This Practice Note focuses on how a company secretary of a public company or a private company may be appointed. It does not discuss how a company secretary of a public company or a private company may resign or be removed, as to which see Practice Notes: Resignation of a company secretary and Removal of a company secretary. The role of a company secretary The role and specific duties of a company secretary are not prescribed by the Companies Act 2006 (CA 2006) and will usually be governed by the secretary’s contract of employment. In general, a company secretary’s role will encompass, among other things: • the maintenance of the company’s records and registers, both statutory and non-statutory • running the agenda for, and taking minutes of, board meetings and members' meetings, and • filing documents with Companies House, as required by statute CA 2006 permits the same person to act as both a director and the company secretary of a company, if desired. However, there is a proviso in CA 2006, s 280 that

[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 [at its [insert details, eg London office]] as [enter job title, eg an electrican] from [insert date] until [his OR her OR their] dismissal on [insert date]. It is [accepted OR denied] that the Respondent is [insert brief description of the nature of the Respondent, eg a nationwide property maintenance service]. 2 For the reasons set out below, the Respondent denies that the Claimant was unfairly [and/or wrongfully ]dismissed, as alleged or at all. [It is further denied that the Respondent [insert details of any other claims, eg automatically unfairly dismissed the Claimant under section 152 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULR(C)A 1992), automatically unfairly selected the Claimant for redundancy under section 153 of TULR(C)A 1992, or failed to make payment of a statutory redundancy payment], as alleged or at all. ] [Additionally, the Respondent opposes the Claimant’s application for interim relief.] [ The contract of employment ] 3 [It is [accepted

1 Introduction 1.1 This policy sets out the Company’s policy on attending antenatal appointments (whether as the mother or the mother’s companion). The policy is designed to be as comprehensive as possible and contains a summary of the main statutory rights that employees and agency workers have. It also sets out the steps you should take either if you are pregnant and need to attend an antenatal appointment, or if you wish to accompany an expectant mother to such an appointment. 1.2 This policy applies only to employees and, in certain circumstances, to agency workers. It does not apply to consultants[, contractors] [, volunteers] [, interns] or casual workers. 1.3 [This policy has been agreed in consultation with [the trade union OR the staff association OR the employees].] 1.4 This policy is for guidance only and does not form part of any contract of employment. We may alter the terms of this policy at any time and you will be notified of any alterations or additions .[ This policy covers the rights employees and agency workers are given by law but is intended to be a summary

Name of firm [Insert firm name] Name of role holder [Insert name] Reports to [Senior partner OR Board OR Management committee] Role type (full-time/part-time/contractor) [Insert] If a contractor role, length of contract [Insert] Primary location [Insert the primary location for this role—if there is a requirement for the role holder to regularly spend time in multiple locations, eg in each regional office, it is worth making sure this is made clear] Remote/hybrid/office-based? [Insert type of work model] Date role commenced [Insert date] Length of probation period [Insert] End of probation review date [Insert date] Role summary The managing partner is the senior manager on the [Board OR Management committee] with responsibility for effective governance, developing strategy and vision for the firm and delivering the strategy as agreed. The managing partner is expected to: • ensure excellence in legal services and client care, risk management and regulatory compliance • lead the senior professional managers and other team members to ensure effective day-to-day operations and the implementation of change programmes • effect a coherent support strategy for senior colleagues, including the provision of coaching and mentoring, to enable them to deliver the plans approved by the [Board

(pursuant to part 26A of the companies act 2006) between [insert name of company] and its Creditors/Members (as defined in the Restructuring Plan) Dated [insert date] 1 Definitions and Interpretation In the Restructuring Plan, unless the context otherwise requires or otherwise expressly provides, the following definitions apply: Act • means the Companies Act 2006 of Great Britain; Admissible Interest • means any interest provided for in a contract or any relevant statute or any other relevant law or judgment; Admitted Claim • means the balance, if any, calculated as remaining due from the Company to a Creditor/Member pursuant to clause 12.1 following the application of set-off pursuant to clause 13.1; Agreed Claim • means the amount determined as being due from the Company in respect of a Creditor’s/Member’s Claim pursuant to clause 10; Available Distributable Amount • means the amount available for payment by the Company to its Creditors/Members pursuant to clause 15; Board • means the board of directors of the Company from time to time; Business Day • means any day other than Saturday, Sunday or any other day on which banks in the City of London are not open for business; Claim • means any claim against the Company in respect

The Offshore bonds and other foreign policies Practice Note discusses what is meant by an offshore bond and a foreign policy and it explains the tax charges likely to arise. This Practice Note covers several more specialised areas: cluster policies (also referred to as segmented policies), personal portfolio bonds (PPBs), the treatment of some older policies and the interaction between the foreign policy rules and the remittance basis and temporary non-residence rules. Cluster (or segmented) policies Rather than issuing a single insurance policy, some insurers will issue a series of policies to each policyholder, often referred to as a 'cluster' or 'umbrella' of smaller ‘segments’. Each policy or segment is an insurance contract in its own right. At the outset all segments are identical. They may also have the same number, apart from a sub-designation. For example, the cluster may be numbered XP234567/1-100, where numbers 1-100 identify the individual segments. The insurer might only issue a single policy document for all segments. UK insurers can usually issue cluster policies, and offshore bonds are

This Checklist sets out: • the rights that an agency worker will have under the Agency Workers Regulations 2010, SI 2010/93 (AWR 2010) (see: Rights under AWR 2010 below) • the rights that an agency worker may have under other relevant legislation (see: Rights under other legislation below), and • the specific exclusions that apply (see: Exclusions below) An agency worker may also have rights as an employee or as a worker, provided they meet the requirements of the relevant definition. For further information: • on the meaning of ‘employee’, see Practice Note: Employee status • on what is a worker, see Practice Note: Worker status • on the rights that an agency worker may have as a employee or as a worker, see: Employees and workers: checklist of rights Rights under AWR 2010 For the purposes of AWR 2010, SI 2010/93, an agency worker is an individual: • supplied by a temporary work agency to work temporarily for, and under the supervision and direction of, a hirer • who has a contract with the temporary work agency which is:

FORTHCOMING CHANGE : On 13 October 2025, the Ministry of Housing, Communities and Local Government (MHCLG) launched a consultation on proposed improvements to the Local Government Pension Scheme (LGPS) in England and Wales. Among other things, the consultation proposes a major overhaul of Fair Deal protections, aligning the scheme with the 2013 Fair Deal guidance and ending the use of ‘broadly comparable’ pension schemes for future outsourcing (save in certain exceptional circumstances). Instead, all staff compulsorily transferred under TUPE would retain continuous LGPS membership through a new default ‘deemed employer’ model, ensuring the original Fair Deal employer remains responsible for pensions rather than relying on admission bodies. These protections would extend across re-tenders and subsequent transfers, safeguarding access for ‘protected transferees’ and, at the employer’s discretion, for new joiners on the contract. For those currently in broadly comparable schemes, the proposals envisage bulk transfers into the LGPS that preserve accrued final-salary benefits, with future accrual on a CARE basis. Draft regulations to implement these Fair Deal changes were published alongside

This Practice Note looks at the status and use of confidential information in civil proceedings including what confidential information is, how to protect confidential information and how confidentiality may be lost. It considers disclosure obligations in relation to confidential material, ways of protecting confidential material from disclosure, inspection and being referred to in open court, disclosure of confidential material for limited purposes, confidentiality rings, relying on confidential and covertly obtained information, receiving confidential material by mistake and the tension with other jurisdictions’ disclosure rules. What is confidential information? Information considered to be confidential includes: • personal (or private) information • trade secrets • journalistic, artistic or literary confidences • government secrets • court-ordered settlement agreements requiring non-disclosure • information specifically identified by contract as restricted • password-protected email accounts • documents produced as part of the relationship between a solicitor and client (Anderson v Bank of British Columbia). Note, however that, although all privileged material must be confidential, not all confidential information is privileged. For more information on legal professional privilege, see

This Checklist identifies the key factors to consider when commencing proceedings and serving documents in Irish civil proceedings within the jurisdiction of Ireland. It should be read alongside Practice Notes: Ireland—Starting a civil action and Ireland—Service of proceedings in Ireland. For guidance on proceedings involving parties outside Ireland, see Practice Notes: • Ireland—Starting a civil action • Ireland—Cross-border litigation • Ireland—Jurisdiction in civil litigation • Ireland—Service of proceedings outside Ireland • Ireland—Enforcement of foreign judgments in Ireland Preliminary considerations Action Comments Assess appropriate court jurisdiction Determine whether, depending on value, the claim should be issued in the District Court (up to €15,000), Circuit Court (up to €75,000 or €60,000 for personal injury), or High Court (above those thresholds). Identify correct court area (for proceedings in the District or Circuit Court) Select the appropriate District or Circuit Court area. This is determined by the type of claim being brought.For practical guidance on starting a contractual claim, see Practice Note: Ireland—Starting a breach of contract claim.For practical guidance on starting a professional

1 Introduction to the policy 1.1 [Firm name] is required to put in place appropriate systems and controls to combat money laundering, terrorist financing and proliferation financing under the Money Laundering, Terrorist Financing and Transfer of Funds (Information on the Payer) Regulations 2017 (MLR 2017), SI 2017/692, as amended. 1.2 For more details on MLR 2017, see section 10. 2 Scope and application 2.1 This policy contains the procedures we have developed to comply with MLR 2017, as amended. 2.2 This policy applies to all [our offices, ]employees, officers, consultants, contractors and to other workers including agency workers, casual workers[, volunteers] [, interns] and home workers. 2.3 All staff must be familiar with this policy and comply with its terms. 2.4 This policy does not form part of any contract of employment and we may amend it at any time. 3 Responsibility for AML, CTF and counter-proliferation financing compliance 3.1 The firm itself is primarily responsible for compliance with MLR 2017, including all systems and control requirements. 3.2 [While the firm is primarily responsible for compliance with MLR 2017, we have appointed a money-laundering compliance officer (MLCO) and a nominated officer, as shown in the following table:

Arbitration is the principal method by which parties around the world resolve disputes outside of court. Arbitration is founded on the consent of the parties. Commercial arbitration rights are usually based on an arbitration clause in a private contract. Investor-state arbitration rights are based on a treaty. Although arbitration parties have agreed to resolve their disputes outside of court, the courts can play an important role in making the arbitration effective. Most importantly, the courts can order a recalcitrant party to arbitrate or to comply with an arbitral award. This Practice Note addresses the judicial enforcement of international commercial arbitration awards in New York.. Enforcement in New York is normally a straight-forward matter. New York’s federal courts, which are the usual forum for enforcement, are experienced and well-versed in enforcing international arbitral awards. Enforcement is supported by a strong federal law policy in favour of arbitration, particularly international arbitration. See Mitsubishi Motors Corp. v Soler Chrysler-Plymouth, Inc., 473 US 614, 631 (1985); Telenor