Herbert Smith Freehills

This Practice Note provides a snapshot on the 1960 Paris Convention on Third Party Liability in the Field of Nuclear Energy. It outlines the international liability regime for nuclear damage, include who is liable, what damage is covered, limits on liability, the 1988 Joint Protocol and the future of the Paris Convention.

This Practice Note provides a snapshot on the 1963 Vienna Convention on Civil Liability for Nuclear Damage. It outlines the international liability regime for nuclear damage, including who is liable, what damage is covered, limits on liability and the 1988 Joint Protocol.

This cross border Banking & Finance guide provides a summary of the key issues for lenders providing commercial loan facilities in Australia including loan markets and recent developments, lending, security and guarantees, enforcement, intercreditor issues and governing law and disputes

The concept of collective dominance resulting from oligopolistic market conditions has been developed through case law relating to Article 102 and the EU Merger Regulation (EUMR). This Practice Note explores the concept and its application outside Article 101 TFEU. The Practice Note considers the collective dominance criteria set out in the Airtours decision and contrasts its application under Article 102 and the EUMR.

This Practice Note examines the legal and practical issues for an employer to consider in relation to hybrid working, sometimes known as agile working, blended working or split working patterns or arrangements, where staff attend the workplace for part of their working time and work from home or elsewhere remotely (remote working) for part of their working time. It sets out the background to hybrid working, the advantages and disadvantages of remote working, issues to consider and steps to take.

A conversation with Jean Meijer, partner, and Sandhya Foster, senior associate at international law firm Herbert Smith Freehills South Africa LLP, on key issues on merger control in Malawi. This is part of our collection of over 120 maintained national merger control guides.

This Practice Note sets out the key legal issues pertaining to the Office of Gas and Electricity Markets (Ofgem) and Ofgem’s regulation of the electricity and down-stream onshore gas industries in Great Britain. It also summarises Ofgem’s key powers.

This Practice Note looks at the different categories of radioactive waste and the legislation, policy and regulation of the same. It also consider who has responsibility for waste management and regulation of spent nuclear fuel.

This Practice Note considers the general principles of state immunity (also called sovereign immunity), the scope of state immunity, state immunity from jurisdiction and state immunity from execution and gives practical steps that should be considered when dealing with state immunity in the context of international arbitration. It also considers transactions with foreign states. This Practice Note is written in partnership with Herbert Smith Freehills.

This Practice Note provides a snapshot on the Convention on Supplementary Compensation for Nuclear Damage (CSC). It outlines the current status and aims of the CSC, including a look at who is liable and the definition of ‘damage’, as well as what compensation is available and CSC’s exclusive jurisdiction over nuclear incidents covered by it.

This Practice Note summarises the legislative basis for the Great Britain Offshore Transmission Owner (OFTO) regime, the OFTO competitive tender process and the OFTO licence. It also provides an overview of the OFTO tender revenue stream (TRS), the transfer of offshore transmission assets (in the context of generator build), the OFTO of Last Resort regime, and a brief summary of existing and future OFTO projects. It was produced in partnership with Herbert Smith Freehills.

This Practice Note looks at how the regulatory justification process applies to proposed new nuclear power stations in the UK. This international framework, on which the Euratom and therefore UK approach is based, was developed through the collaboration of the International Commission for Radiation Protection (ICRP) and the International Commission on Radiation Units and Measurements (the ICRU), and was most recently updated in 2007 with the publication of the ICRP 103. It forms the core European Nuclear Regulation, and is also used as a basis for other regimes throughout the world. Although this Practice Note looks specifically at nuclear power in the UK, the Framework itself is applicable to any practices that may result in human exposure to ionising radiation, and it seeks to ensure that the benefit of the risk outweighs any potentially detrimental effects. In addition, this Practice Note considers the Nuclear Sector Deal, published in 2008 by the UK government in conjunction with the Nuclear Industry Council.

This Practice Note provides a summary of the UK's nuclear liabilities regime as implemented in accordance with its international obligations. It was produced in partnership with Herbert Smith Freehills LLP.

This Practice Note provides a summary of the key regulatory bodies and their functions in the UK Civil Nuclear sector. It was produced in partnership with Herbert Smith Freehills LLP.

This Precedent is a set of clauses to be included in a contract of employment relating to hybrid working, also known as agile working, blended working or split working patterns or arrangements. It means that staff attend the workplace for part of their working time and work from home or elsewhere remotely (remote working) for part of their working time. These clauses cover normal place of work and requirement to work at other locations, hours of work, equipment and insurance, health and safety, right to enter and the right of the employer to discontinue or amend the hybrid working scheme.

This Precedent is a sample letter (easily adapted to an email) for an employer to send to its employees to introduce the employer’s hybrid working policy and to invite employees whose roles have been designated as suitable for hybrid working to apply to opt in to hybrid working arrangements under the policy. The letter assumes that the employer has adopted our hybrid working policy, but can be adapted for use with another policy.

This Precedent is a sample letter for an employer to send to an employee confirming that the employee has moved to a hybrid working arrangement under the employer’s hybrid working policy. It envisages either a permanent or temporary move to such working arrangements, allowing for a trial period for the individual concerned, or where the employer’s organisation as a whole is trialling hybrid working and may subsequently revise its practices and policy. The letter constitutes a written statement of changes to particulars of employment (notice of changes), complying with the obligation to notify a worker of any change to terms in a written statement of particulars of employment.

This Precedent is a sample letter for an employer to send to an employee rejecting an employee’s application to move to a hybrid working arrangement under the employer’s hybrid working policy. The letter explains the reasons for the employer’s decision.

This Precedent is a sample hybrid working policy for an employer to include in a staff handbook or use as a stand-alone policy. Hybrid working is also known as agile working, blended working or split working patterns or arrangements, and means that staff attend the workplace for part of their working time and work from home or elsewhere remotely (remote working) for part of their working time. This Precedent covers suitability (manager’s discretion and matters considered), hours of work, place of work, attending the workplace, flexible working requests, equipment and workstation, expenses, insurance and liability, reference to confidentiality provisions and other policies relating to data protection, use of employer’s computer systems and network, health and safety, communication, training and meetings, equal opportunities, and monitoring and review.

This Checklist sets out the key considerations for the employer when deciding whether and how to introduce a hybrid working scheme, sometimes known as agile working, blended working or split working patterns or arrangements, where staff attend the workplace for part of their working time and work from home or elsewhere remotely (remote working) for part of their working time.