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03 April 2026 / Rachel Frost-Smith , Lauren Guiler
Issue: 8156 / Categories: Features , Family , Dispute resolution , Divorce
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Rethinking the FDR

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Could a split model improve settlement outcomes in financial remedy cases, ask Rachel Frost-Smith & Lauren Guiler

  • This article proposes a split FDR model: a two‑stage structure separating the judicial or evaluative indication from the negotiation phase.
  • It invites the reader to consider whether, in a subset of cases, a carefully designed split process could better support participation, reduce cognitive overload, and ultimately improve settlement rates.

The financial dispute resolution (FDR) appointment remains one of the most successful procedural devices in financial remedy work. It is central to the Family Procedure Rules, routinely endorsed by senior judiciary, and consistently valued by practitioners for its ability to unlock settlement. Yet its traditional structure—a single, intensive day in which evaluation and negotiation must both take place—may be imperfectly matched to the realities of how people make decisions under stress.

The concept arose from a rare case in which a conventional FDR had to be adjourned mid‑day because of unexpected, distressing personal news affecting one party. When the matter returned shortly

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Constantine Law—Anita Vadgama

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NEWS
NLJ's latest Charities Appeals Supplement has been published in this week’s issue
The treasury has sought to reassure the legal profession over concerns about cost, bureaucracy and independence when the Financial Conduct Authority (FCA) takes over regulation of anti-money laundering compliance
One out of two barristers has come under pressure from clients to act unethically, according to the results of this year’s Barristers’ Working Lives survey
The Court of Appeal has held the Competition Appeal Tribunal (CAT) was wrong to set aside a Competition and Markets Authority (CMA) decision on unfair pricing of phenytoin, an epilepsy drug
A flagship employment law reform is due to come into effect on 1 July, extending unfair dismissal rights to employees after six months in their job instead of two years
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