Fred. Olsen Renewables, one of Scotland’s longest-standing renewable energy developers and a family-owned business with three decades of commitment to East Lothian, has been announced as sponsor of the Family Business of the Year category at the MELCC Business Awards.
Fred. Olsen Renewables is part of the Fred. Olsen & Co. group, a Norwegian family business with roots stretching six generations. In Scotland, the company is best known for Crystal Rig — its flagship wind farm in the Lammermuir Hills of East Lothian — which first began generating power in 2003 and now operates with 106 turbines, producing over 26MW of clean, green, renewable electricity, enough to power the equivalent of over 200,000 homes.
The company has spent over £920 million with Scottish businesses across its portfolio and has created 866 jobs in construction, operations, and maintenance in Scotland. In East Lothian, it has long prioritised local contractors and employees, embedding itself genuinely in the regional economy rather than operating at arm’s length.
Fred. Olsen Renewables was also a pioneer of community benefit funding in Scotland — voluntarily distributing funds to local communities long before it became standard practice. Across the lifespan of its Scottish wind farms, over £14.6 million will be distributed to local communities.
As sponsor of the Family Business of the Year category, Fred. Olsen Renewables brings its own family-business values to a category that recognises the unique character, resilience, and long-term thinking that family-owned businesses bring to the regional economy.
“We are proud to support the Family Business of the Year category because, as a family-owned business ourselves, we understand the long-term commitment, resilience, and sense of responsibility that often sit behind successful local enterprises. East Lothian has been central to our story for many years, and sponsoring this award is a meaningful way to recognise the businesses that help communities and local economies thrive.”
— Cris Thacker, Communications Manager, Fred. Olsen Renewables
Keith Barbour, President of the Midlothian & East Lothian Chamber of Commerce said:
“Fred. Olsen Renewables is a genuinely rare thing — a global business that has stayed deeply invested in East Lothian for over twenty years. Their support for the Family Business of the Year category perfectly reflects those shared values of commitment, community, and looking beyond the short term.”
About Fred. Olsen Renewables
Fred. Olsen Renewables is a developer, owner, and operator of renewable energy assets, primarily onshore wind farms, with operations in Scotland, Norway, and Sweden and Italy. Part of the family-owned Fred. Olsen & Co. has been active in the onshore wind sector since the mid-1990s and is one of Scotland’s most established renewable energy businesses. Its Crystal Rig Wind Farm in East Lothian is its flagship UK project.
For more information, visit: www.fredolsenrenewables.com
Hargreaves Land, the regeneration and property development specialist behind East Lothian’s landmark Blindwells development, has been confirmed as Headline Sponsor of the Midlothian & East Lothian Chamber of Commerce Business Awards.
Hargreaves Land is a national land and property development company with a strong and lasting presence in East Lothian. As the master developer behind Blindwells — a flagship 1,600-home new community near Tranent, including 480 affordable homes, a new primary school, and future town centre — the company has a deep investment in the long-term growth and success of the region.
The Blindwells project is one of the most significant residential developments in Scotland, transforming a former industrial site into a sustainable, connected community for East Lothian. Hargreaves Land is a principal operating division of Hargreaves Services plc, listed on the London Stock Exchange’s AIM market, with a turnover of over £150 million and a team of more than 1,500 people across the UK.
As Headline Sponsor of the MELCC Business Awards, Hargreaves Land brings with it a commitment to celebrating the ambition and talent driving the regional economy — values that sit at the heart of both the Blindwells vision and the wider Hargreaves Land purpose of connecting people and places.
Niall McLean, Development Director at Hargreaves Land, said: “Blindwells is about much more than delivering new homes; it’s about creating opportunities, supporting economic growth and building a thriving new community for East Lothian. That’s why we’re proud to become Headline Sponsor of the Midlothian & East Lothian Chamber of Commerce Business Awards.
“These awards shine a spotlight on the businesses, entrepreneurs and organisations that are driving innovation and making a positive difference across the region. We look forward to joining the Chamber in recognising and celebrating their success.”
Keith Barbour, President of the Midlothian & East Lothian Chamber of Commerce said:
“We are proud to welcome Hargreaves Land as our Headline Sponsor. Their commitment to East Lothian goes far beyond bricks and mortar — Blindwells is about building a community, and that is exactly the spirit these Awards are designed to celebrate.”
ABOUT HARGREAVES LAND
Hargreaves Land is a regeneration and property development specialist and a principal operating division of Hargreaves Services plc (AIM: HSP). With a pipeline spanning the Midlands, North of England, and Scotland, the company specialises in transforming brownfield sites into sustainable places where people and businesses can thrive. Its flagship Scottish project, Blindwells in East Lothian, will deliver 1,600 homes, employment land, education facilities, and a new town centre.
For more information, visit: www.hargreavesland.com | www.blindwells.co.uk
Applications are now open for the King’s Awards for Enterprise 2027 and will remain open until Tue 8th September 2026. In order to encourage more applications for the Award in Scotland, an on-line briefing will be held for Scottish Companies by the Department of Business and Trade KAE team on Tuesday 16th June at 2.00 pm.
The briefing will cover an overview the Awards, highlighting changes for 2027 along with an introduction to the new the Young Founder Award. There will be also an opportunity to hear about the value of the Award from Scottish Companies who are recent winners in each of the categories of:
• innovation
• international trade
• sustainability
• promoting opportunity through social mobility
The briefing will last no more than an hour. Companies who are interested in attending the briefing should register their interest by emailing the Lord-Lieutenant of Renfrewshire, regional lead for KAE in Scotland by Thu 11 June 2026 at: petermccarthy554@aol.com
Please provide the following detail:
• Name of company
• Details of who will be joining the briefing
• Contact email address
A Teams link to join the meeting together with an agenda will be circulated to attendees on Fri 12 June.
As a reminder, KAE recipients exemplify the finest talent, innovation, and entrepreneurial spirit of British business.
To be eligible to apply, organisations must be based in the UK with at least two full-time UK employees (or part-time equivalents) and be a self-contained enterprise under its own management arrangements with its own accounts.
The King’s Awards for Enterprise are free to enter and open to organisations from the private, public and not-for-profit sectors. Organisations can apply for more than one category of the Award.
Successful organisations are announced on 6 May, Coronation Day each year.
I look forward to welcoming as many Scottish Companies as possible to the briefing on 16 June.
Peter T McCarthy
HM Lord-Lieutenant of Renfrewshire
26 May – Gilson Gray, the UK’s fastest-growing law firm,[1] has promoted two senior lawyers to partner, strengthening its real estate and litigation offering.
Real estate specialist Gregor Duthie and litigator Stephen Forsyth have both stepped up from Legal Director to Partner.
Gregor joins the partnership with more than 20 years’ experience in the commercial real estate sector. Known for his pragmatic, solutions-focused advice, he works with a diverse client base, including international investors, cross-border portfolio holders and local occupiers.
Having been accredited in commercial property law by the WS Society, Gregor has particular expertise in investment acquisitions, asset management and development projects, underpinned by a background in real estate finance.
Stephen brings 15 years’ experience in litigation and dispute resolution, with a broad practice spanning contractual disputes, construction and property matters, and personal injury claims. His work has included securing numerous six-figure and multi-million-pound settlements, particularly in personal injury and medical negligence cases.
These promotions form part of a wider round of advancements across Gilson Gray, highlighting the firm’s continued growth and its commitment to acknowledging and developing talent from within. The latest round has seen 25 colleagues recognised across the business, including several in senior positions.
The firm’s success has been widely documented recently, including winning Firm of the Year at the Herald Law Awards, being nominated for Legal Firm of the Year at the British Business Awards, and being shortlisted for Firm of the Year (over 250 employees) at the Scottish Legal Awards.
Gregor Duthie said: “In the ten years I have been with the firm, Gilson Gray has built a strong reputation in the market as commercially savvy advisers. Becoming a partner allows me to champion the continued growth of both our Glasgow presence and the nationwide real estate team to guide our clients in achieving their goals.”
Stephen Forsyth added: “The firm has provided a strong platform to develop my practice in Dundee and across Scotland, and I look forward to continuing to support clients while contributing to the ongoing success of the award-winning litigation team.”
Glen Gilson, chairman and managing partner of Gilson Gray, said: “Stephen and Gregor are both highly regarded lawyers who embody the values and ambition of the firm. Their promotions are thoroughly deserved and reflect the strength and depth of talent we have across the business.
“This latest round of promotions demonstrates our commitment to investing in our people and supporting their progression as we continue to expand our presence and offering across Scotland and the UK.”
Gilson Gray, the UK’s fastest-growing law firm[1], has appointed experienced corporate lawyer Peter Millican as partner in its London office, further strengthening the firm’s presence in the capital and supporting its continued growth across the UK.
In his new role, Peter will support the ongoing development of Gilson Gray’s London corporate offering, with a focus on mergers and acquisitions (M&A), private equity and corporate finance transactions. He will work closely with clients across the engineering, oil and gas, and renewable sectors, while also advising on a broad range of commercial matters. In addition, he will collaborate with colleagues across the firm to raise Gilson Gray’s profile and build strategic relationships in the London and UK market.
With 30 years’ experience in corporate law, Peter joins from Sherrards, where he held the position of corporate partner leading on a wide range of transactions, including M&A, venture capital and banking matters.
The appointment marks a key step in Gilson Gray’s continued expansion across England and follows a series of senior hires within its London office, including Paul Madden as head of London office, Linda Pope as head of family law for England and Steven Eckett as head of Employment for England.
Glen Gilson, chairman and managing partner at Gilson Gray, said: “Peter brings a wealth of experience across corporate law, combined with a history of strong leadership and client delivery. His appointment reflects our ongoing commitment to investing in high-quality talent as we continue to expand our presence in London. We are delighted to welcome him to the team.”
Paul Madden, head of London office, said: “The London team is delighted that Peter has joined us. His appointment greatly strengthens our corporate offering and is yet further example of the firm’s commitment to growth. While the Gilson Gray network already boasts an impressive client base, Peter’s experience and ability will help us to win an ever-increasing share of work in the corporate space.”
With close to 500 employees across offices in London, Edinburgh, Glasgow, Dundee, East Lothian, Aberdeen, Lincoln and Angus, Gilson Gray continues to expand nationwide while maintaining the agility, culture, and client-first approach that defines the firm. Its growth has been matched by multiple industry recognitions, including winning Firm of the Year at The Herald Law Awards, being shortlisted for Legal Firm of the Year at the recent British Business Awards and earning a shortlist place for Firm of the Year (over 250 employees) at the Scottish Legal Awards.
Peter added: “Gilson Gray has a clear sense of direction and a strong growth strategy. The firm’s culture also aligns closely with my own approach to delivering pragmatic legal advice. I’m looking forward to working with colleagues across the business to continue building a strong corporate practice in London.”
By Lesley McKnight, private client partner at full-service law firm Gilson Gray
Family businesses sit at the heart of communities across Scotland, accounting for over 80% of all businesses[1] and, for many owners, representing far more than just a commercial enterprise.
They are the result of decades of commitment, sacrifice and identity, often built with the intention of being passed on to the next generation. However, with that legacy comes responsibility, yet succession planning remains one of the most consistently delayed leadership decisions in family businesses.
For owners, preparation for what comes next is rarely just about deciding who takes over one day. It is a leadership obligation that exists from the moment a business has value, employees and people who depend on it. Whether planned or not, every business will ultimately change hands. The real question is whether that transition happens on considered terms or is driven suddenly by circumstance.
Effective succession planning requires honest reflection on how and when an owner intends to step back, and how control and responsibility would be transferred if that moment arrived earlier than expected. Retirement, ill health or sudden loss can bring change with little warning and without preparation, these transitions can feel abrupt, destabilising and deeply personal for everyone involved.
Some families are clear that the business should remain within the family, with the next generation gradually introduced and supported over time. Others plan to build the business for sale, securing long term financial stability while preserving value. Both routes are entirely valid, but each requires early decision-making and appropriate legal, tax and governance structures long before they are needed.
What differentiates family businesses from other enterprises is the overlap between professional and personal life. Decisions made in the boardroom rarely remain there. Longstanding family dynamics – rivalries, loyalties, expectations and unspoken assumptions – often sit just beneath the surface of day-to-day operations. In times of stability, this closeness can be a strength but under pressure or uncertainty, it can quickly become a source of tension.
Tax is often what forces succession discussions to the surface, and for many owners, recent changes have altered the landscape more dramatically than they realise. Inheritance tax reliefs have evolved, pension rules will change from 2027, and expectations made years ago may no longer be fit for purpose.
The challenge is not simply the size of a potential inheritance tax bill, but how it would be met in practice. For many families, wealth is tied up in trading companies or investment property rather than readily available cash. An unexpected liability can place immediate strain on the business itself, forcing rushed sales or structural decisions at precisely the wrong time. Without forward planning, the cost is often felt not only financially, but emotionally.
Health is another factor that can transform succession planning from theoretical to urgent. Many founders expect to remain actively involved for as long as possible, and as a result, planning is frequently deferred. When illness or loss of capacity occurs, unanswered questions around authority, control and continuity can become critical overnight. Clear contingency arrangements, powers of attorney and agreed leadership structures can mean the difference between stability and paralysis.
There is also a widespread belief that having a will in place is sufficient. In reality, many wills will no longer reflect the current structure of a business, changes in family relationships or the modern tax environment. Documentation drafted years ago may still be legally valid but practically unworkable. Regular reviews are therefore essential to ensure planning keeps pace with the evolution of both the business and the family.
When succession planning falls short, the impact is often felt most acutely within families. Children who play very different roles in the business may have distinctive expectations of fairness and entitlement. If those expectations have never been openly discussed, misunderstandings can quickly harden into dispute. Thoughtful planning and clear documentation allow these conversations to take place early, calmly and on balanced terms.
Succession is also rarely confined to one area of advice. It touches corporate structure, employment arrangements, property ownership, family law and financial planning, all within the context of constantly changing legislation. Divorce, blended families and shifting personal circumstances can all significantly alter the picture. Taking a holistic view, rather than addressing issues in isolation, gives families the strongest possible footing.
Ultimately, succession planning is not just about preserving financial value. It is about strong leadership, relationships and continuity. It protects livelihoods, safeguards families and gives the next generation the best opportunity to build on what has already been created. Doing nothing is still a decision and often the costliest one. With timely, considered planning, family businesses can ensure their resilience extends well beyond the founders who built them.
Edinburgh Remakery’s contribution to tackling e-waste and digital exclusion has been recognised with the King’s Award for Enterprise in Sustainable Development 2026.
It is one of just 185 organisations across the UK to be recognised with a King’s Award for Enterprise in 2026.
The prestigious award acknowledges Edinburgh Remakery’s outstanding achievement in sustainability.
The charity specialises in ethical IT asset disposal and the refurbishment of donated devices for people experiencing digital exclusion.
It previously won the Queen’s Award for Enterprise in Sustainable Development 2022.
Sustainability at the core
Edinburgh Remakery’s partners, and the public, donate unwanted devices that are professionally wiped, refurbished and then reused.
In 2024, the organisation diverted 47 tonnes of e-waste from landfill, preventing over 1.1 million kilograms of carbon emissions.
In the same year, through its Tech Gifting Programme, Edinburgh Remakery provided 295 refurbished devices to individuals across Scotland facing digital exclusion.
Tackling e-waste one laptop at a time
Elaine Brown, chief executive officer of Edinburgh Remakery, said: “The King’s Award for Enterprise in Sustainable Development is wonderful recognition of Edinburgh Remakery’s achievements and bolsters our credentials as a credible, impactful partner for businesses across the UK.
“We are tackling the fastest-growing waste stream in the world.
“Businesses trust us to ‘clean’ and wipe their donated laptops, tablets and other devices to industry standards and help those devices have a second life.
“We collaborate with charities to provide refurbished devices to people experiencing digital exclusion – it could be a desktop computer for a family, a laptop for an individual or a games console for a young carer.
“Since we entered the award, we’ve actually increased our output – in 2025 we diverted 52 tonnes of e-waste from landfill, a 10% increase in one year.
“We divert waste, create green jobs and tackle exclusion – one laptop at a time.”
EGS benefits for business
Elaine emphasised that Edinburgh Remakery has the capacity to deliver benefits for more UK businesses.
“If you’re a business, you have tech. We should be the first choice of partner for any organisations that are disposing of electronic items.
“Working with Edinburgh Remakery bolsters organisations’ environmental, social and governance credentials by diverting waste from landfill and creating social good.”
The King’s Awards for Enterprise are the UK’s most prestigious business awards. Winners are allowed to display the King’s Awards Emblem for the next five years — a globally recognised mark of excellence.
Applications for the 2027 King’s Awards open on 6 May 2026.
Find out more at: https://www.gov.uk/kings-awards-for-enterprise
For more information on Edinburgh Remakery, visit https://www.edinburghremakery.org.uk/
Fine margins are everything in elite sport. We will see that on the global stage this summer. Every movement made, every millisecond saved, makes a difference. No competitor makes it to the top without talent. But their competitive edge is undoubtedly enhanced by innovation and technology.
For even the world’s greatest sportsmen and women, the creativity, detailed design and precision engineering which happens away from their arena of physical action can be one of the defining factors in record-breaking or championship-winning success.
Whether it’s carbon plating in running shoes, racket design in tennis or the latest mechanical innovation in cycling, it’s all about being first – in competition and creativity.
Behind every innovation in sport lie inventors, creators and entrepreneurs; people who come up with the concepts and carry out the work which delivers on the course, court, arena, track or field.
Success for them lies not necessarily in medals, but in ensuring their rights are protected through intellectual property (IP) laws.
Sunday (April 26) is World IP Day, organised by WIPO the United Nations Agency which supports innovators and creators to ensure fair reward.
Appropriately, with football’s World Cup taking place in the United States, Canada and Mexico this summer it’s theme is IP and Sports: Ready, Set, Innovate.
It celebrates the fact that sports inspire passion.
But it also highlights the fact that intellectual property rights play a key role in protecting and promoting the innovations that keep the spirit of sports alive, bringing fans together and fuelling the future.
These are facts that no-one in the highly-competitive business of sport can afford to overlook, whether they be through patents, trademarks, copyright, or design rights – and whether in physical or esports.
Commercial success lies in ensuring that you have all of your protections in place before your product reaches the market – before your competitors seize on your creation.
Coming up with a concept is only the foundation of success. Delivering commercial success is reliant upon protecting that expression of an idea, product or brand.
Throughout Scotland – where my work advising businesses in corporate and technology law is based – and across the United Kingdom, there are leading global sport and esport innovators and entrepreneurs who cannot afford not to take steps to safeguard their products and their brand.
The sporting world knows the financial power of both.
Indeed, the World Cup is perhaps the globe’s most prolific brand powerhouse – leaning on every aspect of IP. So too does the Commonwealth Games, which return to Glasgow this summer. There, we will see IP law in action in all aspects of how the sporting action is showcased, from pre-event activity to everything which surrounds the athletes competing.
Organisers of these international sporting competitions vigorously protect their brand. So too do the nations competing.
Patents protect product innovation, encouraging research and investment in sporting technology.
Team logos build the identity of sports, uniting fans and nations as we will undoubtedly see this summer are protected by trademarks.
Design rights protect the style of sports, including gymwear.
And copyright protects all of the content shared through broadcast and social media.
As lawyers, there are countless areas of IP law that we advise on – from protection against infringements to contract agreements and e-commerce.
What we find time and again is that if creators of any scale protect their assets and seek legal advice from their inception this maximises their potential down the line.
Context is important – and the economic worth of sport should not be underestimated.
Across the UK, sport is estimated to be worth about £20bn to the national economy. Research from the Scottish FA, SPFL and SWPL recently revealed that Scottish football alone is worth £820m to the country’s economy, supporting 14,000 jobs.
Sport is big business – and if our economy is to realise the full benefits of it, protecting the rights of those who are helping take it to the next level is critical. You will not become the Greatest Of All Time without securing your IP.
Alastair Smith is a corporate and technology lawyer at independent Scottish legal firm Lindsays
Midlothian curry houses Itihaas and The Radhuni are officially among the top 100 of more than 13,000 Asian restaurants in the UK.
They have been invited as finalists to the Asian Restaurant Awards to be presented in the Members’ Dining Room at the House of Commons next Thursday 30 April.
Inclusion in the ‘UK Top 100 Awards,’ organised by the Asian Catering Federation, is the latest success for the family owned and run restaurants which have won a series of major awards in well over a decade.
The event, hosted by Shadow Leader of the House of Commons and Liberal Democrats’ business spokesman Bobby Dean MP, will be presented by BBC journalist Samantha Simmonds. It will also include the Asian and Oriental Chef Award ceremony.
Managing Partner of both restaurants Habibur Khan, who will attend the ceremony at the UK Parliament, said: “This further cements Midlothian’s reputation as a culinary destination and more proof that Itihaas and The Radhuni have put the region prominently on Britain’s food map.”
Radhuni in Loanhead is Scotland’s current curry restaurant of the year according to trade magazine Curry Life. It is one of only a handful of such establishments in Scotland to have been awarded at least one AA Rosette, retained for the past five years. Itihaas is located in Dalkeith. Its previous titles include Scotland’s South Asian Restaurant of the Year.
Executive Chef and founder of both restaurants Matin Khan was named Scotland’s top curry chef and one of the leading nine in the UK in the 2025 Curry Life Awards. He said: “We are proud to be included in the top hundred of over 13,000 Asian restaurants in the UK. Itihaas and The Radhuni are once more in exalted company.”
‘We are driven by passion, family values and community spirit,” added Habibur, 29.
“Customers are our greatest strength.Their loyalty means everything to us and we will always put them first. The people who eat and socialise as our guests are the main reason we go to work each day.”
Staff beginning jobs next week will have employment rights from their first day – and businesses are being urged to ensure they are prepared for this.
Changes coming into force through the UK Government’s Employment Rights Act and other legislation will include employees being entitled to sick pay and paternity leave from day one of their new role with no service requirement.
These new ‘day one’ rights are a significant change in UK employment law and businesses cannot afford to overlook them. Every employer will need to be aware of the changes coming into effect and update their HR processes to reflect them.
Failure to comply could lead to costly disputes. If anyone is unsure of what they need to do, they would be wise to seek professional advice.
What to expect and when
Paternity leave: From April 6, paternity leave (but not pay) will become a ‘day one’ right, meaning employees can give notice as soon as they start work. Previously, employees had to complete 26 weeks of service before being eligible for this leave.
Ordinary parental leave rules are also being relaxed, moving from a one-year qualifying period to immediate eligibility from the first day of employment.
In addition, bereaved fathers and partners will now be entitled to take up to 52 weeks of unpaid leave if the mother or primary adopter passes away – a significant expansion of existing rights.
Statutory sick pay (SSP) is getting a major shake-up. Changes will remove the three-day waiting period, making SSP payable from day one of absence. The lower earnings limit will also be removed, allowing more employees to receive the SSP regardless of earnings (currently, employees must earn at least £125 a week to qualify).
There will also be a significant shift for redundancy processes. If companies fail to properly consult staff during large-scale redundancies, the maximum protective award for this will increase from 90 days pay to 180 days pay per employee.
From April 6, sexual harassment will become a ‘qualifying disclosure’ under whistleblowing laws, further protecting employees from unfair treatment or dismissal.
New watchdog on the way
Other changes include the creation of the Fair Work Agency (FWA), which will oversee compliance on holiday pay, statutory sick pay and the national minimum wage (the FWA will be established on April 7).
Currently, businesses found to be underpaying staff could face fines of up to 200% of the total amount underpaid.
The national minimum wage is set to rise from April 1, moving from £12.21 to £12.71 for those aged 21 and over, from £10 to £10.85 for those 18 – 20, from £7.55 to £8 for those under 18, and from £7.55 to £8 for apprentices.
Tighter enforcement is expected, so more employers could find themselves under scrutiny as checks are carried out.
As these updates come into force, the next few weeks will be crucial for employers to review contracts, policies and onboarding processes to ensure they are fully aligned with the new requirements. Taking proactive steps now will not only reduce the risk of non compliance but will also help create clearer, more supportive working practices for new and existing staff.
With employment law evolving at pace, staying informed and prepared will be essential for every organisation.
For more on the recent changes, read our Employment pay rates and entitlements update – April 2026 where you can also download our Employment Essentials guide.