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Gender pay gap reporting - analysing the 2020 results
13 October 2021Employers had until 5 October 2021 to publish their gender pay gap statistics relating to April 2020. What have we learned from the results?
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Gender pay gap reporting 2021: our analysis of the latest results
07 April 2022Employers had until 4 April 2022 to publish their gender pay gap statistics relating to 5 April 2021. Now that the results are in, we’ve taken a look at what they reveal.
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Gender pay gap reporting 2022 – our analysis of the latest results
17 April 2023What do the latest set of gender pay gap reporting figures tell us? Employers had until 4 April 2023 to report their statistics for 2022. We’ve analysed the data to discover the trends.
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Gender pay gap reporting 2023 – our analysis of the latest results
11 April 2024Employers had until 4 April 2024 to report their gender pay gap statistics for 2023. Although some employers are likely to file late, we’ve analysed the current data to identify the trends.
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Restructuring & Insolvency
We advise companies in financial difficulty, insolvency practitioners, banks and other lenders, funds, private equity, debtors, creditors and directors from the pre-insolvency stage right through to the restructuring and/or the formal insolvency procedure and beyond.
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Redundancy & Restructuring
Our specialist restructuring and redundancy lawyers work with businesses to devise, implement and manage restructuring and redundancy programmes. These range from large scale, multi-jurisdictional programmes to individual redundancies and cost control measures, such as pay cuts.
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Restructuring and redundancies post furlough
11 June 2020We are pleased to announce our spring/summer series of online updates. This programme is aimed mainly at HR managers and those with equivalent experience of dealing with workplace employment issues – but we’d be delighted to welcome you whatever your background or grounding in employment law.
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Are the courts moving to a more restrictive approach to exclusion clauses?
12 March 2013In an article written for PLC Construction, James Levy discusses a growing trend of more restrictive approaches when it comes to construing the scope of an exclusion clause. The latest example of this can be found in the Court of Appeal’s judgment in Kudos Catering (UK) Ltd v Manchester Central Convention Complex Ltd.
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Employee ordered to pay over £500,000 in legal costs in a dispute involving breach of restrictive covenants and data privacy
24 May 2019Following a trial in the High Court where an employer was successfully awarded final injunctions to prohibit a former employee from breaching post-termination restrictions (“PTRs”), the losing employee was ordered to pay 90% of his former employer’s legal bill.
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Restrictive covenants: key reminders recently highlighted by the Court of Appeal
06 April 2020In the recent case of Guest Services Worldwide Limited v David Shelmerdine the Court of Appeal found that a non-compete clause, restricting Mr Shelmerdine for a period of 12 months after he ceased to hold shares, was binding. The clause prohibited Mr Shelmerdine, a shareholder who was also a consultant of Guest Services Worldwide Limited (GSW), from being interested in competing businesses.
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Restrictive covenants in the recruitment industry
25 August 2020Restrictive covenants, also known as post-termination restraints (“PTRs”), are widely used throughout the recruitment industry to protect businesses from the impact of employees leaving to set up or join a competing business.
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Did contractual dispute resolution clauses have immunity from the effects of Covid-19 and the lockdown restrictions?
08 April 2021As businesses plan to recommence operations, they must consider the legal implications of any action taken or contemplated to preserve contracts and business relationships and be alive to the potential consequences of action threatened or taken by other contracting parties. The actual or perceived amenable approach taken by some during the pressure of lockdown may quickly evaporate as the country returns to some sort of normality. This combined with economic uncertainty is likely to result in an increase in disputes.
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Draft Code of Practice published on restricting “fire and rehire”
09 February 2023The government has published a new draft Code of Practice which warns that “fire and rehire” should only be used to change employees’ terms and conditions as “a last resort” and urges employers to first engage in thorough and open information and consultation processes. The draft is open for consultation until April 2023.
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EPO and EUIPO extend deadlines in response to COVID-19 pandemic
26 March 2020As you will have seen, governments across Europe have issued a range of recommendations to reduce the spread of COVID-19. The various IP offices have recognised this will have an impact on the ability of rightsholders/ applicants/ opponents to meet their deadlines, and so each of the UKIPO, the IP Office of Ireland, the EUIPO and the EPO have announced that deadlines will be extended:
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EPO and EUIPO extend deadlines in response to COVID-19 pandemic
02 April 2020As you will have seen, governments across Europe have issued a range of recommendations to reduce the spread of COVID-19.
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Oliver Fairhurst gives his perspective on responding to a crisis
24 May 2022The legal implications of a negative reputational issue
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Lucy Lewis comments for Employee Benefits: How can employers respond proactively to the #MeToo movement?
03 August 2018In an article for Employee Benefits, Lucy Lewis comments on how employers should respond to the #MeToo movement and advises how to approach confidentiality with employees who come to discuss sexual harassment in the workplace.
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How will M&A buyers respond to Covid-19?
03 April 2020 -
Resourcing for 2021: Immediate options for employers
25 February 2021As we move away from crisis management towards adapting to economic uncertainty and the “new normal”, identifying the best approach to resourcing staff is a business-critical issue. This is the first of a three-part series exploring the resourcing challenges, opportunities and trends we expect to see in 2021.
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LS Resolve
We believe in offering dispute resolution solutions tailored to the existing circumstances.