The issue Unfortunately, during a pandemic situation cybercriminals tend to increase their activity; the pandemic provides an issue to prey on individuals worldwide. While we work from home, we need to be aware of potential cyber-attacks against our personal and work environments. During the coronavirus pandemic, cybercriminals [are using OR used] the situation to impersonate local/national governments, regional/global health organizations and popular news sources. In addition to phishing emails, cybercriminals [are using OR used]: • text messages to mobile phones claiming to be from official entities, eg the UK government; • fake pandemic-related websites hosting malware and malicious apps; and • impersonation of VPN/portal representatives to capture employee credentials. What we need from you It is important that we continue to follow all standard processes and standard company-issued IT resources during a pandemic situation. Any changes to our processes should be fully documented, reviewed and approved by management, and communicated through normal internal communication

IN THE MATTER OF AN ARBITRATION UNDER THE COMMERCIAL RENT (CORONAVIRUS) ACT 2022 [Property address] (‘the Premises’) BETWEEN: [insert name]        Tenant and [insert name]        Landlord _______________________________________ [ Draft ] TENANT’S FORMAL PROPOSAL FOR RELIEF FROM PAYMENT OF A PROTECTED RENT DEBT _______________________________________ Introduction This is the Tenant’s formal proposal for resolving the matter of relief from payment of a protected rent debt, and is made for the purposes

Law360: An employment tribunal judge failed to fully examine a salesman's requests for hybrid work during the coronavirus (COVID-19) pandemic, the EAT has ruled after finding this might have saved his automatic unfair dismissal claim.

HMRC updated its guidance for employers on the coronavirus (COVID-19) job retention scheme (CJRS) on 4 April 2020, and some of the revisions it has made are relevant to this query. As initially drafted, the guidance for employers stated that any UK organisation with employees could apply for a grant under the scheme if they: • had created and started a pay as you earn (PAYE) payroll scheme on or before 28 February 2020, and • had a UK bank

For information generally on the situation where an employer enters into a settlement agreement before termination that provides for the employee to be placed on garden leave during their notice period, see Practice Note: Settlement agreements in employment—practical and tax issues—Garden leave and reaffirmation (two-stage settlement). An employee whose employment is terminated by reason of redundancy will be entitled to receive their contractual notice entitlement (or their statutory entitlement, if longer) and a statutory redundancy payment calculated on the basis of their age, length of service and gross weekly pay (capped at the rate of £538 per week from 6 April 2020). See Practice Notes: • Entitlement to statutory redundancy payment • Contractual notice • Statutory minimum notice For information on the Coronavirus Job Retention Scheme (CJRS) generally, see Practice Notes: • Coronavirus

ARCHIVED: This Practice Note is archived and is not maintained. This Practice Note explains the changes introduced by the: • Early Years Foundation Stage (Miscellaneous Amendments) and Childcare Fees (Amendment) Regulations 2021, SI 2021/432 (in force from 1 September 2021) to the: • Early Years Foundation Stage (Learning and Development Requirements) Order 2007, SI 2007/1772 • Early Years Foundation Stage (Welfare Requirements) Regulations 2012, SI 2012/938 The Early Years Foundation Stage (EYFS) statutory framework sets the standards that all early years providers must meet to ensure that children aged 0–5 learn and develop well and are kept healthy and safe. As part of the national response to the coronavirus (COVID-19) pandemic, local authorities are undertaking a wide range of essential and additional functions, while also contributing to local resilience planning and continued delivery of local services. This legislation has been introduced to support early years providers during the present outbreak of coronavirus in England, by ensuring sufficient flexibility in supporting the ability to easily

On 13 March 2020, the Law Society issued guidance in respect of residential conveyancing transactions in light of coronavirus. It is suggested that there is unlikely to be a drafting solution appropriate to every case, and exchanging contracts on a ‘business as usual’ basis may be preferable to using new provisions, but it is up to individual conveyancers to make this assessment. It is further stated that if completion does not take place after contracts have been exchanged, as a result of coronavirus, this will amount to a default and the relevant contractual provisions

Law360: A pub landlord and seven other business owners have claimed that Liberty Mutual Insurance wrongly refused to cover them for disruption caused by the coronavirus (COVID-19) pandemic to their businesses.

An employer must ensure, so far as is reasonably practicable, the health, safety and welfare at work of their employees. Failure to do so is a criminal offence. This core duty extends to the provision of plans and systems of work that are safe and without risks to health, and the provision of such information, instruction, training and supervision as is necessary to ensure the health and safety at work of employees. It is important to remember that this duty extends to both physical and mental health. For further information, see Practice Note: Coronavirus (COVID-19)—managing the workplace to 18 July 2021 [Archived] under ‘Health and safety considerations’. In relation to pregnancy, an employer has the following mandatory duties at all times (and not just during the coronavirus pandemic): • a general duty on employers to carry out a general risk assessment where they employ women of child-bearing age, in respect of processes, working conditions, or physical, biological or chemical agents which

What is the doctrine of frustration? If the contract does not include a force majeure clause or it does but the applicable force majeure event is not included, it may be possible for the parties to rely on the common law doctrine of frustration. A contract will be discharged by frustration if after formation, an event occurs which renders further performance of the contract impossible, illegal or something different from what was contemplated by the parties when entering into the contract. Frustration is not a straightforward doctrine to rely on, however, as it is dependent on interpreting the true construction of the terms of a contract in the context of the nature of that contract and the relevant surrounding circumstances when it was made. If there is a radical difference between the original contractual obligation and the performance that is possible due to a change in circumstances, the doctrine of frustration may apply. Successful reliance on the doctrine of frustration is dependent on the parties having not made provision

Due to the impact of the coronavirus (COVID-19), legislation has been adopted to temporarily extend the filing deadlines in respect of a number of different entities. The Companies etc (Filing Requirements) (Temporary Modifications) Regulations 2020, SI 2020/645 (the Regulations), which came into force on 27 June 2020 and which were introduced in response to the COVID-19 pandemic, have among other matters temporarily extended the deadline for notifying changes in a limited partnership (LP) from seven to 42 days. The Regulations were issued pursuant to the Corporate Insolvency and Governance Act 2020 (CIGA 2020), which came into force on 26 June 2020. As noted above, the modifications introduced by the Regulations are temporary

Law360: The Labour Party promised to create a new coronavirus (COVID-19) corruption tsar and use 'every means possible' to recoup public money lost in fraud and failed contracts during the pandemic, as it launched its general election manifesto on 13 June 2024.