Herbert Smith Freehills

ARCHIVED: This Practice Note has been archived and is not maintained. 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

This Practice Note has been archived and is not maintained. It explains the steps employers should have taken to prepare for auto-enrolment in advance of their staging date. This included identifying their staging date, reviewing their workforce, reviewing their current pension arrangements and benefit design, putting key support structures in place and planning communications with workers.

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.

Produced in partnership with Baker McKenzie South Africa. A conversation with Lerisha Naidu (Partner), Angelo Tzarevski (Partner), and Sphesihle Nxumalo (Director Designate), Antitrust & Competition Practice Group, on key issues on merger control in Malawi.

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 (GB), as well as the GB energy system more broadly. It also summarises Ofgem’s key powers.

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This Practice Note has been archived and is not maintained. It looks at the pension changes made by the Finance Act 2011, including in relation to the lifetime and annual allowances, pension input periods, Scheme Pays, the relaxation of the requirement to take benefits at age 75, the removal of age 75 restrictions for lump sums and lump sum death benefits, double taxation and the disguised remuneration rules. It is for background information only.

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 key regulatory bodies and their functions in the UK Civil Nuclear sector.

This Practice Note looks at Scheme Pays, including what it is, when it can be used and how it works.

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 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 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.