In a memo, reported by The Mirror, the company said staff with the virus could continue to work in stores if they felt well enough to. Wilko confirmed the memo was sent out and the firm has since made a U-turn.

“When we get something wrong, we hold our hands up, admit it, and work to correct the situation,” the firm said. Jerome Saint-Marc, Wilko chief executive, said he wanted to “reassure all our customers and team members” that the company’s advice to staff with Covid symptoms or those who test positive was to stay at home and avoid contact with others.

Although there is no longer a legal obligation for a person with Covid-19 to self-isolate, this is still an area where employers  need to be careful.

Employers still have an obligation to provide a safe working environment, so perhaps not allowing those who they know are unwell to enter their premises. They should also be wary of discrimination claims from the vulnerable if they are being asked to work alongside someone who has Covid-19.

Wilko have, correctly, backtracked on their original advice to staff.

The law in this article is current as of 18 March 2022.

Source: https://www.bbc.co.uk/news/business-60733394

If you have any employment law queries, please do not hesitate to contact David Nathan at [email protected] or on 020 7822 2247.

© 2022 GSC Solicitors LLP. All rights reserved. GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

 

Application for the Ukrainian Humanitarian Route

Further support for Ukrainians fleeing Russia invasion

Thousands more Ukrainians will be welcomed to the UK as the Government continues its support for Ukraine in their fight against the Russian invasion.

The Prime Minister this morning (March 1) announced an expansion to our Ukrainian Humanitarian Route, which will increase the number of people from Ukraine who are eligible to come to the UK to be reunited with their families.

As well as immediate family members, British nationals and people of any nationality settled in the UK will now be supported to bring parents, grandparents, adult children and siblings to the UK. British nationals and people settled in the UK will be able to bring extended family members to the UK and sponsored humanitarian visa route will be established.

Assistance available to Ukrainian family members of British nationals and family members of Ukrainian residents in the UK.

The new changes will allow the arrival of Ukrainian immediate family members of families of British citizens and people living in the UK:

Who are considered to be the immediate family members?

  • Spouse/Unmarried partner
  • Children below 18 y/o
  • Parents
  • Grandparents
  • Adult offspring above 18 y/o
  • Siblings and their immediate family members
  • a full-time relative you look after, who lives with you due to health

NO APPLICATION FEE

NO English language and salary requirements

People who successfully apply under this scheme will be granted an initial leave of 12 months.

If you meet the requirements and want your relatives to join you, please contact the hotline and apply.

You will be informed if you qualify to apply. You will also be given the information on how to submit the free application.

Telephone: +44 300 3032785 – select option 1 (0300 3032785 if you’re in the UK – select option 1)

Lines are open 24 hours a day 7 days a week.

This is a free phone number, but network charges may still apply.

Once you apply, you need to contact a visa centre in the neighbouring country to register biometric data after applying.

Visa centres where you can submit biometric data:

  • Poland- An additional visa centre has been created in Zhešuví, Poland.
  • Moldova
  • Hungary

Basic security checks will be carried out, taking into account Russia’s offensive actions regarding infiltration into Ukraine, but the UKVI will continue to accelerate this process and consider applications as soon as possible.

UKVI aims to process these applications within 24 hours from the date when the applicant registers his biometric information.

For any questions or assistance please do not hesitate to contact us directly on +44(0) 207 8222222 or get in touch with our Immigration experts, Hateem Ali on [email protected] or +44(0)207 822 2209, or Shareena Rahman on [email protected] or +44(0)207 822 2222.

© 2022 GSC Solicitors LLP. All rights reserved.  GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

Source: https://www.gov.uk/government/news/further-support-for-ukrainians-fleeing-russia-invasion

 

Investor visa route closure

The Home Office announced last week that they are shutting the ‘Golden visa’ Investor visa route with immediate effect. This is amid pressure on ministers to cut UK ties to Russia over the threat of invasion to Ukraine.

The UK investor visa was first introduced in 2008, and while the visa traditionally attracts Russian, Chinese and the Middle Eastern investors, it has recently attracted western investors post-Brexit.

In 2020, a total of 216 visas were issued; in 2019, the figure was 360. Figures show that mainland China was the largest source of successful applicants (23), followed by Russia (12), the US (10), Canada (8) and Hong Kong (5), Switzerland (2) and France (1).

The Home Office has announced that they will be making reforms to the Innovator route as part of the new points-based immigration system. It is expected that it will include an ambitious investment route that will effectively support the UK economy.

At present, the Home Office will be announcing the statement of changes that includes the new Global Business Mobility visa. It is expected that this route will offer a wide range of business-friendly visa route.

We will continue to monitor the development very closely and will ensure that our clients are kept up to date.

For any questions on Private Immigration to the UK or if you would to find out regarding your eligibility for UK visa routes, please contact our Immigration Advisor, Shareena Rahman on [email protected] or +44(0)207 822 2222.

© 2022 GSC Solicitors LLP. All rights reserved.  GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

 

 

Advice on working from home lifted – what employers need to consider

Home working advice to end but do Brits want to return?
Boris Johnson has confirmed that Plan B restrictions, including compulsory mask wearing and work from home advice have come to an end as positive case data further indicates that the UK is finally coming to the end of the Coronavirus pandemic and entering into what scientists call “endemic” disease.

However, while this may be welcomed by sections of the workforce keen to get back to ‘normal’, significant issues remain – with the ONS indicating that job to job moves are at a record high, driven by resignations, not dismissals. Consultancy and accounting disruptors, Theta Global Advisors reveal landmark research shows that more than half (51%) of British workers have worked better from home, and 41% believe a rush back to the office is a poor strategy choice on the part of their management teams.

It has been a challenging time for the economy over the past 2 years, and the government is keen to see a return to normality.

Even though the recently imposed Plan B  advice on working from home has been lifted, not all employees would like to go back to the pre-Covid position of being in the office 5 days a week as “ 40% of Brits agree that given their experience over the last two years, their employer forcing a strict return to pre-pandemic office norms would hinder their performance”

Although an employment contract may say that staff are required to be in the office full time, from a staff morale and productivity point of view, these findings should be taken into account. Also, in the past two years, it has become more common for employment contracts to allow staff to work from home, and if an employment contract does allow for that, an employer will need to carefully consider how the return to the office is to be managed.

The law in this article is current as of 20 January 2022.

If you have any employment law queries, please do not hesitate to contact David Nathan at [email protected] or on 020 7822 2247.

https://bit.ly/33USlxK

© 2022 GSC Solicitors LLP. All rights reserved. GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

 

 

The Scale-Up Visa – A real solution or a nice idea on paper?

The Scale-Up visa was announced on October 27, 2021 by Rishi Sunak MP who is the UK Chancellor of the Exchequer as a part of his 2021 budget. This new visa category is supposedly going to help accelerate the UK business’s ability to attract highly skilled migrant workers in the post Brexit economy.

The main purpose of the Scale-Up visa (in theory) is that it should allow certain employers identified as Scale-Up Companies quicker access to skilled labour from overseas.

WHAT IS A SCALE-UP COMPANY?

A Scale-Up company is a company of high growth that has an annual average revenue or employment growth rate over a 3-year period greater than 20% and have minimum 10 employees in its observation period.

Scale-Up visas and Skilled Worker visas are almost very similar and differ slightly from each other. Skilled Worker visa applicants need to be sponsored by a UK company that holds a licence approved by the Home Office before they can employ a migrant worker from overseas while a Scale-Up visa applicants proposed UK employer does not.

Both visas require a job offer from UK company but the salary requirement for Scale-Up visa is £33,000 whilst the minimum salary required for Skilled Worker visa is £26,000.

KEY ELEMENTS OF NEW VISA:

Following are the key elements of the Scale-Up visa:

  1. Applicant’s will need to prove their English proficiency.
  2. An applicant must have a job offer from a Scale-Up company with salary of at least £33,000 annually to be considered for this visa.
  3. Applicants of Scale-Up visa can extend their visa for a period of 5 years.
  4. After 5 years on the Scale-Up visa route applicants can apply for Indefinite Leave to Remain and thereafter British citizenship.
  5. In the event that an applicant wants to switch employers while holding Scale-Up visa and the new employer is not a scale up company then the applicant can switch into another visa route such as the Skilled Worker visa.
WHAT’S NEXT?

Information published so far indicates that the visa is expected to be launched in 2022 apart from that the UK government hasn’t given a conclusive timeline of when it will be launched.

Subject to meeting specific requirements, further details regarding extension will be released in 2022. It will be interesting to see how the process for accepting that a company meets the ‘Scale-Up’ company definition will work in practice, as it is clearly envisaged that someone will have to make such a decision on behalf of the Home Office.

It remains to be seen whether the changes introduced at the start of 2021 to the Skilled Worker visa and the anticipated Scale-Up visa together will help to kick start the UK economy in 2022 and provide UK employers with access to the best possible talent allowing them to compete and attract the ‘brightest and the best’ to coin a much-loved government phrase.

For any questions on Business or Private Immigration to the UK or if you require assistance with your existing application, please contact Head of Business & Private Immigration at GSC Solicitors LLP Hateem Ali on [email protected] or +44(0)207 822 2209.

© 2022 GSC Solicitors LLP. All rights reserved.  GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

 

 

Does Plan B mean that I cannot go into the office?

In an effort to tackle the large rise in Coronavirus cases, the government has recently implemented Plan B, which includes measures to try and reduce the spread of the virus.

In relation to those working in offices, the guidance states that “Office workers who can work from home should do so”. However, there are some exceptions to that recommendation. For example, when it is necessary to access certain equipment to allow a person to do their job.

The government has clearly taken into account the toll that working from home has had on certain individuals, as the guidance states that employers should consider whether working from home is appropriate for those “facing mental or physical health difficulties, or those with a particularly challenging home working environment.”

What has not changed is an employer’s obligation to provide for a safe working environment, and employers should remember this if staff will be going into the office.

The law in this article is current as of 20 December 2021.

If you have any employment law queries, please do not hesitate to contact David Nathan at [email protected] or on 020 7822 2247.

© 2021 GSC Solicitors LLP. All rights reserved. GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

 

Trade Mark symbols – what do they mean?

At the firm we regularly receive queries about what clients should be doing to show they have Intellectual Property Rights in the brands and logos they create and how they can best show that these are protected. Whilst it is not required, it is best practice to assert the ownership or existence of the rights when they are published, distributed or used. This can be done by using some of the standard industry symbols.

In this article we set out the symbols that should be used in respect of trade marks, their meaning and purpose.  The use of symbols applicable to copyright will be covered in a forthcoming article.

Registered Trade Marks

Image: ®

Description – A capital R contained in a circle. It is usually shown in superscript after the trade marked words, phrase or logo.

Use – This symbol is used to signify that the word, logo, name or phrase has been registered as a trade mark either at the European Union Intellectual Property Office, the UK Intellectual Property Office or another applicable office around the world. It is used to put the general public on notice that the words or symbols have been successfully registered as a trade mark and that use of that sign is subject to the controls that trade mark law provides. The symbol should not be used against any logo or words which have not yet been successfully registered as a trade mark and in many countries it is against the law do so.

Trade Mark

Image: TM

Description – a superscript TM after the trade mark.

Use – This use of this symbol simple shows that the manufacturer of the goods or supplier of the services has used those terms in a trade mark sense (such as to indicate the origin of the goods or services). However, it does not indicate that any registered protection has been given to the mark.  This may be because no application has been made to register the mark or, if an application has been made, the mark has yet to be registered.  The symbol indicates to the general public that the manufacturer or supplier is protective over the sign and so is likely to take action to protect their rights in respect of that sign. This could be by relying on the common law right of passing off (in the UK) or rights of unfair competition.

Service Mark

ImageSM

Description – A superscript SM after the applicable service mark

Use – Akin to the TM symbol mark above, the SM symbol relates to an unregistered service mark and historically has been used in some jurisdictions where the sign is used in respect of services (such as a law firm name) rather than in relation to goods. Where the service mark being used has been registered as a trade mark, the Registered Trade Mark symbol above should be used. This is common to both registered Trade Marks and Services Marks.

for further information, please contact Ross Waldram of GSC’s IP & Media Team on [email protected] or 0207 822 2222.

© 2021 GSC Solicitors LLP. All rights reserved. GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

 

Commercial Landlords and Tenants with Covid-19 Rent Arrears – NEW Code of Practice

What is changing?

Commercial tenants are currently protected from eviction until 25 March 2022, to provide businesses with breathing space and help protect jobs when certain industries had to close in full or in part during the pandemic. A voluntary code for commercial landlords and tenants was introduced in June 2020, encouraging landlords and tenants to negotiate and settle rent arrears where possible.

This has now been replaced by a new voluntary Code of Practice (“the Code”), which will establish a legally binding arbitration process for commercial landlords and tenants who have not already reached agreement on existing rent arrears. The Code sets out that, in the first instance, tenants unable to pay in full should negotiate with their landlord in the expectation that the landlord waives some or all rent arrears where they are able to do so and/or agrees a payment plan, limited to 2 years.

When does the Code apply?

The Code applies to all commercial leases held by business tenants that have built up rent arrears (including service charges and insurance) due to an inability to pay, caused by being forced to close or cease trading as a result of the pandemic. This includes the hospitality, retail, leisure and manufacturing sectors. The arrears must have accrued during a ring-fenced period, being from 21 March 2020, when business closures first came into force, to the date when specific restrictions were last removed for that relevant business sector (“Ring Fenced Debts”).

The business tenants must have a “viable” business. There is no set definition of viability and the parties are asked to consider whether the business tenant, aside from the Ring Fenced Debts, has or will in the foreseeable future have, the means and ability to meet its obligations and to continue trading.  If a tenant business has not been able to pay any rent since Covid restrictions were lifted this may be evidence that the tenant business is not viable.

The Negotiation Process – what you need to show

The Code promotes a settlement that preserves – in so far as possible – the tenant business and the jobs that it supports, without undermining the solvency of the landlord. Tenants will need to show landlords sufficient evidence to substantiate their need for assistance with rent.  Landlords should also make clear to the tenants the impact of late or non-payment of rent on their own circumstances.

Evidence will vary depending on the specific circumstances but could include, existing and anticipated credit/debit balance, business performance since March 2020, overdue invoices or tax demands, exceeding overdraft limits, creditor demands, loss of important contracts, insolvency of a major customer.  When considering what is affordable for either party, this should not include restructuring, borrowing, or the taking on of further debts.

Binding Arbitration – if there is no settlement

Where the parties are unable to reach a settlement, The Commercial Rents (Coronavirus) Bill (“the Bill”) introduces a binding arbitration process.

  • Step 1 A letter of notification: the landlord or tenant must notify the other party of their intention to pursue binding arbitration. At this point the party will be expected to submit a proposal for settlement of Ring Fenced Debts, supported by any appropriate evidence of affordability.
  • Step 2 The other party may respond and can either accept the proposal made or submit a counterproposal.
  • Step 3 An application by either the landlord or the tenant together with a fee: the application must include the notification sent during the pre-application stage, their proposal for resolution and relevant supporting evidence.
  • Step 4 The other party will then have 14 days to submit their own proposal, together with any supporting evidence. Following that, the parties will have the opportunity to submit revised proposals for what the arbitrator’s award should be.
  • Step 5 Both the landlord and tenant will then be given the choice of a public hearing or, if neither party asks for a hearing, the arbitrator will consider the matter based on the documentation provided.
  • Step 6 The arbitrator will seek to conduct a hearing no more than 14 days from the receipt of a request for one. The arbitrator will decide how to conduct the hearing, which should not last more than six hours.
  • Step 7 The arbitrator will consider their decision based on the written evidence and any hearing and notify parties, within 14 days of a hearing, of the award made. The arbitrator’s award will be legally binding.
Timeframe and Fees

Parties will be given 6 months from the date the Bill comes into force to apply for the arbitration process.  It is currently anticipated that the Bill will be passed by 25 March 2022 (being the date upon which the current protection for commercial tenants expires).   The fees payable for arbitration will be payable in advance and are yet to be decided. The fees are expected to be variable; with a sliding scale, relative to the size of the rental arrears owed, used to determine a fee cap and ensure it is proportionate for each case.

Prevention of other Enforcement Action

It is important to note that the Bill will prevent other remedies from being exercised in relation to the Ring Fenced Debts, until either a settlement has been reached or the 6 month timeframe for applying to the arbitration system has passed.

Landlords will not be able to issue debt proceedings nor enforce any judgments obtained in relation to ring-fenced debts between 10 November 2021 and the end of the 6-month window for arbitration.  Landlord’s will also not be able to take any action through the Commercial Rent Arrears Recovery procedure nor commence any insolvency processes.

 PRACTICAL POINTS – what landlords and tenants need to consider
  • Landlords will want to consider carefully the long-term impact of tenant businesses failing and leaving their property empty and liable to business rates.
  • Tenants should be proactive in approaching their landlord and providing sufficient information about the impact that the pandemic has had on their business.
  • Transparency is important for both parties as agreements struck on the basis of false or misleading information are unlikely to be enforceable.
  • Landlords should not seek historic financial information or personal guarantees from tenants where none were provided when the lease commenced. The lease remains an ongoing contract between the parties and should only be varied to reflect the impact of the pandemic upon both parties.
  • Agreements made conditional upon future rent payments or payments towards arrears of rent being honoured by tenants should be flexible enough to accommodate future trading restrictions that the Government might have to impose to manage the pandemic. Future commitments might best be framed by reference to the number of days a business is able to trade normally, such after trading for X days the tenant will pay £y.

For further questions please contact Michael Shapiro directly on: [email protected] or 0207 822 2246, or  Mark Richardson directly on [email protected] or 0207 822 2240.

© 2021 GSC Solicitors LLP. All rights reserved. GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

 

Family Investment Companies – Tax & Succession Planning

Family Investment Companies (FIC) remain a useful tax and succession planning tool as clients seek alternatives or complementary ways of structuring their estates for tax optimisation and planning for the next generation.
Below is a brief synopsis of what a FIC is and how it works:

GSC_FamilyGuideance_LO_RES

 

For further question in relation to  Private Client Partner Amanda Chapman on [email protected] or 020 7822 2254.

© 2021 GSC Solicitors LLP. All rights reserved. GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.

  

Autumn 2021 Budget: Highlights

The Chancellor, Rishi Sunak, delivered the Autumn 2021 Budget on 27 October 2021. Many anticipated for there to be a major overhaul of taxes, including Capital Gains Tax and Inheritance Tax in order to recover Government spending during the Covid-19 crisis, i.e., the cost of the Furlough Scheme. However, in fact, the Chancellor introduced very little changes to the tax system.

The most important announcements for the private client world are listed below.

Lifetime Planning
  •  The deadline for reporting and paying any capital gains tax (CGT) on a sale of residential property in the United Kingdom has been extended from 30 days to 60 days after the completion date. The time limit applies to both UK residents and non-UK residents disposing of property in the United Kingdom.
  • The income tax rates applicable to dividend income will rise by 1.25%. The dividend ordinary rate and the dividend upper rate will rise to 8.75% and 33.75% respectively. The dividend additional rate and the dividend trust rate will rise to 39.35%.
  • From 1 April 2022, the annual chargeable amounts for the annual tax on enveloped dwellings (ATED) will increase by 3.1%.
Real Estate
  •  The Government will introduce a new Residential Property Developer Tax (RPDT) on residential property development profits of a residential property developer derived from UK residential property development. This will take effect from 1 April 2022 for relevant profits arising on or after this date.
  • A new tax regime for Qualifying Asset Holding Companies (QAHCs) will come into effect from 1 April 2022. A QAHC is exempt from UK tax on gains on disposals of specific shares and overseas property as well as profits of an overseas property business that are subject to tax in an overseas jurisdiction. A number of other measures designed to simplify the taxation of financing arrangements for QAHCs will also be introduced to ease the tax and administrative burden.
Charities
  • The Government has no intention of removing any of the existing business rates reliefs, including the mandatory and discretionary charity reliefs.
  • The Government will introduce a new temporary business rates relief for eligible retail, hospitality and leisure properties for 2022-2023. Charities with eligible properties (such as charity shops) will benefit from a 50% relief. There will be a cap of £110,000 per business.
Companies
  •  The Government has published a Consultation containing proposals for enabling the re-domiciliation of a company’s corporate seat to the UK. It seeks views on the introduction of a UK re-domiciliation regime.

If you have any questions, please do not hesitate to contact James Cohen directly on [email protected] or 0207 822 2257.

© 2021 GSC Solicitors LLP. All rights reserved.  GSC grants permission for the browsing of this material and for the printing of one copy per person for personal reference. GSC’s written permission must be obtained for any other use of this material. This publication has been prepared only as a guide to provide readers with general information on recent legal developments. It is not formal legal advice and should not be relied on for any purpose. You should not act or refrain from acting based on the information contained in this document without obtaining specific formal advice from suitably qualified advisors.