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Stop press: The Data (Use and Access) Act 2025 (Commencement No 6 and Transitional and Saving Provisions) Regulations 2026, SI 2026/82 now activate the outstanding parts of the Data (Use and Access) Act 2025 (DUAA 2025). Measures covering subject access requests, legitimate interests, purpose limitation, automated decision-making, cross-border transfers and enforcement take effect from 5 February 2026, while those on penalty notices and complaints apply from 19 June 2026. For further detail, refer to Practice Note: Data (Use and Access) Act 2025—employment implications. This Precedent will shortly be revised to reflect these developments. [to be printed on employer letterhead] [ Name of Employee ][ Address ][ Date ] Dear [ insert employee's name ] Secondment to [ insert name of host company ] Following our recent conversations, I am writing to confirm the arrangements we have agreed for your secondment to [ insert name of host company ] (the
[ Insert name and address of client ] [ insert date ] Dear [ insert name of contact at the client ] Explaining the disclosure process and your obligations Thank you for instructing us in relation to [ insert matter name / details ]. [ This letter accompanies our retainer OR Our retainer will follow under separate cover ]. It [ has been confirmed OR is likely OR is possible ] that your dispute with [ describe other parties ] will be determined in the Business and Property Courts [ if it proceeds to formal litigation ]. This letter explains what disclosure under the Disclosure Scheme ( DS ) in the Business and Property Courts involves, and what you must know about the procedure. The DS seeks a fundamental cultural shift in the approach to disclosure in civil litigation. So, even if you have handled
This Agreement is entered into on [ insert date ] between: 1 [ insert name of manufacturer ] [ of OR a company incorporated in [ England and Wales ] under number [ insert registered number ] whose registered office is at ] [ insert address ] (Manufacturer); and 2 [ insert name of customer ] [ of OR a company incorporated in [ England and Wales ] under number [ insert registered number ] whose registered office is at ] [ insert address ] (Customer). Each of the Manufacturer and the Customer is a party and, together, the Manufacturer and the Customer constitute the parties... Background: (A) The Manufacturer manufactures [ insert ]... (B) The Customer Group manages the distribution and sale of [ insert ]... (C) The Manufacturer intends to manufacture and sell the Product to the
This Deed is dated on [ insert day and month ] 20[ insert year ] Parties [ Insert name of Chargor ], being a company incorporated in England and Wales, bearing registered number [ insert company number ], and whose registered office is situate at [ insert address ] (the Chargor); and [ Insert name of Lender ] of [ insert address ] (the Lender). Recitals The Lender makes facilities available to the Chargor under various financing arrangements. It is a condition of the Lender making the facilities available to the Chargor that the Chargor enter into this Deed in favour of the Lender. ...
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This COMPROMISE Agreement ( Agreement) is entered into on [ insert date ] between: 1 [ Employer Name ], with its registered address at [ address ] (the Company); and 2 [ Employee Name ], of [ address ] (the Employee). WHEREAS: The Employee has worked for the Company since [ date ] under a contract of employment dated [ date ]. Provide a concise basis for the termination of employment, for example, ‘by mutual agreement’ or ‘due to redundancy’. This clause should be revised if the termination date has already passed. The parties agree that the Employee’s employment will end by [ mutual agreement OR redundancy ] on [ date ] (the Termination Date). Where any claims or proceedings have been lodged, they must be clearly described by their record number and included within the definition of ‘ Claim’ or ‘...
General This Precedent is a comprehensive maternity policy, appropriate for inclusion in a staff handbook or to operate as a stand-alone policy. It sets out the minimum leave entitlements required by the Maternity Protection Act, 1994 ( Ireland), the Maternity Protection ( Amendment) Act, 2004 (as amended) ( Ireland), the Adoptive Leave Acts 1995 ( Ireland) and 2005 ( Ireland) and the Work Life Balance and Miscellaneous Provisions Act 2023 ( Ireland). When creating and applying this policy, employers should remain alert to discrimination considerations. Maternity leave Core entitlements include the option to take up to one year’s leave, irrespective of the employee’s length of service. This comprises up to 26 weeks’ ordinary maternity leave ( OML) and up to 16 weeks’ additional maternity leave ( AML). A compulsory two-week maternity leave period applies, during which the employee may not carry out any work....
1 Introduction This Precedent sets out a social media policy for employers to apply to employees and other workers, covering business and private use of social media, permitted platforms, monitoring and conduct matters. It is intended for inclusion within an employee handbook, or also for use as a stand-alone policy. It takes account of: Regulation ( EU) 2016/679, EU GDPR and the Data Protection Act 2018 ( Ireland), and Although the Article 29 Working Party Opinion is mainly founded on Directive 95/46/ EC, the Data Protection Directive, it also looks towards the obligations under Regulation ( EU) 2016/679, EU GDPR. The Article 29 Opinion considers separately the review of an individual’s social media profile: during the recruitment process and during employment Paragraph 1.1— Introduction: reference to internet, email and communications policy For a sample internet, email and...
[ TO BE TYPED ON THE HEADED NOTEPAPER OF THE EMPLOYER ] [ Employee name ] [ Employee address ] [ [ By email only ] ] [ Date ] Dear [ employee name ], Requirement to acknowledge request Under Part IIA of the Parental Leave Act 1998 ( Ireland) ( PLA 1998 ( IRL)), as updated by the Work Life Balance and Miscellaneous Provisions Act 2023 ( Ireland) ( WLBMPA 2023 ( IRL)), employers must acknowledge an employee’s request for a flexible working arrangement and reply as soon as is reasonably practicable, and in any event within four weeks of receipt. Where additional time is needed to evaluate the request, the employer may lengthen the period for responding, but any extension must not exceed eight weeks. Re: Acknowledgement of flexible working request ‘ In reference to your...
General This Precedent is a letter through which an employee makes a statutory request for a flexible working arrangement. It is drafted to meet the rules governing the form and substance of such requests, as set out in the Parental Leave Act 1998 ( Ireland), s 13B ( PLA 1998 ( IRL)), as amended, and in the Workplace Relations Commission’s ( WRC) Code of Practice for Employers and Employees Right to Request Flexible Working and Right to Request Remote Working. Legal framework As outlined above, the statutory flexible working regime is provided for in PLA 1998 ( IRL), s 13B, and in SI No 92/2024 ( IRL) Work Life Balance and Miscellaneous Provisions Act 2023 ( Workplace Relations Commission Code of Practice on the Right to Request Flexible Working and the Right to Request Remote Working) Order 2024. That legislative scheme is reinforced by the WRC’s Code of...
General This Precedent is a letter used by an employee to lodge a statutory request for a remote working arrangement, complying with the statutory requirements on the form and content of such applications set out in the Work Life Balance and Miscellaneous Provisions Act 2023 ( Ireland), s 20 ( WLBMPA 2023 ( IRL)) and in the Workplace Relations Commission’s ( WRC) Code of Practice for Employers and Employees Right to Request Flexible Working and Right to Request Remote Working. Legal framework As mentioned above, the statutory entitlement to seek a remote working arrangement is provided for in WLBMPA 2023 ( IRL), s 20 and in SI No 92/2024 ( IRL) Work Life Balance and Miscellaneous Provisions Act 2023 ( Workplace Relations Commission Code of Practice on the Right to Request Flexible Working and the Right to Request Remote Working) Order 2024. The...
General Modern slavery and human trafficking are worldwide offences that affect individuals and businesses across the globe. The threat to reputation and profit is genuine. Without the necessary checks or appropriate precautions, any organisation may become linked to exploitation or trafficking. This Precedent Anti-slavery policy helps you put in place effective systems and controls to detect and prevent slavery. It draws on recommendations from the following guidance: Home Office: Transparency in Supply Chains, etc- A practical guide British Standards Institute, BS 25700: 2022 Organisational responses to modern slavery guidance For further information about managing modern slavery and human trafficking risks, see Practice Notes: How to manage modern slavery and human trafficking risk, Modern slavery risk management guide, and How to prepare a slavery and human trafficking statement......
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When evaluating a general damages claim, the practitioner ought initially to refer to the Judicial College Guidelines (JCG)...
This Practice Note This Practice Note reviews mechanisms used in settling litigation. A Tomlin order consists of a consent order paired with a schedule. It operates to stay proceedings on terms that have been agreed. The provisions contained in the schedule may remain confidential. This Practice Note describes the scope of confidentiality attaching to the schedule and sets out how it differs from a standard consent order. Sample wording for a Tomlin order is included, alongside links to precedents, as well as guidance on court approval. It also addresses varying, setting aside and enforcing a Tomlin order, including the considerations the court will take into account when handling applications for each. Further guidance is provided on interpreting and applying the relevant provisions of the CPR; however, some courts and divisions impose very specific requirements for both drafting and approval, and for approaching the schedule and confidentiality issues. Accordingly, you must consider the particular rules and court guide provisions in the forum where your claim is proceeding when drawing up the Tomlin order...
Date [ date ] Parties [ name of Landlord ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Landlord) [ name of Tenant ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Tenant) [ [ name of Guarantor ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Guarantor) ] [ [ name of Mortgagee ] [ of OR incorporated in England and Wales (company registration number [ number ]) with its registered office at ] [ address ] (Mortgagee) ] Definitions Within this Deed, the terms below shall be interpreted as follows: [ Annual Rent • the annual sum reserved under the Lease; ] [ Insurance Rent • the Tenant’s share of the Landlord’s costs of insuring the Property (as set out in the Lease); ] Lease • the lease of the Property dated [ date ], entered into between (1) [ the Landlord OR [ name ...
I, [ name ], of [ address ], solemnly and sincerely state that: [ Matters to be verified, set out in numbered paragraphs ] I make this solemn statement in good conscience, believing it to be true, and pursuant to the provisions of the Statutory Declarations Act 1835. DECLARED at [ details ] this [ day ] day of [ month and year ] Before me ................................................................................ [ signature of the person before whom the declaration is made ] A [ commissioner for oaths OR [ solicitor OR [ insert other qualification ] ] authorised to administer oaths ]...
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