Clair Obscur: Expedition 33 take home nine awards at The Game Awards 2025
Huge congratulations to Kepler Interactive on the phenomenal success of Clair Obscur: Expedition 33 at The Game Awards 2025!
Expedition 33 won nine awards, which is the most ever won by a single game in the history of the show, surpassing the previous record of seven wins held by The Last of Us Part II (from 2020). The awards included Game of the Year, Best Game Direction, Best Narrative, Best Art Direction and Best Performance.
Congratulations to everyone involved in bringing Expedition 33 to life. Very well deserved.
Image and further info: https://www.bbc.co.uk/news/KeplerInteractive
BBC Radio 1 Sound of 2026 Longlist – Florence Road and Sasha Keable
We are so proud to congratulate Florence Road and Sasha Keable, who have both been named on the BBC Radio 1 Sound of 2026 Longlist.
The annual list is described by the BBC as spotlighting “ten exciting new artists tipped for success next year” and has become “a trusted marker of future success.”
The winner, selected by more than 170 UK music industry professionals, will be announced on 9 January 2026.
Good luck to all!
Image and further info: https://www.bbc.co.uk/news/BBCLongList2026
Employment Bulletin: Government backtracks on Day 1 Unfair Dismissal Rights
The Government announced last week that it has now dropped its plans to allow employees to claim unfair dismissal from day 1 of their employment. It has also dropped the proposed statutory probationary period.
The announcement followed months of opposition from employers and the House of Lords, which has delayed the progress of the Employment Rights Bill.
At present, only employees with 2 years’ service can claim unfair dismissal.
Under the new plan, the qualifying period for unfair dismissal rights will be reduced to six months.
The Government also stated that the compensatory award cap for unfair dismissal claims will be removed, although details remain unclear.
This measure is intended to break the deadlock and allow the Employment Rights Bill to progress to Royal Assent, keeping the wider reforms on track.
The House of Commons will reconvene on 8 December to consider the remaining provisions. A series of 26 consultations to determine the finer details will also follow.
For any Employment related advice please contact Nicola Tager and Lucy Voyce on 020 7439 8692.
Job Vacancy – PA in Commercial Department
Mercury Awards 2025 – Sam Fender!
Vacancy – Private Client Senior Associate (6–8 PQE)
We are seeking a technically strong Private Client Senior Associate (6–8 PQE) to lead and develop our private client offering. This is a key role within the firm for a self-sufficient solicitor who can operate independently. The role involves delivering high-quality advice to HNW and UHNW clients in the entertainment field, as well as handling day-to-day private client work for a long-established (non-media) client base.
You will work closely with the introducing partner (non-private client) and act as the firm’s sole private client solicitor. The role offers a varied caseload—from straightforward wills, LPAs and probate for families, to complex estate planning involving cross-border assets, succession issues, and inheritance tax strategy. Many of our clients are public figures and have international connections, requiring a confident understanding of long-term residence rules, double tax treaties, and coordination with foreign advisers.
The role is hands-on, with end-to-end responsibility for drafting documents, managing estate administration, and maintaining strong client relationships. You’ll also liaise with colleagues in our property and corporate teams to provide joined-up advice.
Requirements:
- 6–8 years’ PQE in private client law (England & Wales)
- STEP qualified (essential); tax qualification (ATT) advantageous
- Experience advising on both domestic and international matters
- Technically excellent across IHT, BPR/APR, CGT
- Experience advising estates in respect of IP and royalties
- Comfortable managing a mixed caseload independently without supervision
- Office-based role with full client responsibility
If you are interested in being considered for this role, please send your CV and a short covering letter to Joanne Cocozza on joanne.cocozza@russells.co.uk.
The Employment Rights Bill: the biggest change in employment law for a generation
The Employment Rights Bill, expected to receive Royal Assent this Autumn, introduces a wave of landmark changes to UK employment law – most notably, the Bill establishes a statutory right to claim for ordinary unfair dismissal from ‘Day 1’ of employment.
Unfair Dismissal, 2027 – the big one:
- Day-One Protections: removal of the existing two-year qualifying period, meaning that employees will be able to bring ordinary unfair dismissal claims from the first day of employment.
- However, there will be an initial statutory probationary period: introduction of a new statutory probationary period, known as the “initial period of employment”. During this period – and for three months after, if notice is given before its end – employers may follow a “light-touch” process for dismissals resulting from conduct, capability, illegality, or some other substantial reason (“SOSR”) relating to the employee.
The maximum duration of this period is yet to be confirmed but is expected to be 9 months.
- Compensation Limits: A lower compensation limit is expected for dismissals during the initial period, subject to further Government consultation.
- Dismissals – Redundancy and Employer-Based SOSR: these dismissals will not benefit from the simplified process. Full unfair dismissal protections and statutory compensation limits will apply from Day 1.
Key Changes:
- Family Rights, April 2026: removal of qualifying period for statutory paternity and unpaid parental leave, and introduction of statutory bereavement leave following the death of a dependant, including for loss of a child in the first 24 weeks of pregnancy.
- Sick Pay, April 2026: day 1 (rather than day 4) entitlement and removal of Lower Earnings Limit.
- Harassment, October 2026: introduction of employer liability for third-party harassment, and requirement for employers to take “all-reasonable steps” to prevent harassment, of employees.
- Tribunal Claims – Time Limits, October 2026: limitation period for most claims will increase from 3 to 6 months (less a day). The main exception is for breach of contract claims, which will remain at 3 months.
- Flexible Working, 2027: employers may only refuse a statutory flexible working request following consultation with the employee and for 8 statutory grounds. The refusal must be ‘reasonable’, and the reasoning communicated to the employee.
- Zero Hours Contracts, 2027: employers will be required to offer qualifying zero and ‘low’ hours (including agency) workers guaranteed hours, reflective of the hours worked during a specified ‘reference period’ (‘low hours’ and ‘reference period’ yet to be defined). Additional rights to reasonable notice of shifts, and payment for cancelled, moved and curtailed shifts.
- Collective Redundancies, 2027: addition of a second multi-establishment trigger, yet to be determined but expected to be a percentage or number of employees across all UK-establishments. Maximum protective award for non-compliance expected to double.
- Non-Disclosure Agreements, 2027: any provision in an agreement between an employer and a worker seeking to prevent the worker from disclosing workplace discrimination and harassment will be void. We are expecting exceptions and will update you once we know more.
** Please note that the dates above are indicative but may change.
Is this definitely happening?
It seems so! The House of Lords proposed significant changes to the Bill, including a 6-month qualifying period for unfair dismissal and a simplified dismissal process thereafter, which the House of Commons largely rejected in favour of their original proposals.
Of course, the devil will be in the detail. In particular, the consultations expected in respect of zero-hours contracts, non-disclosure agreements and unfair dismissal are likely to lead to some adjustments. However, the underlying basic principles appear to be largely set.
What should businesses do now?
Get ready!
- Consider your recruitment procedures in light of the above.
- Once we have final detail, review and update your contracts, policies and handbooks to reflect the new rights and processes.
- Offer training to senior management to ensure they are equipped on lawful dismissals during and after the initial period of employment.
- Check in with us! The finer details have not yet been finalised and once implemented, these reforms are likely to generate substantial case law. Seek legal advice on a case-by-case basis, particularly before dismissing an employee.
Please contact Nicola Tager and Lucy Voyce for further guidance.
Digital & Technology Lawyer Vacancy
We are looking for a solicitor with a minimum of 3-4 years PQE who has trained at a top city or other leading commercial law firm and who is:
- Experienced in data privacy, tech contracts and licensing and exploiting IP rights;
- Interested in working with talent and corporate (including digital and technology) clients across the entertainment industry;
- Interested in continuing to use their data privacy, tech contracting and IP skills in the context of advising entertainment industry clients;
- Open to acquiring new skills in digital/tech and entertainment crossover work including digital music licensing, talent brand/endorsement deals, management/agency arrangements and others;
- Ability to translate complex legal concepts into plain English that a lay client or busy in-house lawyer can quickly understand;
- Keen to get involved in the many opportunities for business development that our firm offers to associates;
- Excited to have more autonomy and client contact than would normally be available at larger firms.
If you are interested in being considered for this role, please send your CV and a short covering letter to Joanne Cocozza on joanne.cocozza@russells.co.uk
The Russells Running Club
Congratulations to the members of The Russells Running Club (Alexandra Murray, Chris Gossage, Ellen Fasham, Melissa Hutter, Ryan Vince and Simon Esplen) who completed the Kingston Half Marathon on Sunday 5th October 2025. Special shout out to Ellen who ran her first ever half marathon and to Ryan who got his new personal best time of 1 hour 35 minutes and came 161st out 1391 participants!
Well done all!
Christopher Walenty Dreja, Founding Member of The Yardbirds, Dies at 78
Christopher Walenty Dreja, renowned musician, photographer, and founding member of The Yardbirds, passed away peacefully on September 25, 2025, at the age of 78 after a long illness.
As rhythm guitarist for The Yardbirds, Dreja helped shape the sound of modern rock, playing alongside Eric Clapton, Jeff Beck, and Jimmy Page. His steady, powerful playing and artistic vision were central to the band’s groundbreaking style. He also contributed the cover art for their landmark 1966 album Roger the Engineer, cementing his reputation as both a musician and an artist.
Born in Surrey, England, Dreja studied at Kingston Art College before devoting himself to music. After the Yardbirds disbanded in 1969, he transitioned into a successful career as a commercial photographer, with subjects ranging from Led Zeppelin to Andy Warhol. He later returned to music with Box of Frogs in the 1980s and with the re-formed Yardbirds from the 1990s into the 2000s.
Dreja’s contributions to music and photography spanned decades, leaving an indelible mark on popular culture.
Russells’ Recruitment Open Evening 2025
Update – the application process for our Recruitment Open Evening will close at 5pm tomorrow (15th October 2025)!
Boxxer interim injunction application
Russells is delighted to have successfully obtained an interim injunction for its boxing promoter client, Boxxer Limited, against John Wischhusen, Boxxer’s ‘Head of Boxing’.
An application was made by Boxxer to the High Court on Monday 1 September. It was heard shortly afterwards at an urgent hearing on Friday 12 September. Judgment was first reserved and then handed down on Friday 19 September.
As noted by Mrs Justice Hill in her judgment (reference: [2025] EWHC 2386 (KB)):
“[Boxxer’s] intention, in summary, is to prevent [Mr Wischhusen] from working for a competitor or potential competitor, or otherwise undermining [its] commercial interests, without trespassing on matters unrelated to boxing and without interfering with his ability to continue to discharge his role as [its] Head of Boxing if he is willing to do so.”
“In my judgment the terms of the draft order are appropriate, reflecting as they do the terms [Boxxer] is seeking to enforce.”
The interim injunction will remain in force until the matter can be decided at trial, which is anticipated to take place early next year.
The litigation for Boxxer is being run by Steven Tregear and Omer Kirdar. Counsel for Boxxer are Ian Mill KC and Tom Cleaver.
Reports of the case can be found at: [2025] EWHC 2386 (KB) and on The Times.
Russells is ranked by Legal 500 for Sports Law. If we can assist you on any sports law related matter, please contact Steven Tregear.