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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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Before meeting a potential client, it is vital to understand both the individual and the organisation they speak for. This framework serves to support a lawyer in getting properly ready for a business development ( BD) meeting......
Tip What should you do? How can following this tip help you? Look the part Consider your appearance and attire—does it reflect the image you intend for yourself and your firm? Presentation matters greatly. Top performers are impeccably turned out, even on days without scheduled meetings, because they want to be prepared for any opportunity. Develop rapport and empathy with the person you are meeting Show genuine interest and curiosity—ask plenty of questions and keep the conversation moving, particularly where there is shared ground or a mutual interest. Be as ready to chat about personal interests as you are to discuss business. A natural connection helps people relax and builds trust. Many individuals enjoy talking about their hobbies and family, so join the conversation. Do not be put off by the word ‘no’ Identify the reason behind the prospect’s objection or the ‘no’ and evaluate whether a different approach or action could...
Self-awareness Self-regulation Motivation Empathy Social skills What is it? Awareness of strengths and limitations, motivations, principles, and how one affects others. Managing and channelling unhelpful urges and emotions. Taking pleasure in accomplishment for its intrinsic value. Grasping the feelings and temperament of others. Creating connection to influence people towards intended outcomes. Indicators Confident in self, proactively requests feedback, listens and accepts constructive critique. Shows steady conduct, seen as dependable and even‑tempered, trusted to provide impartial feedback......
Instructions: please read all of this before filling in the form If you have not yet provided a ' Notice of entitlement for shared parental leave and/or pay' to the Company, you must supply that notice at the same time as you submit this booking form to be entitled to take shared parental leave. If you are the mother or an expectant mother of the child for whom shared parental leave is to be taken, you must send the notice titled ' Notice of entitlement for shared parental leave and/or pay: mothers'. If you are the father or expectant father of the child, and/or are married to, the civil partner of, or the 'partner' of the mother, you must instead provide the notice titled ' Notice of entitlement for shared parental leave and/or pay: fathers and partners' (in this context, 'partner' means a person who lives with the...
Instructions: please read all of this before filling in the form Throughout this form, when we refer to: the ‘child’, we mean the child (including an unborn child) for whom you intend to take shared parental leave/pay; and the ‘ Mother’, we mean that child’s mother or expectant mother. To take shared parental leave and/or claim shared parental pay, you must be: the child’s father; and/or married to the Mother; or the Mother’s civil partner; or the Mother’s ‘partner’. In this form, ‘partner’ means someone who lives with the Mother and will live with the child in an ‘enduring family relationship’, but is not the Mother’s child, parent (including adoptive or former adoptive parents), grandchild, grandparent, brother, sister, half-brother, half-sister, aunt, uncle, niece or nephew. Provided you fall into one or more of the categories above, every reference in this form to the ‘...
Instructions: please read all of this before filling in the form Please read this entire guidance before completing the form. Throughout this form, references: to the ‘ Mother’ refer to you; and to the ‘child’ refer to the child (whether or not yet born) for whom you are seeking to exercise shared parental leave/pay rights. Throughout this form, references to the ‘ Father or Partner’ mean the other person involved in the shared parental leave/pay arrangements, who will be: the child’s father; and/or married to you; or your civil partner; or your ‘partner’. In this context, ‘partner’ means a person who lives with you, and will live with the child, in an enduring family relationship, but is not any of the following: your child or parent (including adoptive or former adoptive parents) grandchild or...
1 Your details Your name Job role Number of direct reports How long you have been in your current position 2 Skills analysis The purpose of this Learning needs analysis ( LNA) questionnaire is to pinpoint any skills gaps that we can help you address through learning and development ( L& D). 2.1 Skills required for your role Please complete the table below: Skill or activity Relevance and confidence level Do you need to do this to carry out your job effectively? ......
To ensure we deliver the strongest support to our managers, we would be grateful if you could respond to the questions below as honestly as possible. Please base your answers on your own experiences with your line manager. All information provided will be handled in the strictest confidence. 1 Your details Name Department How long have you worked at the firm? Where are you based? ☐ Home ☐ Office ☐ Hybrid 2 You and your line manager When was the last time you had a one-to-one coaching session with your line manager? ☐ In the past 24 hours ☐ Within the last week ...
[ To be printed on the employer’s headed paper ] [ insert date ] Dear [ insert name of employee ], Re: [ insert name of employer ] ( Company) I acknowledge receipt of your [ letter ] dated [ insert date ], outlining your grievance. In line with the Company’s [ grievance procedure ], I invite you to attend a [ grievance ] meeting to discuss the matters raised in your letter as set out......
1 Introduction 1.1 Compassionate leave exists to help you handle the death of a close family member, organise arrangements and be present at the funeral. It can also be approved when a close relative is severely or critically unwell. 1.2 This policy explains how [ enter name of organisation ] (the Company) will deal with compassionate leave and the actions you should follow if you wish to request compassionate leave. 1.3 [ The Company recognises the personal nature of bereavement and grief and is dedicated to assisting employees in practical and reasonable ways. ] 1.4 [ This policy applies only to employees. It does not extend to agency workers, consultants [ , contractors ] [ , volunteers ] [ , interns ] or casual workers. OR This policy applies to all employees, officers, agency workers,...
Firm name: [ Add the firm’s name ] Role holder’s name: [ Provide the name ] Reports to: [ Supply details of the individual or post to whom the role holder will report ] Role type (full-time/part-time/contractor): [ Specify ] If engaged as a contractor, contract duration: [ State length ] Primary location: [ Indicate the principal location for this role—if the role requires the holder to spend regular time across several locations, e.g. each regional office, make sure this is clearly set out ] Working pattern (remote/hybrid/office-based): [ Confirm the working model ] Start date of role: [ Insert date ] Length of probation period: [ Specify ] End of probation review date: [ Insert date ] Role summary Deliver a high-standard legal service to the firm’s clients......
A: The role Information Details Position title [ Enter title ] Role reference [ Enter reference ] Department [ Enter department ] Section [ Enter section ] Reports to [ Specify relevant management structure ] Main workplace [ State the primary base for this post—if the postholder is required to regularly spend time across multiple sites, eg in each regional office, make sure this obligation is made explicitly clear and ensure it is also clearly communicated ] Remote/hybrid/office-based?......
Analytical thinking Behaviour Spots issues and underlying causes, drawing connections across information sourced from multiple places and threads of evidence to build a clear picture. Sample questions Recall a situation you faced that demanded analytical thinking from you, and explain your approach? What has been one of the toughest problems you’ve had to analyse? Have you spotted a possible issue or opportunity your manager or others missed? Describe when this occurred. Have you encountered a repeating problem at work? Tell me about it. What actions did you take in that scenario? Achievement Behaviour Shows drive to deliver outcomes; persists with agreed plans, even when progress is slow. Sample questions What has been a target you needed to achieve? In your current role, what have you accomplished that makes you especially proud? Pick one they mention. That’s...
A: Employee details Full name [ Enter employee’s name ] Commencement date [ Enter ] Role title [ Enter ] Reporting manager [ Enter ] Department [ Enter ] Main workplace [ Enter location, e.g. the principal place the employee will be based ] Working arrangement? Remote/ Hybrid/ Office-based? ......
A: General information Interview date Applicant’s name Role being sought Panel members Stage of selection Initial interview Follow-up interview Alternative (please specify) Was the interview virtual or face to face? B: Preliminary questions [ Provide an overview of your career so far OR Walk me through your CV ] ( Allow the candidate to speak—do not prompt) Outline your ideal role What motivated you to apply for this role? What progression are you seeking from this position? ......
Talent management strategy Section Questions to ask yourself Response Introduction Why do we need a talent management strategy? What outcomes are you aiming for? What is the timeframe to realise them? What is within the scope of this strategy? Who will sponsor and steer this strategy? [ Tie this plan to the firm’s business plan; for example, if the business plan spans five years, align this talent strategy to the same five-year horizon. ] [ Add references and links to connected plans, policies and strategies. ] [ Identify a named person with end-to-end accountability for leading the project. ] Links to the business plan In what ways does this strategy support and complement the business plan? What are the business plan’s key objectives, and how will this strategy enable their delivery? Which internal and external factors are...
A: Employee information Employee: [ Provide name ] Role: [ Provide role ] Period of absence: [ Specify the duration of absence, or for intermittent absence state the number of days and the timeframe during which this took place ] Record completed by: [ Provide name ] B: Potential contractual adjustments Reduce working hours: [ Describe what has been reviewed and your findings, or what has been actioned and the result ] Change working pattern: [ Provide details ] Agree ......
This template supplies example wording you can use when emailing the Lexcel assessor together with your staff list...
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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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