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No longer able to shelter UK property from IHT, and other changes...
‘Remuneration’ or ‘non-cash benefit’? Big implications for maternity leave.
Latest moves, concerns and practical issues for registered providers to consider...
Wragge Lawrence Graham & Co’s employment &and equalities experts bring you the latest developments that may affect your business – what they are, an...
The issues most likely to affect managers and HR professionals operating internationally.
Latest developments that might affect your business and what you can do about them.
Shared parental leave only applies to parents of children due to be born/adopted on or after 5 April. This date is fast approaching but don’t panic. There is still time to get ready.
In part one of our Employment Law 2015 preview, ‘and a new one just begun’, Wragge Lawrence Graham & Co looks at the anticipated legislative and judicial trends for 2015.
Employment update — December 2014: contract variations; holiday pay; shared parental leave; and more
Wragge Lawrence Graham & Co’s employment experts bring you the latest developments that may affect your business.
If recent surveys are an accurate reflection, there may be more interest in shared parental leave than originally anticipated.
The DIFC has released a month-long public consultation on its draft rules relating to succession and inheritance matters for non-Muslims with assets in Dubai.
From 1 October 2014, fathers will have the right to unpaid time off to accompany their spouse or partner to antenatal appointments.
One of the key questions that employers will face under the scheme is whether to match pay for anyone taking SPL with any enhanced maternity pay that is currently offered.
Employment law reform featured heavily in the coalition government’s legislative programme.
Employment update — September 2014: tax simplification review; whistleblowing; and shared parental leave
Wragge Lawrence Graham & Co’s employment specialists discuss the implications of the latest employment law issues and provide action points to help you and your organisation.
While employers will not be under an obligation to accept all requests, they will be obliged to consider all requests reasonably within a three-month time frame.
This case arose out of the divorce proceedings between Mrs Tchenguiz-Imerman and Mr Imerman.
The English courts have again considered the weight that should be given to a nuptial agreement when exercising its discretion under section 25 of the Matrimonial Causes Act 1973.
The EAT has confirmed that the restriction of a surviving civil partner’s pension to the member’s post-4 December 2005 pensionable service is compatible with EU law.
All employees who have worked for their employer for 26 weeks or more will have the right to request flexible working, rather than just parents or carers.