The Legal 500

12A UPPER BERKELEY STREET, LONDON, W1H 7QE
Tel:
Work 020 7262 3077
Fax:
Fax 020 7724 6427
DX:
44416 MARBLE ARCH
Web:
www.rosscraig.com
Email:

Stephen ten Hove

Tel:
Work +44 20 7298 5259
Email:
Ross & Craig

Work Department

Corporate and media.

Position

Specialises in employment, construction and litigation. Areas include both contentious and non-contentious. Regular and lengthy experience of contentious work in the Employment Tribunal, Employment Appeals Tribunal, County Court and High Court. Regularly advises about such non-contentious issues as the Transfer Undertaking Regulations in commercial transactions, drafts consultancy agreements, employment contracts and staff handbooks, and advises on and drafts documentation for construction projects. Reported cases include: Office Angels Limited v Rainer-Thomas and O’Connor [1991] IRLR 214, TLR 11.04.1991, LTL 11.04.1991, ILR 14.03.1991, FTLF 27.03.1991; Carillion Construction Limited v Felix (UK) Limited (2001), Building Law Reports 1 (2001), Construction Law Reports 144; Mohammed Tawfick v Princess Mashael Al Saud, Lawtel 13 March 1998.

Career

Career: Trained Kingsley Napley; qualified 1990; partner Landau & Landau 1994; partner Ross & Craig 2002; managing partner 2009.

Member

Member: The Law Society; London Solicitors’ Litigation Association; Employment Lawyers Association.

Education

Education: Blackwood High School, Adelaide; London University (LLB).

Practice Areas

Construction - contentious; Construction - non-contentious; Employment

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Legal Developments worldwide

Legal Developments and updates from the leading lawyers in each jurisdiction. To contribute, send an email request to
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    1 What are the main statutes and regulations relating to employment? The main statutes relating to employment are the Portuguese Employment Code (approved by Law 7/2009 of 12 February 2009) and the Regulation of the Employment Code (Law 35/2004 of 29 July 2004) which is still in force notwithstanding the fact that parts have been revoked with the entry into force of the new Employment Code. Within the Employment Code, the vast majority of the rules are mandatory and, therefore, can only be modified by agreement of the parties and only if such amendment is intended to improve the position or rights of the employees.
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