Factor meaning

This Checklist sets out the matters a buyer’s legal due diligence ought to cover to evaluate the potential effect of the UK’s National Security and Investment Act 2021 (NSI Act) on the deal... Preliminary considerations The buyer’s legal due diligence should factor in the potential implications of the UK’s NSI Act on the transaction (see Practice Note: The National Security and Investment Act 2021). The principal NSI Act-related diligence points include: confirming whether any undertaking within the target’s group conducts activities that fall within sectors of the economy requiring mandatory notification under the NSI Act where the transaction does not meet the mandatory notification criteria, assessing whether there remains a meaningful risk of the transaction being called in for a national security review checking whether any member of the target’s group has been involved in a trigger event since 12 November 2020, which could be examined and potentially acted upon under the government’s call-in power in the NSI Act What...

This checklist summarises the factors relevant to assessing an undertaking’s market power. Such analysis is pertinent not only to mergers but also, for example, to determining whether an undertaking is to be regarded as dominant. Does an undertaking have market power? When evaluating market power, the following should be considered. Not every factor needs to be applied in each instance; ultimately, a case-by-case assessment, grounded in the characteristics of the relevant market, is required. Market position of undertaking and its competitors Calculation of market shares is ordinarily the starting point of any assessment The larger the market share, and the longer it is sustained, the greater the likelihood that the undertaking holds a dominant position 50% market share or more: generally evidence of the existence of a dominant market position 40–50% market share: may indicate market power, but this depends on additional considerations Below 40% market share: dominance is unlikely... ...

Considerations for trustees and managers Confirm the scheme is updated to meet the statutory ban on age discrimination, considering carve‑outs in the Age Exceptions Order, SI 2010/2133. If not already updated, assess whether changes are needed, again having regard to those exceptions. Where a length‑of‑service test disadvantages members with over 5 years’ service, set procedures to obtain the employer’s confirmation that it reasonably appears to serve a business need. Note some exceptions require a rule, practice, action or decision to pursue a specified aim, or allow it only to a defined extent; keep material showing it targets that aim or is limited accordingly. Carefully consider whether proposed alterations to governing or operating rules, practices, actions or decisions would amount to age discrimination. Considerations for employers For occupational and personal schemes, factor in age discrimination and the scope of exceptions when seeking any changes to rules, practices, actions or decisions. Where a length‑of‑service criterion disadvantages a member,...

In this issue: Horizon scanning Status and worker categories Cross-border, international and jurisdictional issues Benefits Prohibited conduct (discrimination etc) TUPE and asset purchases Bribery, modern slavery, tax evasion and fraud Employment Tribunals Immigration IRLR Highlights—January 2025 Dates for your diary Trackers New Q&As Employment resources on Lexis+® Daily and weekly news alerts Employment Highlights 2024/2025 Horizon scanning Employment Law—looking back at 2024 and ahead to 2025: The Lexis+® Employment team provide a concise overview of the standout employment law changes across 2024 and signpost what to watch in 2025, including movement on the Employment Rights Bill, the forthcoming employer duty to prevent sexual harassment, the Equality (Race and Disability) Bill, plus other impending legislation and significant cases. See News Analysis: Employment Law—looking back at 2024 and ahead to 2025. Status and worker categories MoD loses application to rehear army reservists pension bias case: In Milroy v...

Original news Mr T (CAS-64304-R5R1)—14 April 2025 Summary The Pensions Ombudsman dismissed a complaint concerning the distribution of death benefits from a pension scheme. It concluded the scheme administrator’s decision was reasonable, neither irrational nor perverse. The complainant was not named in a supposed will—which was invalid as it lacked witnesses—and was the sole beneficiary of the late member’s estate. Before deciding, the administrator carried out extensive enquiries. This outcome serves as a reminder that trustees and administrators of pension schemes should undertake appropriate enquiries when determining death benefit payments. What were the facts? Mr S was a member of the AJ Bell You Invest Self invested Personal Pension Plan (the Scheme). Following his death, he was survived by, among others, Mr T. Mr T had entered into a civil partnership with Mr S...

In this issue: Horizon scanning Recruitment Public sector Pay Tax Protected characteristics Equality of terms (equal pay) Whistleblowing Employee duties and restrictions on competition Unfair dismissal Employment Tribunals Dates for your diary Trackers New Q&As Employment resources on Lexis+® LexTalk®Employment: a Lexis®Nexis community Daily and weekly news alerts Horizon scanning Government U-turns on day-one unfair dismissal rights and announces compensation cap ‘will be lifted’ On 27 November 2025, the Department for Business and Trade (DBT) confirmed that, following a round of ‘constructive conversations’ with trade unions and business representatives, the discussions settled on a ‘workable package’: shortening the unfair dismissal qualifying period from two years to six months, while preserving existing day-one protection against discrimination and for automatically unfair reasons for dismissal. To reinforce these safeguards, the government further pledged that any alteration to the unfair dismissal qualifying period will only be possible through primary legislation,...

The capital gains regime allows corporate groups to organise the offset of allowable losses arising in one group company against taxable gains arising in another. The most straightforward route is to elect to move a gain or a loss between companies within the group. That election rests on the premise that group members function, in many ways, as a single economic unit, and that the tax code ought to mirror that reality. The purpose of the provisions is to enable groups to net gains and losses against each other where both the gains and the losses arise within the same group. This treatment is not meant to apply to companies acquired into a group specifically because they already carry losses. The pre-entry loss rules exist to stop groups from cutting their gains by purchasing losses in this fashion. Although intended to counter avoidance, the pre-entry loss rules can bite regardless of whether the parties involved are driven by tax motives, and they apply even where tax considerations are not the...

A glossary of frequently used terms and phrases in Scottish Private Client law, with the closest England and Wales equivalents (where applicable) and links to helpful websites Ab intestato Meaning From someone who dies without a will; describes property taken under the laws of intestate succession. Nearest English equivalent None Action of specific implement Meaning A court action seeking an order compelling a party to carry out a particular act. In Scotland there is no division between equitable and legal remedies, unlike England and Wales. Nearest English equivalent Specific performance (an equitable remedy for breach of contract that can be ordered alongside, or in place of, damages) Advance notice Meaning An entry in the relevant property register that protects the grantee of a deed intended for registration in the Land Register of Scotland. The protected period of 35 days begins on the day after registration....

Justification—the ‘justification defence’ This Practice Note explores the concept of justification—often termed the ‘justification defence’—within discrimination under the Equality Act 2010 (EqA 2010). It addresses what may amount to a proportionate means of achieving a legitimate aim. It assesses proportionality in cases of indirect discrimination (EqA 2010, s 19(2)(d)), including where the objective is to prevent discrimination linked to other protected characteristics. It reviews the notion of a provision, criterion or practice (PCP) and considers issues arising in relation to direct and indirect age discrimination (EqA 2010, s 13(2)) and the Heyday case. In doing so, it evaluates objective justification, defence (no discrimination), the burden of proof, the approach a tribunal should adopt, and circumstances where discrimination rights come into conflict. This Practice Note includes references to case law of the Court of Justice of the European Union (CJEU). For guidance on whether judgments of the Court of Justice are binding on UK courts, see Practice Note: Assimilated law—Assimilated case law. Domestic measures enacted to fulfil UK obligations under...

A: Gut feel Comments or observations Instinctive income forecast B: Trends Data Year Fee income £ % uplift on prior year Indicators that the % change is not part of the wider trend [ 2025 ] [ 2024 ] [ 2023 ] [ 2022 ] [ 2021 ] Conclusions Comments or observations Trend analysis fee income prediction C: Capacity No. of fee earners Expected chargeable hours per fee earner Average hourly rate Expected gross income % of recorded time billed in previous years Capacity income prediction D: WIP (work in progress) levels Data Value of WIP at year end [ 2024 ] Value of WIP at year end [ 2025 ] Number of open files at year end [ 2024 ] Number of open files at year...

[ Insert in para 6.1 of response form ET3: ] Paragraph 1 of the Grounds of Claim is accepted. It is denied that the Claimant carries out like work to that of [ insert names of comparators ]. The Claimant’s duties were materially different from those of [ insert names ] in the following ways: [ insert details ]. OR It is denied that a valid job evaluation exercise assessed the Claimant’s work as equivalent to that of [ insert name of comparator ]...

Passwords sit at the heart of our information and cyber security controls. They serve as the primary line of defence. This policy: defines how to choose robust passwords; sets out measures for keeping passwords protected; and specifies how frequently passwords must be changed. This policy applies to all staff. [ Insert name ] owns this policy. Please contact them with any questions or concerns relating to anything contained in this policy. Using strong passwords Your passwords must: contain a minimum of [ 10 ] characters; not rely on personal details (eg family names etc)...

Clare Ambrose, Twenty Essex The clear benefit is that the hearing can proceed and the dispute be determined, which is the tribunal’s fundamental objective. The tribunal’s obligation to be fair to both sides does not compel an in-person hearing; if suitable arrangements permit the hearing to happen, that will be a weighty factor in favour. There is also a possible gain in cost efficiency: although premium technology may incur expense, savings on hearing venues and travel and hotel accommodation could be substantial. Virtual hearings remain relatively novel, so practice is evolving to manage practicalities and logistics across the board. The range of technological solutions is broad and warrants careful review and thorough investigation by the parties involved. For the hearing to run smoothly, every participant in the arbitration should trial their equipment in the precise location from which their virtual hearing will (for each of them) be conducted...

The Equality Act 2010 (EqA 2010) The Equality Act 2010 (EqA 2010) sets out measures to secure equality between men and women in pay and other employment terms where an employee’s work matches that of a comparator of the opposite sex. It accomplishes this by implying a sex equality clause into the employee’s contract of employment, ensuring that the contract reflects the comparator’s terms. This mechanism is intended to guarantee parity of conditions between the employee and their comparator...

Every medicinal product in the EU undergoes rigorous, systematic testing and evaluation of its quality, effectiveness and safety before it is authorised for use. After it reaches the market, continuous surveillance ensures that any factor which might influence a medicine’s safety profile is identified and evaluated carefully, and that appropriate actions are taken when needed. This ongoing monitoring is known as pharmacovigilance in the EU...