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As part of the Government’s initiative to encourage transparency and accountability for those controlling a company, the Small Business, Enterprise and Employment Act 2015 (2015 Act) will introduce restrictions on the appointment and continued use of corporate directors.

The current position under UK company law is that at least one director on the board of a company must be a natural person. Subject to this requirement, any legal person, including a company or a limited liability partnership, may be a director of the company.

Selling your home can be a stressful process. There’s no guarantee how long it can take or how many viewers you’ll attract, which can be especially frustrating when you’re looking to begin your new life in your next property. 

With all the paperwork, phone calls and meetings involved in buying and selling houses, it can be easy to overlook the process of making your current home as presentable as possible to potential buyers.

Operators are increasingly revisiting long standing contracts with the supply chain, to identify instances where financial provisions in the arrangement designed to save them money have not been properly enforced in the past. 

During better times, it appears these rebates and arrangements were sometimes ignored by the operators and contractors alike.

Until now Scotland has operated a voluntary personal injury pre-action protocol that had as its purpose the early settlement of personal injury actions.  The voluntary protocol was designed specifically to assist with cases where the value of the claim is less than £10,000.

As of 28th November 2016 a Personal Injury Pre-Action Protocol will become compulsory but it will not be retrospective. Only claims relating to accidents post 28th November 2016 will require to proceed in terms of the protocol.

The law on reasonable adjustments for disabled employees has been around for some and while the statutory test for when the obligation itself is triggered remains complex and technical the concept does import the old fashioned employment law concept of “reasonableness”.

This we might think is susceptible to common sense and predictability. We also have a Statutory Code of Practice on Employment which indicates some of the factors to be taken into account in determining whether a proposed adjustment is reasonable including among others considerations such as whether taking the step would be effective in preventing the disadvantage, practicality, financial and other costs and the type and size of the employer.

These were the words of Theresa May in her first statement as Prime Minister; words which are backed up by a report this week from the Institute for Fiscal Studies on ‘The Gender Wage Gap’, which highlights the significant gulf in salary between men and women.

The report found that hourly wages of female employees are currently about 18% lower than men’s on average. The good news is that this gap appears to be closing, albeit gradually.

A recent Trade Union Council (TUC) report, “Still just a bit of banter?” prepared alongside the Everyday Sexism Project following a survey of around 1,500 women, has identified a continuing serious problem of sexual harassment in UK workplaces.  The researchers found that 52% of women responding report that they have been subject to conduct which could amount to sexual harassment at work.

This figure rises to 63% when the focus is solely on women between the ages of 18-24.  Perhaps even more worrying is the fact that 79% of the women, who indicated they experienced harassment report that they did not tell their employer.

Significant changes to Scottish Succession law are on the way with the enactment of the Succession (Scotland) Act 2016 (“the 2016 Act”) due to come fully into force on 1 November 2016. One area of reform relates to the effect of divorce on Wills.  Here, we summarise the changes and also examine other common succession issues arising for clients who have been married more than once.

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