Search

How can we help?

Icon

Could you benefit from a Family Investment Company?

At Clarkslegal we have assisted a number of clients in setting up family investment companies (FICs) to protect their hard-earned money. This popular option could be the solution for those looking to grow their wealth and protect it for future generations.

What is a Family Investment Company?

FICs are created to hold assets for the benefit of an individuals’ estate. They can take different forms and are tailored to a particular client’s needs and the assets that they will hold. FICs typically invest in a wide variety of assets including equities, property, precious metals and artwork.

For those who value privacy, an unlimited company can be used, whereas a limited company is a more common vehicle. There is a lot of flexibility around how the management can be set up to regulate the investment and they can be structured to allow the person setting up the company degrees of control to match their individual preference.

FICs are generally set up for the long-term, and after the initial capital contribution can see shareholders profit from the compounding growth of their investments.

There is a lot of flexibility around how the management can be set up to regulate the investment.

What are the benefits?

FICs offer an effective means for families to protect their wealth from divorce, undue influence, or other unforeseen circumstances – ensuring that assets are protected for generations to come. They can also offer tax exemptions when making initial gifts to beneficiaries and when investing in equities.

If you think that you could benefit from learning more about family investment companies, contact our corporate team for further information.

Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Author profile

Jonathan Hayes

Senior Solicitor

View profile

‪+44 118 960 4611

About this article

Read, listen and watch our latest insights

art
  • 07 August 2026
  • Employment

ACAS Draft New Code on Disciplinary and Grievance Procedures

ACAS have published a draft Code on 30 July 2026, which will replace the 2015 ACAS Code on disciplinary and grievance procedures when the Code is finalised at the end of September 2026.

Pub
  • 06 August 2026
  • Employment

Employment law changes in 2026: What you need to know

With ongoing changes to UK employment law, staying updated is more challenging than ever. Join Monica Atwal and Harry Berryman for a live webinar covering 2026 HR changes and key employment law updates on Thursday 17 September.

Pub
  • 04 August 2026
  • Employment

From Opportunity to Employment: Building Inclusive Workplaces Together | Hosted by Breakthrough Supported Employment

Join Breakthrough Supported Employment for a live seminar on building inclusive workplaces at Malmaison Reading. Clarkslegal’s Lucy White will speak alongside industry experts, sharing insights on fostering diversity and creating equitable opportunities.

art
  • 29 July 2026
  • Employment

Employment Rights Act 2025: Key takeaways from the Consultation for Zero Hour Reforms

The government published its consultation on reform of zero hour, low hour and agency worker contracts on 2nd June 2026. The consultation closes on 25 August 2026 and so there is still time to get responses in to help shape the operation of the new provisions in the Employment Rights Act 2025 (the “Act”).

art
  • 15 July 2026
  • Employment

New guidance on interim relief: More applications, same high threshold

In certain limited unfair dismissal claims (such as those for automatic unfair dismissal relating to a protected disclosure) claimants can apply for interim relief. This is an emergency measure which essentially prevents a dismissal from taking effect until the claim has been heard.

art
  • 07 July 2026
  • Employment

6 month unfair dismissal rights: What employers need to know

Under the new Employment Rights Act 2025 the minimum period of service required to qualify to bring a statutory claim for unfair dismissal has been reduced from 2 full years to 6 months from 1 January 2027 onwards.