This year’s NatWest Women in Social Enterprise 100 (WISE100), which seeks to “recognise the most inspiring and influential women in social enterprise, impact investment and mission-driven business”, has now been launched.
The national press have featured Bates Wells’ role in James Farrar and Yaseen Aslam’s Court of Appeal case against Uber.
Charity Fraud Awareness Week gave us all a lot to think about. One area that charities should not overlook is legacy fraud. We all know that legacies are a vital source of income for charities, and last year saw legacy income at a record high.
Similar success can be achieved by getting together with people to share the desire to have meaningful and productive conversations, engagement and connections.
At last night's WISE100 2018 event, attendees celebrated the 100 leading women in the fields of social enterprise and impact investment. Abbie Rumbold, partner in our Charities & Social Enterprise team, chaired this year's judging panel.
On 30 and 31 October London law firm, Bates Wells, will represent the lead Claimants in their landmark Court of Appeal (CoA) case against global transportation provider, Uber.
Paul Jennings and Rachel Mathieson from our Employment team have written an opinion piece for Times Law setting out why they believe workers’ rights should not be overlooked by gig employers.
Increasingly staff employed by entities in the UK work overseas. Where this happens, it is important to note that the statutory employment rules in the country where the employee works will be likely to apply and bind the UK based entity. These will often be different to those applicable in the UK and could be more onerous. Paul Seath outlines factors to consider when employing staff outside of the UK.
An individual can be an employee, a worker, a volunteer or self-employed. This status will determine the rights and responsibilities that individuals and organisations owe each other in the working relationship.
The employment relationship may end for a variety of reasons. Some terminations are highly contentious and the process may entail a period of intense negotiation.
Most employers wish to protect their confidential information, customer and client details or other information about their business, especially with departing employees. One of the ways to do this is for employers to insert clauses into contracts of employment, usually for senior employees or those with unfettered access to such information, which seek to restrict the conduct and activities of that individual after the termination of their employment.
There are a number of different types of partnerships recognised in English law, including Partnerships at will and Partnerships that fall under the Partnership Act 1890, but the most frequently created are Limited Liability Partnerships (“LLPs”).
In light of the increased remuneration and seniority it is common that executive service agreements will contain a significantly greater number of contractual terms than a standard contract of employment. William Garnett outlines the issues that will be of significant importance.
Disputes between directors, shareholders and business partners can raise a whole range of legal issues. William Garnett outlines the issues that may arise.
All employees must have a written contract of employment, which must contain certain minimum information. However, parties can (and should) carefully consider what other terms they want to include in their employment contracts. Whilst such terms are optional, they provide clarity and structure to the employment relationship.