1 Goods/services What types of goods and services are procured in your area/department? Where can I get a list? 2 Contracting process What contracting process is used? Where can I get a contracting process workflow diagram? 3 Roles and responsibilities Who

Arbitration analysis: In another decision affirming the narrow scope of curial intervention under Singapore law, the Singapore International Commercial Court (SICC) dismissed an application by DNO to set aside an SIAC arbitral award (Award). The SICC rejected the natural justice ground because, among other reasons, DNO improperly ‘warehoused’ its natural justice objection to be raised only if the eventual award was unfavourable, and instead showed willingness to continue to arbitrate. Such ‘hedging’ was inimical to the arbitral process, and therefore DNO could not raise the objection after the Award was issued. The SICC also rejected DNO’s public policy challenge. Among other reasons, DNO failed to prove the alleged breach of foreign law. In any event, a mere breach of foreign law was, by itself, insufficient. DNO needed but failed to show that upholding the Award would cross the extremely high threshold of conflicting with Singapore’s most basic notions of morality and justice. Written by Eden LI, partner at WongPartnership LLP.

Restructuring & Insolvency: The petitioner presented a contributory’s petition to wind-up a deadlocked company on just and equitable grounds where there had been an irretrievable breakdown of relations between him and his co-director and shareholder. The court dismissed the petition because the petitioner failed to satisfy it in accordance with section 125(2) of the Insolvency Act 1986 (IA 1986) that no other remedy was available to him, and he was acting reasonably in seeking to have the company wound up. The court further held that the petitioner did not come to the court with clean hands. Written by Bridget Williamson, barrister, at Enterprise Chambers.

Restructuring & Insolvency Analysis: The Court of Appeal held that an out-of-court appointment of administrators may be ineffective where a qualifying floating charge holder exercises its appointment power solely for an improper purpose collateral to the enforcement of its security. Although the Glint Companies’ refusal to provide financial information constituted an event of default, they had a real prospect of establishing that Niven’s sole subjective purpose was improper, so the strike-out and summary judgment were set aside. The decision holds that equitable improper-purpose principles developed in the receivership context are capable of applying to administration, while leaving the ultimate validity of the appointments and liability to be determined at trial. Produced in partnership with Amy Halliday and Sophie Lewis of Addleshaw Goddard LLP.

A company limited by guarantee formed in 1998 to support improvement and innovation in local government from within the local government sector.

Enforcement of Part I of the Health and Safety at Work etc Act 1974 (HSWA 1974) is often achieved through the service of statutory Improvement Notices and Prohibition Notices. These notices may be served by inspectors appointed under HSWA 1974, s 19(1). This is one of several options open to enforcing authorities (as defined under HSWA 1974, ss 18(7)(a) and 53(1)). Other enforcement options range from informal advice to prosecution. See Practice Note: Powers of health and safety inspectors under the Health and Safety at Work etc. Act 1974. This Practice Note summarises the main features of Improvement Notices and Prohibition Notices, the consequences to which they give rise and how they might be challenged. The main features of Improvement Notices Improvement Notices are dealt with under HSWA 1974, s 21. An Improvement Notice requires the recipient to remedy a contravention of the ‘relevant statutory provisions’. 'Relevant statutory provisions' is a term used throughout HSWA 1974 and it is defined

In cases of unsatisfactory performance an employee should be given an improvement note setting out the performance problem, the improvement that is required, the timescale for achieving this improvement, a review date and any support the employer will provide to assist the employee.

The Pensions Regulator may issue an improvement notice to a person they believe has breached legislative requirements. This is a notice directing a person to take certain actions, or to refrain from certain actions.

Property analysis: On whom may a local housing authority serve an improvement notice under the Housing Act 2004, s 11 (HA 2004) requiring work to a block of flats to remedy a category 1 hazard? The Upper Tribunal (Lands Chamber) (UT) decided that the authority had been wrong to serve on the right to manage (RTM) company.

There are important differences between agricultural tenants’ improvements and tenants’ fixtures in agricultural tenancies. This Practice Note explains these differences and outlines the landlord and tenant responsibilities and entitlements. It does not cover the provisions for the ‘improvements amnesty’ under section 34A of the Agricultural Holdings (Scotland) Act 1991 (AH(S)A 1991). Under the common law, any fixtures and other improvements added by the tenant would accrue to the landlord at the end of the lease. As many agricultural leases can last for prolonged periods, if not indefinitely through succession, AH(S)A 1991 makes provision to allow a tenant to improve the let holding and to be compensated for those improvements by the landlord at termination of the tenancy. In all agricultural tenancies other than repairing tenancies and grazing lets, broadly speaking (but with different rules for the different types of tenancy), landlords are required to provide the necessary fixed equipment (which may include buildings) to run the farm. See Practice Note: Buildings and other fixed equipment in agricultural tenancies in Scotland. The nature

Corporate Crime analysis: Christopher Gribbin, managing associate, and Molly Vann from the White Collar Crime & Investigations team at Mishcon de Reya examine the latest consultation by the Office of Financial Sanctions Implementation (OFSI), launched on 22 July 2025, which seeks to reform the civil enforcement process for financial sanctions in the UK. The proposed changes aim to make the Office of Financial Sanctions Implementation’s (OFSI) processes clearer, more transparent, and efficient. Key reforms include updated case assessment guidance, a new settlement scheme, and the introduction of an Early Account Scheme to encourage prompt and comprehensive disclosure. OFSI also proposes streamlined penalties for reporting and licensing breaches, and a significant increase in statutory penalty maximums. While these measures are designed to expedite investigations and foster industry engagement, they are balanced by the prospect of tougher penalties. The consultation closes on 13 October 2025.

Employers are increasingly keen to improve diversity and equality in their organisations. This Practice Note provides an overview of a number of voluntary charters and schemes which employers can sign up to in order to give effect to their commitment to improve diversity and equality—and support workers with certain protected characteristics—within their organisations. It covers the Race at Work Charter, Change the Race Ratio, the Disability Confident Scheme, the Mindful Employer Charter, the Mindful Business Charter, the Stonewall Proud Employers Programme, the Women in Finance Charter and the Dying to Work Charter. The desire to improve diversity and equality at the workplace can stem from a number of reasons, including: • an understanding of the many benefits to the business in having a diverse workforce and recruiting from the widest talent pool of candidates • a belief that it is morally the right thing to do • increasing workplace morale by making staff feel valued, understood and supported • improving the organisation’s reputation • taking positive action to address any areas in which the employer