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GLOSSARY

Reinstatement definition

Published by a LexisNexis Pensions expert

What does Reinstatement mean?

Following the lapse of a policy, ordinarily through failure to pay the due premiums, some policies allow the ability to reinstate the cover.

Reinstatement is subject to:

(a) payment of the missed premium; and

(b) a declaration of health to satisfy the company that there has not been a material change in the risk they are covering.

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Option agreements—acting for the buyer—checklist

Option agreements—acting for the buyer—checklist Call or put option? In a 'call' option the buyer will have control in that it may call for a transfer of the property. A 'put' option gives the seller control in that it can require the buyer to take a transfer of the property and therefore the buyer should be especially vigilant in ensuring that the terms for the transfer (particularly those relating to valuation and, if appropriate, insurance) are as favourable as possible. Seller's charges If the property is already mortgaged at the date of grant of the option agreement, there is a risk that the mortgagee may overreach the option by exercising its power of sale. Therefore ensure that the mortgagee either: • joins into the agreement (this is rare in practice), or • provides written consent to the granting of the option In either case, the mortgagee should confirm that if the buyer exercises the option it will acquire the property free from the charge or, if the mortgagee...

Drafting checklist for claim or response—unfair dismissal: redundancy

Drafting checklist for claim or response—unfair dismissal: redundancy Both parties • Was the Claimant an employee? See Practice Notes: Entitlement to claim unfair dismissal—Eligibility and Employee status • Did the Claimant have requisite qualifying service, or does an exception apply? See Practice Note: Qualifying period for unfair dismissal • Has the Claimant complied with the requirement for early conciliation or does one of the exemptions apply? See Practice Note: The early conciliation requirement • Is the claim brought within the three-month time limit, or the period as extended if the requirement for early conciliation applies? See Practice Notes: Unfair dismissal time limit and The early conciliation requirement—Extension to time limits (the 'stop the clock' provisions) • Is the contract of employment arguably void for illegality? See Practice Note: Entitlement to claim unfair dismissal—Illegality • Does the Claimant fall within a category of employee excluded from unfair dismissal protection, eg police constables. See Practice Note: Entitlement to claim unfair dismissal—Particular types of employment • Was the Claimant’s work based in Great...

Discover our 23 Checklists on Reinstatement

Reporting to a lender in an investment real estate finance transaction

Reporting to a lender in an investment real estate finance transaction This Practice Note discusses the key common issues to consider and report to a lender (often referred to as a funder) in an investment real estate finance transaction. It does not deal with solving any title or other issues (see Checklist: Key issues for funder's property lawyers in real estate finance transactions—checklist) but focuses on the key concerns for lenders and when to report issues to the lender. Importance of reporting to a lender The lender will have obtained a substantial amount of information regarding the property and proposed business plan from the borrower as part of the early discussions on the availability of a loan and whether the property and any other relevant assets are suitable security. This information will be provided to the lender before the heads of terms are agreed and is used by the lender as the basis for its calculations on the level of finance available and the borrower's ability to...

Special Educational Needs and Disability Tribunal (SENDIST)

Special Educational Needs and Disability Tribunal (SENDIST) What is the Special Educational Needs and Disability Tribunal (SENDIST)? The Special Educational Needs and Disability Tribunal (SENDIST) is part of the First Tier Tribunal (FTT) (Health, Education and Social Care Chamber (the Tribunal)). Appeals in respect of decisions of the FTT are made to the Upper Tribunal (UT). The FTT deals with appeals in relation to children and young people with special educational needs (SEN) as well as claims of disability discrimination in relation to school and local authorities (LAs) (such as exclusions from schools). How is a panel constituted? Panels of the FTT are usually made up of three members (although increasingly there are two member panels). The panel always has a legally qualified chair, and the other members are experienced in SEN and disability issues. The UT is comprised of one legally qualified member. When can an appeal be made to the First Tier Tribunal? All parents/guardians and young people have a right to appeal to the FTT:...

Discover our 132 Practice Notes on Reinstatement

ET3 Response to unfair dismissal claim—performance capability

ET3 Response to unfair dismissal claim—performance capability [Insert in para 6.1 of response form ET3:] 1 It is [accepted OR not accepted OR denied] that the Claimant was employed by the Respondent as a [insert job title, eg ‘Senior Accountant'] from [insert start date of employment] until [his OR her OR their] dismissal on [insert end date of employment]. It is [accepted OR denied] that the Respondent is [insert brief description of the nature of the Respondent, eg an internet service provider]. 2 The Respondent denies that the Claimant was unfairly[ and/or wrongfully] dismissed[ and/or that there was a failure to comply with the statutory right to be accompanied by a trade union representative or colleague at a disciplinary hearing], as alleged or at all. [ The contract of employment ] 3 [It is [accepted OR not accepted OR denied] that the Claimant’s contract of employment included a notice period of [insert details, eg three months].] 4 [Insert details of any other relevant...

ET1 grounds of claim—detriment, discrimination and unfair dismissal: shared parental leave

ET1 grounds of claim—detriment, discrimination and unfair dismissal: shared parental leave [Insert in para 8.2 of claim form ET1:] 1 The Claimant was employed by the Respondent from [insert date] as an [insert role] at the Respondent’s premises as [insert address]. 2 The Claimant’s partner is employed by [insert name of employer] and has been so employed continuously since [insert date]. The Claimant’s partner has been earning £250 per week throughout the period of her employment with [insert name of employer]. 3 On [insert date], the Claimant’s partner gave birth to a baby of whom the Claimant is the father. Apart from the Claimant’s partner, the Claimant has the main responsibility for the care of the baby. 4 On or about [insert date] the Claimant gave the Respondent notice of his intention to take shared parental leave. His notice complied with Regulation 9 of the Shared Parental Leave Regulations 2014 in that it included: 4.1 the Claimant’s name; 4.2 the Claimant’s partner’s name; 4.3 the start and...

Dive into our 89 Precedents related to Reinstatement

Will funders, purchasers and tenants accept standard form collateral warranties?

Will funders, purchasers and tenants accept standard form collateral warranties? The standard forms of collateral warranty that parties involved in a construction project are most likely to suggest are published by: • JCT (drafted for use by contractors and sub-contractors) • CIC (drafted for use by consultants) The British Property Federation (BPF) previously published a standard form of warranty, but this is no longer being printed. There is no standard form NEC3 collateral warranty. In fact, only the Professional Services Contract (PSC) envisages the provision of collateral warranties—but it does not include a form of warranty within the contract, therefore the parties need to append the agreed form and include reference to it in the contract data. Parties entering into the NEC3 ECC form would therefore need to add a Z clause and attach an appropriate form of warranty to their contract. Funders are unlikely to accept any of the standard (published) form collateral warranties without amendment. This is due to the limitations on the warrantor’s liability...

On a service provision change situation to which TUPE applies, if an employee who is assigned to the organised grouping of resources or employees that is subject to the relevant transfer is on a fixed-term contract that terminates the day before the transfer date, would they still transfer? If the contract was not renewed or extended in order to avoid them transferring, could this be an unfair dismissal and could they claim the right to be re-employed by the transferee?

On a service provision change situation to which TUPE applies, if an employee who is assigned to the organised grouping of resources or employees that is subject to the relevant transfer is on a fixed-term contract that terminates the day before the transfer date, would they still transfer? If the contract was not renewed or extended in order to avoid them transferring, could this be an unfair dismissal and could they claim the right to be re-employed by the transferee? This response considers: • whether termination of a fixed-term (or limited-term) contract amounts to a dismissal • the effect of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE 2006), SI 2006/246 on the contract of employment • whether remedies can include reinstatement or re-engagement Is termination of a fixed- or limited-term contract a ‘dismissal’? An employee is dismissed for the purposes of Part X of the Employment Rights Act 1996 (ERA 1996) if they are employed under a limited-term contract, and that contract terminates by virtue of the...

See the 83 Q&As about Reinstatement

Immigration weekly highlights—19 June 2025

Welcome to the 19 June 2025 highlights from the Immigration team, which provides links to key news stories from the last week, as well as a round-up of new and updated content in Immigration.

FLEX experts call for domestic worker visa reform on International Workers' Day

Focus on Labour Exploitation (FLEX) experts have published an analysis highlighting ongoing issues with the UK's Overseas Domestic Worker visa on International Domestic Workers' Day 2025. The article examines changes made to the visa in 2012 and 2016, citing Kalayaan's 2024 data showing increased exploitation indicators after these reforms. The authors note the draft Employment Rights Bill does not address visa restrictions and call for reinstatement of rights contained in the original 1998 visa, which allowed workers to change employers and seek longer visa extensions than is currently the case. They also call for increased access to justice around employment rights, such as compensation for unpaid wages or other labour exploitation. The analysis draws on evidence showing that, eg, 41% of workers issued visas after April 2016 presented trafficking indicators.

Read the latest 21 News articles on Reinstatement