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Supervision—checklist—law firms

Supervision—checklist—law firms This Checklist is designed to help you determine whether you have the systems in place to comply with regulatory requirements that apply to law firms, including SRA requirements, in relation to supervision. It should be read in conjunction with subtopic: Supervision and file reviews. Management and control Requirement Compulsory or recommended Comments (if any) ☐ Ensure your governance arrangements are suitable to operate or control a business providing regulated legal services.See subtopics: SRA authorisation and approval and Governance structures. Compulsory SRA Authorisation of Firms Rules, r 2.2 (Insert any comments you may wish to make regarding your firm’s arrangements) ☐ Ensure you have at least one manager or employee, or procure the services of an individual, who:—is a lawyer of England and Wales and has practised as such for a minimum of three years, and—supervises the work undertaken by your firm Compulsory SRA Authorisation of Firms Rules, r 9.4 (Insert any comments you may wish to make regarding your firm’s arrangements) Service and competence Requirement Compulsory or...

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Accidents caused by a failure to manage the workplace

This Practice Note deals with the general obligations, risk assessments and prevention of risk, health and safety arrangements and information and training. It also covers duties of employees and outside workers. The Management of Health and Safety at Work Regulations 1999, SI 1999/3242 lay down a framework of obligations on employers to prevent or minimise the risk of an accident in the workplace.Post 1 October 2013On 1 October 2013, section 69 of the Enterprise and Regulatory Reform Act 2013 (ERRA 2013) came into force. For workplace accidents occurring from that date, civil liability no longer arises from a breach of health and safety statutory duty unless the relevant regulation provides for it.Practitioners now have to prove the common law of negligence. While it will no longer be appropriate to base a claim on the breach of a regulation, claimant practitioners are very likely to still refer extensively to the relevant statutory provisions (or at least recite what they say) as setting out the standards of care expected. Indeed, in many...

Accidents caused by the workplace environment

Post 1 October 2013On 1 October 2013, section 69 of the Enterprise and Regulatory Reform Act 2013 (ERRA 2013) rewrote section 47 of the Health and Safety at Work etc Act 1974 (HSWA 1974). In relation to accidents occurring at work from 1 October 2013, civil liability will no longer arise from a breach of statutory duty unless the relevant regulation provides for it. The Workplace (Health, Safety and Welfare) Regulations 1992 (W(HSW) Regs 1992), SI 1992/3004 do not provide for civil liability to arise from a breach. In the circumstances, claimant practitioners are left to rely on a breach of a workplace regulation as support for a claim in negligence.The regulations are of greatest relevance and use to claimant practitioners where they set out a framework of steps or measures required of an employer to ensure safety. The most obvious example is in those provisions which set out a ‘hierarchy’ of measures, typically of the assessment of risk, followed by steps to be taken to minimise identified risks. They...

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Facility letter (term loan): single company borrower—bilateral—unsecured

Facility letter (term loan): single company borrower—bilateral—unsecured [TO BE PRINTED ON THE HEADED PAPER OF THE LENDER] [insert name and address of borrower] [insert date] Dear [insert full name of borrower] We offer to place at your disposal a Sterling loan facility in the aggregate principal amount of £[insert amount in figures] ([insert amount in words] Sterling) [for the purpose of [insert details]] on the following terms and conditions: 1 Definitions 1.1 In this letter, unless otherwise provided: Base Rate • means the base rate of [the Lender OR [insert name of Bank]] for the time being and from time to time; Borrower • means [insert name of company], a company incorporated in England and Wales with registered number [insert company number] whose registered office is at [insert address]; Business Day • means a day, other than a Saturday, Sunday or public holiday, on which banks are open for business in London; Commitment Expiry Date • means the earlier of the date falling [insert number]...

Policy—dress code and appearance policy

Policy—dress code and appearance policy 1 Introduction 1.1 The fundamental aim of the Company’s dress code and appearance policy set out below is to ensure that employees present a positive image of the Company, and appear clean, neat and professional and businesslike through their attire and personal appearance at work. 1.2 The dress code and appearance policy is also designed to ensure that employees are safe and dressed appropriately. The Company recognises the diverse nature of its workforce in terms of culture, religion and disability. However, health and safety considerations take priority when applying this policy. 1.3 The dress code and appearance policy[ has been agreed in consultation with [trade unions, namely [enter details] AND/OR our staff association AND/OR employees] and] applies to all employees. The provisions in paragraph 4.1 on protective clothing apply to workers as well as employees. 1.4 The Company is the sole judge of what is, and what is not, appropriate attire for the purposes of this policy. 1.5 This dress code and...

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As an employer, how should I handle staff absences due to travel disruption?

As an employer, how should I handle staff absences due to travel disruption? This Q&A examines the legal and practical issues an employer should consider when dealing with employees who are absent due to travel disruption caused by adverse weather conditions and/or industrial action or major incidents. Practical issues When adverse weather and the resultant travel chaos, or travel disruption caused by industrial action or major incidents affect employees’ ability to get to work on time or, in some cases, at all, there are a number of practical steps an employer can consider taking in order to reduce business disruption, avoid any confusion and minimise potential employment law claims: • implement an adverse weather and travel disruption policy or include appropriate provisions within an existing absence management policy and ensure all employees are aware of the policy and its contents—see main section: Policy below • develop a business continuity plan to cover, for example, unforeseen critical staff absence or widespread staff absence, temporary closure of the business and alternative ...

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Unisex is best to avoid toilet trouble after sex ruling

Law360: The best approach for employers after the Supreme Court's seismic ruling on the legal definition of a woman is to make all enclosed single-user washrooms unisex and consult staff for their thoughts on making further facilities gender-neutral, lawyers and experts say.

Government floats fix for spiraling number of small pension pots

Law360: The government unveiled final plans on 24 April 2025 to tackle the growing number of small forgotten pension pots, in a move that could boost savings for workers and save the retirement industry hundreds of million of pounds.