Update: Further amendments to the UK Employment Rights Bill 2024
This update provides information on new developments to the UK’s Employment Rights Bill 2024, along with our analysis.
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The Expiry of the UK Offshore Wind Workers Visa Concession – what you need to do now
What steps should employers operating in the UK wind farm sector be taking to secure the immigration status of their employees as the expiry of the offshore wind workers visa concession approaches?
International business travel: what issues should UK employers be thinking about?
International business travel is gradually picking up and many employers are keen to get back to face-to-face meetings, however, a combination of Covid-19 and Brexit has made this less straightforward than it used to be.
Another winter, another Covid-19 variant related challenge for UK employers
As the Covid-19 Omicron variant spread rapidly across the UK, Plan B measures were introduced and are now being eased again. What does this mean for employers?
WFW advises Perpetua on acquisition of majority stake in Artemed Pflegezentren
Berlin-headquartered Perpetua focusses on long-term investments into stable, small and medium-sized enterprises across Europe.
Extension of the CJRS
This article outlines how the Coronavirus Job Retention Scheme (CJRS), set to remain open until 31 March 2021, supports individuals and businesses who are impacted by disruption caused by coronavirus.
Post-Brexit Immigration
In this article we discuss the UK’s post-Brexit immigration rules, and the ways businesses can prepare for the end of free movement.
Tax and social security for personnel issues in the COVID-19 crisis
This article (in German) discusses some of the special regulations included in an extensive aid program provided by Germany’s Federal Ministry of Finance to help struggling companies during the COVID-19 crisis.
COVID-19 and Thailand (Part 2) – Key Employment Law issues to consider
With the spread of the COVID-19, we consider some of the key legal issues in Thailand arising out of the measures and restrictions to respond to and control.
“Hidden” Reasons for Dismissal
What was the “principle reason” for the dismissal: the reason in the mind of the decision maker or the “hidden reason” in the mind of the manager?