The machinery, tools and goods required for the completion of the works

A self-employed intermediary who has continuing authority to negotiate the sale or purchase of goods on behalf of the principal or to negotiate and conclude the sale or purchase of goods on behalf of and in the name of that principal. [Commercial Agents (Council Directive) Regulations 1993, SI 1993/3053, reg 2(1)].

This Practice Note contains a jurisdiction-specific Q&A guide to labour and employment in Austria published as part of the Lexology Getting the Deal Through series by Law Business Research (published: May 2023). Authors: Schindler Attorneys—Barbara Klinger 1. What are the main statutes and regulations relating to employment? The main statutes are: • the Act on White-Collar Workers; • the Labour Constitution Act; • the Employment Law Harmonisation Act; • the Act on Working Time; • the Act on Rest Days; • the Act on Employee Liability; • the Vacation Act; • the Act on Blue-Collar Workers 1859; • the Company Pensions Act; • the Employees' Severance Pay Act; • the Act on Maternity Protection; • the Act on Father's Leave; • the Act on Equal Treatment; • the Act on Employment of Foreign Workers; • the Act on Employment of Disabled Persons; • the Act on Professional Training; and • the Employees Safety Act. 2. Is there any law prohibiting discrimination or harassment in employment? If so, what categories are regulated under the law? The

This Practice Note contains a jurisdiction-specific Q&A guide to labour and employment in Denmark published as part of the Lexology Getting the Deal Through series by Law Business Research (published: September 2022). Authors: Norrbom Vinding—Yvonne Frederiksen 1. What are the main statutes and regulations relating to employment? In Denmark, there is no general employment act covering all employees in the labour market. The employer-employee relationship is, therefore, governed by a mixture of statutes, collective agreements and individual employment contracts between the parties. Danish employment regulation can be divided into two main categories: collective agreements and legislation on salaried employees (white-collar employees). A large part of the Danish workforce is covered by a collective agreement. The collective agreements, which are concluded by trade unions and employer organisations, lay down terms of employment and pay, typically governing hours of work, minimum pay, notice periods, etc. As a result, employment conditions are to a wide extent regulated by collective agreement. The Danish Salaried Employees Act covers a large number of employees in the private and public sectors, but only

The age by which an employee is taken to have retired from the employer's business.

A dominant firm's refusal to supply products, provide access or to license its intellectual property rights to other firms (sometimes including its competitors) may amount to an abuse of a dominant position, particularly where the refusal amounts to a foreclosure of a downstream market.

This Practice Note contains a jurisdiction-specific Q&A guide to labour and employment in Kazakhstan published as part of the Lexology Getting the Deal Through series by Law Business Research (published: April 2022). Authors: Morgan, Lewis & Bockius LLP—Aset A. Shyngyssov; Asem B. Bakenova; Aida Akhmetova 1. What are the main statutes and regulations relating to employment? The main statutes relating to employment are: • the Kazakhstan Constitution, which sets out the basic rights relating to employment; • the Labour Code, which regulates employment and related matters, social partnerships, safety and protection of labour; • the Employment Law, which regulates, inter alia, foreign labour engagement and employer's social responsibilities; and • the Normative Resolution of the Supreme Court of the Republic of Kazakhstan No. 9 'On Certain Matters of Application of the Legislation while Considering Labour Disputes by the Courts', dated 6 October 2017. There are various other laws and normative acts that regulate specific labour-related matters. For example, the Law on Migration regulates aspects of entry of foreign labour, Government Regulation No. 559 of 27 June

An activity which involves a specified investment and specified activity as defined in the Financial Services and Markets Act 2000 (Regulated Activities Order) 2001.

An exclusion in the Regulated Activities Order which enables trustees, nominees and personal representatives to avoid regulated activities.

ARCHIVED: This archived Practice Note provides a summary of selected employment cases on coronavirus (COVID-19) matters that have come to the attention of the Lexis+® UK Employment team, intended to give a flavour of the types of cases that are being heard and an indication of the approach being taken by tribunals and at an appellate level. It is not an exhaustive list of all pertinent cases. Note that employment tribunal decisions are first instance decisions that are not binding on other tribunals. As tribunals will assess cases based on the prevailing pandemic conditions and the guidance in place at the relevant time, cases on similar facts to those noted below could be decided differently if they were before a tribunal now. For cases that are appealed, see Practice Note: Case tracker—Employment. The legal context For general information on the issues facing employers in relation to coronavirus, see Practice Notes: • Health and safety—protection from detriment and dismissal • Living with coronavirus (COVID-19) in the workplace from 24 February

This Practice Note contains a jurisdiction-specific Q&A guide to labour and employment in Monaco published as part of the Lexology Getting the Deal Through series by Law Business Research (published: April 2022). Authors: CMS Pasquier Ciulla Marquet Pastor Svara & Gazo—Sophie Marquet 1. What are the main statutes and regulations relating to employment? There is no unified employment law in Monaco. Employment rules are old (most of them date back to the 1950s and 1970s) and are spread across different laws that deal with different employment issues. These provisions are related to individual employment situations (eg, hiring, employment contracts, dismissal indemnities, paid holidays, work duration and parental leave, etc), collective matters (eg, staff representatives, trade unions and collective dismissal, etc) and entities in charge of employment regulation (eg, Labour Inspectorate, Office of Occupational Medicine, Labour Court and employment commissions, etc). Beyond these legal provisions, employment rules are mainly based on case law. 2. Is there any law prohibiting discrimination or harassment in employment? If so, what categories are regulated under the law? Law No. 1,457 of

This Resource Note outlines the main provisions of Rule 21 of The City Code on Takeovers and Mergers (Code), which deals with the restrictions on an offeror taking frustrating action in relation to an offer and entering into inducement fee and other offer-related arrangements. Rule 21 also deals with the requirement to provide equal information to competing offerors and to provide the independent directors of an offeree with all information furnished to external providers of finance on a management buy-out. It highlights relevant materials, commentary and guidance from the Panel on Takeovers and Mergers (Panel), as well as Lexis+® UK analysis and resources, to give practical guidance on the interpretation and application of Rule 21. Materials covered in this Resource Note include: • Practice Statements issued by the Panel Executive (the body that carries out the day-to-day work of takeover supervision and regulation) (Executive) to provide informal guidance as to how the Executive normally interprets and applies the Code • Panel Statements published by the Panel (P/S) and Panel Instruments • Public Consultation Papers (PCP) and