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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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Begin with introductions, if needed, and identify who will be taking the minutes during the meeting. Confirm that the employee will receive copies of the meeting notes afterwards Set out why the employee has been invited, namely to address the misconduct matter described in the letter sent to them. Clarify that the hearing’s purpose is to review the evidence and allow them to present their account and raise any points they wish. State that no outcome will be reached until after the meeting. If the employee asks what follows a dismissal or a warning, explain no decision has been made, but if such action were taken, they would have a right of appeal Where relevant, record any adjustments implemented in respect of an employee who is, or could be, disabled, and ensure these are acknowledged Confirm that the issues are being...
1 Introduction This document outlines the policy and procedure we use to deal with: underperformance (that is, insufficient skill and aptitude to carry out a role); and genuine, persistent, intermittent short‑term absence. This policy applies to all employees and workers, excluding agency workers, consultants, self‑employed contractors, volunteers, interns and casual workers. It is not part of any contract of employment, does not have contractual effect, and may be changed by us at any time. The Company will handle information about your health in accordance with relevant data protection laws. 2 Procedure Where your performance is below an acceptable level, or attendance is unsatisfactory due to persistent, intermittent, short‑term absence, this capability procedure is intended to support and encourage you to...
1 Purpose and scope of the procedure 1.1 The following code of conduct and disciplinary process are intended to secure fair and consistent treatment for every employee of the Company, to support the safe and efficient performance of work, and to nurture constructive relationships among colleagues and between staff and their managers. 1.2 You must acquaint yourself with, understand, and comply with the code of conduct and disciplinary procedure, which applies to all employees at all times. 1.3 The code of conduct constitutes part of your employment contract with the Company. The disciplinary procedure is not contractual and does not form part of your contract of employment. It may be altered at any time, and the Company may, where appropriate, adopt an alternative process where the circumstances of a particular matter require. 2 Code of conduct 2.1 The code of conduct sets out the principal...
1 Purpose and scope of the procedure 1.1 A grievance is any worry, issue or complaint an employee brings to their employer. 1.2 Where appropriate, you should first try to resolve a grievance informally with the person you report to directly [ or [ insert alternative, eg the HR Department ] ]. If this does not settle the matter, you should submit your grievance formally as outlined below. 1.3 This procedure is not incorporated into your contract of employment. It can be changed at any time and the Company may adopt a different procedure depending on the circumstances of the particular case. 1.4 This policy and its procedure covers all our employees and workers. It does not apply to agency workers, consultants, contractors [ , volunteers ] [ , interns ] or casual...
This Partnership Agreement is entered into on [ insert date ] Parties [ insert name of partner ], of [ insert address of partner ] [ insert name of partner ], of [ insert address of partner ] Background The Partners intend to operate [ insert nature of business or profession or trade ] jointly as a partnership, following and being bound by the terms laid out within this agreement......
1 Introduction 1.1 This policy outlines the Company’s rules for claiming back travel, accommodation and other costs you incur while undertaking Company business. It also explains how to submit claims, the supporting evidence required, and the level of approval you must obtain. 1.2 This policy applies solely to employees. It does not cover agency workers, suppliers, consultants, contractors, volunteers, interns or casual workers. 1.3 The Company will repay all reasonable costs incurred in line with this policy. Any expenses claim that is dishonest, or breaches this policy, may result in disciplinary action. 1.4 This policy is not part of any employment contract and the Company may amend it at any time, for example to reflect changes in procedures or expense thresholds. You will be informed in writing of any amendments. 1.5 When reimbursing expenses, the Company will comply with its obligations regarding PAYE deductions for income tax and...
Add new definition to clause 1.1 of Precedent: Partnership agreement Garden Leave Denotes any interval in which the Management Committee exercises its rights under Clause 19......
1 General Employee’s name [ insert name ] Manual handling activities reviewed [ insert, eg collecting and delivering mail, boxing up files for storage or litigation bundles ] Roles involved [ insert details ] Location [ insert location ] Assessed by [ insert name ] Is it possible to carry out the job without any manual handling? ☐ Yes ☐ No Is a risk assessment required?......
1 Purpose and responsibility Manual handling remains one of the leading causes of injury in the workplace. Harm arising in this manner can be severe and have lasting consequences. This policy expresses our commitment to avoiding or reducing the need for manual handling and, where it cannot be avoided, sets out the actions we will take to reduce the risk of injury. [ The Health and safety manager ] is accountable for this policy; any questions, concerns or suggestions should be raised with them. 2 What is manual handling? Manual handling covers a wide range of handling activities, including: lifting; lowering; pushing; pulling; or carrying loads. Common loads include: boxes; files; filing cabinets; and other office furniture and equipment, eg computers, photocopy paper etc. 3 What we will do We will: We will endeavour to avoid manual handling...
1 Introduction and purpose 1.1 We maintain robust arrangements designed to recognise, oversee and control every material risk to our business, including any that could reasonably stem from our connected practices. 1.2 We continually assess and review our financial resilience and the ongoing sustainability of the business. 1.3 On becoming aware that the firm will cease to practise, we are under a regulatory obligation to carry out a clear, timely and orderly wind‑down of operations, and to notify the Solicitors Regulation Authority ( SRA) prior to closure. 1.4 We are likewise obliged to safeguard client confidentiality, and that obligation endures even after a client’s matter has fully finished. 1.5 Shutting a practice also entails a range of further actions and demands careful, proper advance planning. 1.6 This plan: 1.6.1 aims to ensure we undertake all...
Date of review [ Insert date] • Reviewer(s): [ Insert name(s)] Business planning A current, market-aware plan with medium aims and short targets; covers succession, positioning and financial health; actionable, reviewed regularly; three‑year funded investment, suitable premises, flexible finances, and fit‑for‑purpose IT. Finances Prudent borrowing, three months’ cash, ongoing reinvestment and funded commitments without single‑funder dependence; balanced KPIs, WIP control and gross‑margin focus (~50% after partner ‘salary’); cash targets met; pricing, fees and spend reviewed; planned IT, marketing and training budgets. People Balanced senior/junior mix, shared business development and external challenge; competitive rewards aid recruitment and retention; broad skills training; future managers developed via exposure to planning, finance and decisions. Clients Profitable long‑term clients plus enough new wins; active cross‑selling; acceptable losses; diversified portfolio; regular, objective feedback; targets can pay, sectors show growth, and our niche positioning sustains...
This Precedent is aimed at law firms. Provided solely in Excel only, it cannot be downloaded to Word. The Precedent enables checking and recording that interviews are being conducted for each and every employee consistently and to the required standard as required......
1 Introduction 1.1 The entitlement to shared parental leave ( SPL) enables eligible staff to decide how they split caring for a child in the first year following adoption. This entitlement is open to the child’s adopter and one additional person, who must be that adopter’s spouse, civil partner or partner. Either, or both, of these qualifying individuals may work for the Company. 1.2 This policy [ was developed in consultation with [ the trade union OR staff association OR employees ] and ] covers all employees. The provisions on shared parental pay ( Sh PP) (paragraphs 5 and 6, the relevant parts of paragraphs 8 and 9, and paragraph 14) also extend to some people who are not Company employees but are in ‘employed earner’s employment’ with the Company; broadly, this refers to those for whom class 1 National Insurance...
Instructions: please read all of this before filling in the form Throughout this form, references are as follows: ‘ Adopter’ refers to you; and ‘child’ refers to the child (whether or not already placed with you for adoption) in respect of whom you intend to exercise shared parental leave/pay rights. References to the ‘ Adopter’s Partner’ mean the other individual involved in the shared parental leave/pay arrangements, who will be: married to you; or your civil partner; or your ‘partner’. For these purposes, ‘partner’ means a person who lives with you, and will live with the child, in an enduring family relationship, but is not your child, parent (including adoptive or former adoptive parents), grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew. In all circumstances, you must complete every entry in section A, and both section A...
Instructions: please read all of this before filling in the form Throughout this form, references: to the ‘child’ refer to the child (whether placed for adoption yet or not) for whom you seek to use shared parental leave and/or pay rights; and to the ‘ Adopter’ refer to the adopter or prospective adopter of that child. To be eligible to take shared parental leave and/or receive shared parental pay, you must be: married to the Adopter; or the Adopter’s civil partner; or the Adopter’s ‘partner’. Here, ‘partner’ means someone who lives with the Adopter, and will live with the child, in an enduring family relationship, but is not the Adopter’s child, parent (including adoptive or former adoptive parents), grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew. If you meet one or more of these...
Instructions: please read all of this before filling in the form This form should be completed by you if you are an adopter, or a prospective adopter, employed by the Company who intends to: take shared parental leave and/or apply for shared parental pay; and/or authorise the use of shared parental leave and/or the claiming of shared parental pay by a person (referred to below as the ‘ Adopter’s Partner’) who is your spouse, your civil partner, or your ‘partner’. A ‘partner’ is someone who lives with you and will live with the child in an enduring family relationship, but is not your child, parent, adoptive parent, former adoptive parent, grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew. If you are, or will be, entitled to statutory adoption leave in your employment with the Company, you must end that...
Instructions: please read all of this before filling in the form If you have not already provided a ' Notice of entitlement for shared parental leave and/or pay' to the Company, you must send that notice at the same time as this booking form in order to be eligible to take shared parental leave. If you are the adopter, or the expected adopter, of the child for whom shared parental leave is to be taken, you must provide the notice called ' Notice of entitlement for shared parental leave and/or pay: adopters'. If you are married to, the civil partner of, or the 'partner' of the adopter, you must instead provide the notice titled ' Notice of entitlement for shared parental leave and/or pay: adopters' partners'. Here, 'partner' means a person who lives with the adopter, and will live with the child, in an...
Key points Scope and inclusions: Be crystal clear about what the negotiation covers and what is excluded; consider whether any exclusions are warranted. Objectives: Define the outcomes you intend to secure from this discussion. Priorities: Separate must-haves from would-like-to-haves and pleasant extras. Counterpart: Identify who you will negotiate with, what you already know, and the gaps to fill. Opening stance: Set your initial position and anticipate where they are likely to begin. Balance of power Size: Does the scale of either party matter, e.g. can bulk purchases be traded for keener pricing? Current market: Do present market conditions affect you, and might they shift in the near term? Knowledge: What do you understand about the other side, and what typically influences their decisions? Time: Is timing critical for either party, e.g. does your client...
Other party’s behaviour Illustration Ways to counter Managing the agenda Preventing other people from sharing their views aloud...
Do’s and do not’s for effective presentations Do Limber up physically and warm up, eg extend and clench your hands, then give them a shake and relax the muscles in your face and jaw. Ask your team lead to frame the session in a concise, engaging manner. Agree beforehand who will take the lead on each specific area. Practise together and also on your own. Do not Arrive at the venue at the last minute—get there with ample time to prepare and check the set up is as you expected. Look unsure about who should speak on a particular subject or at a particular moment. ......
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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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