Just before Christmas, the European Court issued a judgment in the Remondis case, which developed a 3rd principle which can be relied on by public bodies wishing to "outsource" without the requirement for a procurement procedure.
Legal Insights & Industry Updates
Life, business and the law
The law never stands still, and the way it applies to you and your organisation is constantly evolving. Our people are on top of these developments and can keep you up to date with some of the most interesting aspects of these changes. Check out our articles and updates for our perspective on issues that might affect you.
All businesses will rely on some form of intellectual property (IP) whether it’s a business logo, to protect a new idea, an original work, an invention, a design right or confidential information. These can form valuable core assets of your business which is why it is important to think about IP from an early stage and identify what IP you use in your business, as well as how you can protect and best utilise your IP.
Last week, the Prime Minister announced a new partnership with employers to improve mental health support in the workplace. She has appointed Lord Dennis Stevenson, the long-time campaigner for greater understanding and treatment of mental illness, and Paul Farmer CBE, CEO of Mind and Chair of the NHS Mental Health Taskforce, to drive work with business and the public sector to support mental health in the workplace.
Shared Care in Scotland - why the best interests of the child should remain paramount upon separation or divorce.
Calls have been made for legislative a commitment to ‘shared parenting’ in Scotland after separation or divorce, following the Holyrood Justice Committee's announcement that a wholesale review of how family law in Scotland operates may be required. What would this mean in practice, and would it be a good thing?
Wiping the slate clean? Must employers discount expired warnings during subsequent disciplinary proceedings?
What happens if an employee receives a warning, and then goes on to commit a second similar act of misconduct not long after the warning has expired? Does an employer have to ignore the events of the past due to the passage of time? A recent case shines some light on the subject.