Hough (pictured), who was formerly at IDR Law, is a highly experienced solicitor specialising in contentious probate. She will work with senior associate solicitor Sarah Bolt who joined in February as Irwin Mitchell’s first private client solicitor in Bristol. Hough and Bolt are also being joined by another private client solicitor, Hannah Coton–Smith.

Irwin Mitchell now has 75 people in its Bristol office and the new recruits will be growing the firm’s contentious probate offering in the region alongside the existing family law, complex personal injury and public law teams.

Irwin Mitchell says it has the second largest private client team in the country and has one of the largest contentious probate teams.

“We’re continuing to invest in all areas of private client across the country and Cara’s expertise, talent and knowledge will be a real asset to our regional team and the national contentious probate team,” Paula Myers, national head of the will, trust and estate disputes team at Irwin Mitchell said.

Last month, Irwin Mitchell announced a record turnover surpassing £300 million ($394.17 million) for the first time. It has recently opened a new office in Brighton to increase its offering in the South East of England as well as completing deals with Wright, Johnston & Mackenzie in Scotland and Silk Family Law in the Northeast to increase expansion.

Ocorian
, a UK-based financial planning firm, has appointed Philippa Hann as the new CEO. The appointment – effective next April – is subject to regulatory approval. 

Hann will be succeeding Barry Horner, who is approaching his 65th birthday, the firm said in a statement. Horner will remain as chair of the main board and will work part-time.

Hann has been a non-executive director on the Paradigm Norton board for the past 18 months and will continue in this role for the remainder of 2024.

Most recently, Hann served as the head of litigation at Clarke Willmott solicitors, where she led a team of more than 120 professionals.

In March 2019, the business moved to an employee ownership model, requiring the firm to consider its long-term leadership succession.