Ireland—Employment analysis: This article was written by A&L Goodbody’s Asset Management and Investment Funds team. It explains that the Forced Labour Regulation (FLR) prohibits products made with forced labour from being placed on, made available on, or exported from the EU market, and outlines the key obligations under the FLR and the expected European Commission guidance, which must be published by 14 June 2026 to support authorities, businesses and other stakeholders in applying the Regulation.

This Practice Note describes the extent to which employees may work for up to ten days during statutory maternity or adoption leave, without bringing that leave, or any entitlement to statutory pay, to an end (ie ‘keeping in touch days’ or ‘KIT days’). It examines pay during a KIT day, and the effect of a KIT day on remaining leave. For information on the entitlement to work during shared parental leave, see Practice Note: Work during shared parental leave—keeping in touch days (SPLIT days). Keeping in touch (KIT) days With the agreement of their employer, employees may (but are not obliged to) work up to 10 KIT days during their statutory maternity or adoption leave without that bringing their statutory leave, or any entitlement to statutory pay, to an end. For that purpose 'work' may include training or any other activity undertaken to assist the employee in keeping in touch with the workplace. No KIT days during compulsory maternity leave In the case of maternity leave, none of the ten days can

For full coverage of the substantive right to take shared parental leave, see Practice Notes: Shared parental leave (birth) and Shared parental leave (adoption). This Practice Note describes the extent to which employees are entitled to work during shared parental leave. For information on the entitlement to work during maternity and adoption leave, see Practice Note: Work during maternity or adoption leave—keeping in touch days. Shared parental leave keeping in touch days (SPLIT days) Employees may work up to 20 days ('shared parental leave in touch days' or 'SPLIT days') during any periods of shared parental leave which they take, without that work bringing their shared parental leave, or any entitlement to shared parental pay,

Any equipment used by an employee at work.

An agreed fee payable by the offeree to the offeror on the occurrence of a specified event, eg the withdrawal by the offeree board of its recommendation of the offer. Work fees are generally prohibited offer related arrangements under Rule 21.2.

An immigration employment document which relates to employment and is issued for the purpose of the Immigration Rules or in connection with leave to enter or remain in the United Kingdom.

This Practice Note sets out three case studies covering different practical scenarios where licensed sponsors are involved in mergers and acquisitions, whether by way of a relevant transfer under the Transfer of Undertakings (Protection of Employment) Regulations 2006, SI 2006/246 (TUPE 2006), or by way of sale of shares. It also has a case study covering a licence re-organisation. Note that the Practice Note does not set out the full details of the relevant sponsor duties, nor does it look at any recommended due diligence that should be undertaken prior to completion of the relevant transactions. Instead, it focuses on some of the key practical issues and concerns, in order to illustrate the main principles governing this area in a ‘real life’ setting. For details on the sponsor duties which govern this area, and recommended due diligence, see: Checklist—immigration-related requirements on a TUPE transfer and Practice Note: Workers and Temporary Workers sponsor duties: sponsor changes of circumstances. Case study 1 You have been approached by a MedTech company called

The process of rescuing a borrower in financial difficulties by its bank lenders and other creditors.

Persons satisfying case law tests for worker status qualify for a narrower scope of employment protections than employees. The worker category includes all employees, plus all individuals working under contracts requiring them to do or perform work personally, but excludes relationships where an individual is running a business for clients/customers.

This Practice Note covers information and documentation that a Workers and Temporary Workers route sponsor should make available to the Home Office during a compliance visit or digital check. It also looks at when checks may occur, what preparation should be undertaken, and the role of a legal representative at a check. Note that this does not cover the provision of information further to a request from the Home Office, which now falls within the definition of compliance check, but rather physical or digital checks where there is direct interaction with a Home Office visiting officer. When can the Home Office carry out a visit or digital compliance check? The Home Office is able to carry out compliance visits to the premises of licensed sponsors, or any site under the sponsor's control, at any time, whether announced or unannounced. It may also want to visit addresses where sponsored employees will be or are working (which could include the premises of a third party). Where this may be

Law360: UK government has said that regulations protecting intellectual property rights, employment rights and fundamental rights will remain in place as it floats selectively slashing red tape to facilitate AI growth in key industries.

This Practice Note examines the definition of worker under the Employment Rights Act 1996 (ERA 1996) and other employment legislation. Key concepts For employment law purposes, an individual who provides work or services for another person may be: • a worker, in which case they will have certain rights under employment law • an employee (see Practice Note: Employee status), in which case they will have additional rights under employment law (eg unfair dismissal, maternity leave and redundancy rights) • neither a worker nor an employee (ie the individual is self-employed, or an independent contractor), in which case they will have no rights under employment law All individuals who have employee status also fulfil the statutory definition of a 'worker' for the purpose of the statutory protections that are accorded to that wider category of working individuals. However, not all workers will meet the definition of 'employee'. It follows that, even if an individual does not qualify for employee status, they may still qualify as a 'worker'. For a quick-reference checklist of the sets of rights accorded to