Harness Powerful Legal Data to Drive Better Business Decisions

1m read
April 5, 2023

Understanding your international legal data is crucial to making informed business decisions. Not only does it improve how you manage your internal clients, it also provides you with greater control over your international legal processes, operations and budgets.

Explore how to:

Capture the legal data you need to drive your business forward and make informed decisions
Gain better visibility of how, when and why you engage outside legal counsel so you can pinpoint areas of triage and inefficiencies in your legal model
Unlock legal insights like never before and gain greater control of your international legal processes

Download

The resource is available to download using the form below.

Resource Centre

Navigating labour, employment and executive compensation challenges in global M&A: Transaction readiness

The digital session covered: Issues related to labour, employment and executive compensation and benefits matters (such as share plans, share options, phantom equity plans and cash bonuses), both internationally (in the UK and other key jurisdictions) and in the United States. We shared key insights and experience advising on the transaction process, focusing on how

Ireland: Restrictions on non-disclosure clauses in settlement agreements

China’s statutory retirement ages to gradually increase from 1 January 2025

What should employers do now? Employers should track employees’ birth dates to manage retirement ages and notifications accurately. Failure to do so could result in a deemed extension of the employment relationship beyond retirement. For further information on the upcoming changes and/or if you require any related support, please get in touch with a member

UAE – Government introduces increased fines and criminal penalties for violations of the UAE Labour Law

What key changes have been made? Extended Statute of Limitation Under the UAE Labour Law, the limitation period was originally one year. The Decree now extends this period to two years, allowing employers and employees to file a labour claim within two years from the date the cause of action arises (e.g. the termination date).

How can we help you?

I'm looking for advice Subscribe: I'd like to keep in touch

I'm looking for advice

Subscribe to our mailings