Skip to main content Skip to footer

Rothera Bray strengthens insolvency team with new appointment

Ruth Ball is a Managing Associate and Head of Insolvency at Rothera Bray Solicitors

We are delighted to announce the appointment of Ruth Ball as Managing Associate and Head of Insolvency of our expanding Insolvency and Restructuring team.

Written by
Claire Morrison, Marketing and Business Development Coordinator
Claire Morrison
Marketing and Business Development Coordinator

With over 20 years’ experience, Ruth is recognised by Legal 500 as a Next Generation Partner and is known for her practical, client-focused approach to complex insolvency matters. She advises on a wide range of issues, including:

  • Contentious corporate and personal insolvency
  • Director claims and antecedent transactions
  • Creditors’ retention of title claims
  • Enforcement of personal guarantees
  • Unlawful dividend claims
  • Winding up petitions, bankruptcy petitions and more

Ruth will work closely with Insolvency and Restructuring Consultant Nicky Calthrop-Owen, further strengthening the firm’s expertise in this area.

“I’m passionate about helping clients find clarity and solutions during what can be a stressful time,” says Ruth. “I look forward to working with the talented team at Rothera Bray to support businesses and individuals across the region.”

Christina Yardley, CEO at Rothera Bray, adds: “Ruth’s appointment reflects our commitment to providing top-tier insolvency advice. Her experience and reputation will be a tremendous asset to our clients.”

Contact Form

Please give as much detail as possible, to enable us to assess your matter and direct it to the most appropriate person.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Share Post
Related News
From 6 April 2026 employers will face a number of changes to statutory payment rates and employment law compensation limits

Employment law update: what’s changing from 6 April 2026?

From 6 April 2026 employers will face a number of changes to statutory payment rates and employment law compensation limits. These changes, which are the result of both annual rate adjustments and wider reforms under the Employment Rights Act 2025, will increase employer costs, expand eligibility for workers, and require updates to payroll processes, policies and budgeting.

Organisations must ensure they understand their obligations surrounding National Minimum Wage to avoid penalties and long-term reputational damage

National Minimum Wage increase 2026: what UK employers need to know

Nearly 400 employers have been failing to pay the National Minimum Wage in findings published by the Government recently. This has resulted in them being told to repay almost £7.3 million in wages owed to workers as well as the almost £12.6 million which they will have to pay in penalties.