by the Long Stop Date. If the tenant does not pay the rent by the Long Stop Date, the agreement will not go into effect.

Clause explain

FAQ's about our
AI clause explanations

Our AI Solicitor’s advanced language processing capabilities allow it to quickly and accurately explain the meaning of clauses in contracts, saving you time and frustration. Its clear, easy-to-understand explanations will help you fully understand the terms of your contract and make informed decisions.

Our AI Solicitor is a highly advanced language processing tool that is capable of providing reliable and accurate explanations of contract clauses. Its advanced technology allows it to understand complex legal language and provide clear, easy-to-understand explanations, making it a valuable resource for understanding the terms of your contract. While it is always a good idea to consult with a lawyer for personalised legal guidance, our AI Solicitor can be a great complement to traditional legal services and help you make informed decisions about your contract.

Our AI Solicitor is highly accurate and reliable when it comes to explaining contract clauses.

Its advanced technology allows it to understand and accurately interpret complex legal language, ensuring that its explanations are accurate and trustworthy.

With our AI Solicitor’s help, you can be confident that you are fully understanding the terms of your contract and making informed decisions.

In many cases, using our AI Solicitor to understand contract clauses can be more convenient, cost-effective, and efficient than consulting with a lawyer. Its advanced technology allows it to quickly and accurately provide reliable explanations of contract clauses, saving you time and resources.

In many cases, our AI Solicitor can be a valuable resource for understanding and interpreting contract clauses.

Its advanced technology allows it to provide accurate and reliable explanations of a wide range of contract terms, making it a useful tool for understanding the terms of your contract and making informed decisions.

While it is always a good idea to consult with a qualified lawyer for personalised legal guidance on complex legal matters, our AI Solicitor is a great complement to traditional Solicitors.

Unlimited contracts created

A more in-depth look

Unlimited contracts
created

by our AI Solicitor.

 

Looking to streamline your contract creation process? Look no further than our AI Solicitor!

Our advanced language model can assist you in creating contracts that are accurate, efficient, and legally sound in an instant.

No more wasting time and money drafting or instructing Solicitors to draft contracts  – just ask our AI Solicitor for guidance and get contracts that meet your needs and protect your interests.

Our cutting-edge technology allows you to create contracts faster and more cost-effectively than ever before.

Don’t miss out on the benefits of AI-powered contract creation – try our AI Solicitor and revolutionise the way you do business!

Contracts

FAQ's about our
AI contract generations

Although we are adding each week, the following contract may be generated:

  1. Build you own agreement of any nature;
  2. Services Agreement;
  3. Employment Agreement;
  4. Loan Agreement.

Our AI Solicitor can assist you in writing a professional and legally-sound contract by providing guidance on contract language, formatting, and structure. Its advanced language processing capabilities allow it to understand and incorporate your specific needs and requirements into the contract, saving you time and effort.

Our AI Solicitor is a valuable resource for writing contracts and can be a great complement to the guidance of a qualified lawyer. While it is always a good idea to consult with a lawyer for personalised legal guidance, our AI Solicitor’s advanced technology allows it to understand and incorporate your specific needs and requirements into the contract, ensuring that it is legally sound and meets your business needs.

Our AI Solicitor is trained on a large dataset and is able to write professional and legally-sound contracts that are accurate and reliable. Its advanced technology allows it to understand and incorporate your specific needs and requirements into the contract, ensuring that it is tailored to your specific business needs.

While consulting with a lawyer can be helpful for personalised legal guidance, our AI Solicitor will provide fast, convenient, and cost-effective assistance in writing a professional and legally-sound contract.

Its advanced technology allows it to understand and incorporate your specific needs and requirements into the contract, ensuring that it is tailored to your specific business needs.

Yes, you can customise the contracts prepared by our AI Solicitor to meet your specific needs and requirements. Its advanced technology allows it to understand and incorporate your input, ensuring that the contract is tailored to your specific business needs.

Whether you need to include specific terms, clauses, or provisions, our AI Solicitor can help you create a contract that meets your unique needs.

Start your AI membership plan

and experience next level legal

Why Loft Legal?

How we are not the traditional archaic law firm

At Loft Legal, we believe that the traditional corporate legal world can be archaic and frustrating, with hourly rates that are often shrouded in mystery and bills that pile up for every call, email, and meeting. Plus, the costs of custom stationery, luxurious offices, and pricey coffee can be passed on to the client. And let’s not even get started on the difficulty of getting ahold of a lawyer! That’s why we founded Loft Legal – to provide a better alternative for growing US and UK businesses.

But we aren’t just any law firm – we want to be the future of law. That’s why we’ve fully embraced AI-powered legal services as a way to revolutionise the way legal services are delivered.

Our lawyers are among the best in the business, but with the power of artificial intelligence on our side, we’re able to take our services to a whole new level. No more archaic hourly rates or frustrating delays – just efficient, cost-effective legal assistance that gets results.

If you’re ready to experience the power of an AI powered law firm, look no further than Loft Legal and see the difference for yourself!

Have a question?

Feel free to reach out to us

    FAQ's about our
    AI Membership

    Yes, by signing up you have access to a 7 day free trial to test out our AI Solicitor.

    If you don’t want to continue after the trial, you can cancel before you pay anything

    Yes, it is a month to month contract and you can cancel at any time.