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A fleeting fad?

11 July 2013 / Edward Heaton
Issue: 7568 / Categories: Features , Family
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Is Collaborative Family Law a real option or just a passing craze, asks Edward Heaton

With the government actively encouraging individuals to resolve family disputes through mediation rather than relying on the increasingly over-burdened court system, it would seem that Collaborative Family Law (CFL), a further alternative to litigation, has arrived on the scene at exactly the right time.

What is it?

CFL remains a relatively new concept to England and Wales and could be mistaken for being just one more form of alternative dispute resolution (or just “dispute resolution”, as we are now being encouraged to call it) to add to the many others that already exist. There is, however, perhaps more to CFL than to other methods of dispute resolution, which makes it stand out from the crowd and goes some way to explaining why family lawyers across the country have been undertaking the training required to enable them to practise Collaboratively. But, what exactly is CFL, how does it work and what are its potential benefits?

CFL is a process

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Muckle LLP—Rachael Chapman

Muckle LLP—Rachael Chapman

Sports, education and charities practice welcomes senior associate

Ellisons—Carla Jones

Ellisons—Carla Jones

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Freeths—Louise Mahon

Firm strengthens Glasgow corporate practice with partner hire

NEWS
One in five in-house lawyers suffer ‘high’ or ‘severe’ work-related stress, according to a report by global legal body, the Association of Corporate Counsel (ACC)
The Legal Ombudsman’s (LeO’s) plea for a budget increase has been rejected by the Law Society and accepted only ‘with reluctance’ by conveyancers
Overcrowded prisons, mental health hospitals and immigration centres are failing to meet international and domestic human rights standards, the National Preventive Mechanism (NPM) has warned
Two speedier and more streamlined qualification routes have been launched for probate and conveyancing professionals
Workplace stress was a contributing factor in almost one in eight cases before the employment tribunal last year, indicating its endemic grip on the UK workplace
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