For internationally connected and high net worth families considering divorce, understanding which jurisdiction offers the most favorable legal framework is crucial. England and Wales has established itself as a premier forum for complex divorce cases, but what specific factors make it attractive, and how do its courts approach asset division, spousal maintenance, and pre-nuptial agreements?

This update keeps you informed of new developments in employment law and focuses particularly on an extension to the scope of disability discrimination legislation and a Court of Appeal ruling relating to an employer reserving its position in relation to facts which it later attempts to rely on as grounds for summary dismissal.

Unlike tier 2 sponsors, tier 4 sponsors have been unable to use the Sponsor Management System (SMS) to issue electronic approvals (known as Confirmations of Acceptance of Studies) in relation to entry clearance applications for students.

The European Parliament and Council have agreed on the most significant reform of EU pharmaceutical legislation in two decades, fundamentally restructuring the regulatory data exclusivity and market protection framework for newly approved medicines. While the baseline eight-year data protection period remains unchanged, the market exclusivity system has been overhauled with a new modulated approach that reduces automatic protection and requires pharmaceutical companies to complete specific clinical studies

The focus on environmental, social, and corporate governance (ESG) continues in 2023, with ESG considerations firmly on the decision-making agenda for investors...

Due to the complex and frequent changes in tier 4, the widespread media coverage and the anxiety this is causing, education providers need to keep abreast of the new developments in immigration law that are affecting their sector.

On checking the immigration status of Ms Klusova with the Home Office, the council was informed that she did not have permission to work in the UK.

In this issue we summarise the significant changes announced on Thursday 18 March, most of which will come into force on 6 or 7 April 2010.

The Employment Rights Act 2025 introduces sweeping changes to UK employment law, fundamentally altering protections for workers and obligations for employers. From reduced qualifying periods for unfair dismissal claims to enhanced harassment protections and strengthened trade union rights, these reforms represent the most significant overhaul of employment rights in decades. Senior executives must navigate both their expanded rights as employees and their heightened responsibilities as managers under this t