Photo of Katie Clark

Katie Clark has significant experience advising on all aspects of contentious and non-contentious employment matters. Katie’s client base spans multiple business sectors and includes global corporations, financial institutions, FTSE 100 companies, manufacturing companies, service providers and start-ups. Katie is noted for her commercial approach to assisting clients to deal with employment issues ranging from day-to-day employee relations, to negotiating public limited company (PLC) board director contracts and significant business restructuring. Read Katie Clark's full bio.

The government has published its response to feedback received on its proposals to simplify the taxation of termination payments, expected to come into force in April 2018.

The following table sets out the main proposals and the effect these will have on employers. Importantly, there is no change to the current £30,000 tax free allowance.

Don’t panic. The United Kingdom will continue to be an EU Member State until procedures are completed for exiting the European Union, which is likely to be at least two years. Until a withdrawal agreement is reached, EU laws and treaties will still apply, including the right for EU nationals to work in the United

A new obligation has been introduced requiring large commercial organisations operating in the United Kingdom to publish a “slavery and human trafficking statement” at the end of each financial year.

The requirement extends to all commercial organisations in any part of a group structure (wherever incorporated, and whether a company or a partnership) that carry

The English Court of Appeals ruled that UK court has jurisdiction over UK executive’s lawsuit involving a U.S.-based stock option plan, despite the stock option plan’s clear language requiring Massachusetts choice of law and jurisdiction. Multinational companies sponsoring broad-based employee plans should be on notice that non-EU exclusive jurisdiction clauses may not be enforceable against

Background

UK legislation provides that, when a UK employer proposes to make redundant 20 or more employees at one establishment within a period of 90 days or less, the employer is required to collectively consult representatives of those affected, prior to implementing that proposal. Failure to do so can lead to the employer being required

The compensation limits on Employment Tribunal awards and certain other amounts payable under UK employment legislation increased as of 6 April 2015. The key changes are set out below.
Increase in UK Employment Protection Awards
What Does This Mean for Employers?

The changes took effect on 6 April 2015 and apply to dismissals that occurred on, or will occur after, that