Can I amend my divorce settlement due to Covid?
Maintenance Orders are capable of variation so if your income has reduced as a result of the pandemic, you may be entitled to reduce your payments. You should ensure that any reduction is reflected in a Court Order to ensure your ex-spouse cannot claim arrears from you.
It is not generally possible to vary capital and pension settlements included in Court Orders unless there has been a significant event, sometimes known as a “barder event”. The following four conditions must be satisfied:
- New events have occurred since the Order which invalidate the basis or fundamental assumption on which the Court Order was made and which were unforeseen and unforeseeable. This can include a change in the value of assets, employment status, inheritance and death.
- The new events occurred within a relatively short time of the Order being made.
- The Application to change the Order is made reasonably promptly.
- If the Application succeeded, this would not prejudice any third parties who have acquired assets in good faith e.g. if the family home has already been sold to a third party.
The applications relying on Covid as a significant event have had limited success. The circumstances in which the Barder principle may apply are few and far between. It is of note that the global financial crisis of 2007/2008 was not considered to be a Barder event.
Care should, therefore, be taken when deciding whether to pursue a change to the Divorce settlement and it is recommended that you speak to a specialist Family Law team like ours.
Related FAQs
As the coronavirus outbreak continues to develop, we have seen many countries begin to implement emergency procedures and legislation in an attempt to control the spread of the disease.
These have included bans on gatherings and public events, closures of shops, bars, restaurants and public spaces, and full lockdowns which restrict all but key workers to their homes except in certain limited circumstances.
This has a direct impact on businesses and their ability to operate. So what happens if a contract becomes impossible to perform because of emergency legislation?
For example:
- If you are a hospitality business, you have agreed to host an event, and gatherings are prohibited
- If you are a manufacturer or service provider, and your staff are required to remain at home, making performance of the contract impossible
As above, employees must not leave their home unless they have a ‘reasonable excuse’.
One of the key legislative requirements of EMI is that the employee satisfies the working time requirement, which is that they work at least 25 hours per week in the company or, if less, 75% of the employee’s total working time. If the working time requirement ceases to be met, then there is a “disqualifying event”. That means that the tax benefits of EMI ceases. It may also mean that the option lapses, but that depends on the specific terms of the option.
An employee who has been furloughed is by definition no longer working 25 hours/week and therefore on the face of it, there is a disqualifying event. However, the Government has tabled an amendment to the Finance Bill currently going through Parliament providing in effect that time not worked because an employee has been furloughed counts as working time, both for determining whether the working time requirement is met initially and whether there is a disqualifying event. Provided this amendment is enacted, this should address the issue.
The workplace will not revert to its pre-Covid-19 state overnight, with social distancing in the work place likely to remain in place for quite some time to come.
This could mean that businesses will need to think carefully about how their capacity will be impacted, and how this will affect their ability to perform contractual obligations.
For example, if a business has an outsourcing contract under which it has to perform a business process, or produce a particular output, will it be able to comply with contractual performance standards whilst social distancing is still in place? In the context of a manufacturing business, what will be the impact on production schedules and delivery dates? There might also be an impact on operating costs, for example if processes are changed and additional shifts are introduced – can these additional costs be sustained?
Businesses need to plan a safe system of work for their employees to ensure they comply with Health and Safety legislation, but they also need to consider how this will impact on their ability to perform pre-existing contractual obligations. Ultimately, contractual arrangements with customers might need to remain on a revised footing for a number of months.
Getting to a point where agreement is reached on allocation of additional costs and/or changes to key elements of a contract such as scope of work, performance standards and delivery date will require co-operation between contracting parties. Again, it is important that any variations that are agreed are recorded properly and follow the required contractual procedures.
Although an employer is obliged to conduct consultation “with a view to reaching an agreement”, it is not required to actually agree to any counter proposals made by the employee representatives. Merely to consider them in good faith.