3CS Corporate Solicitors, based in London, is a full-service law firm in the heart of the City. Our main focus is on international companies based in the UK - from start-ups to global organisations. Our advice covers corporate and commercial law, dispute resolution, employment law, immigration law, property law and HR support.
We provide services and solutions to organisations of all sizes, from start-ups to global organisations.
We are proud to have worked with a large number of international companies including over 30 Fortune Global 500 organisations.
The Transition Period ended on 31st December 2020 and therefore at least some of the current rules and regulations for how we do business with the EU have changed.
The impacts of Brexit are wide and varied, and so it is simply not possible for us to include information here that will cover every scenario for every business. However, we have tried to put together in an easy-to-access format, some key information that should be useful to the majority of organisations. And of course, if you would like further assistance or specific advice on how your business may be affected, then please do not hesitate to contact one of our team.
[Immigration] SPONSOR-LICENSE MANAGEMENT & ECONOMIC UNCERTAINTY
The world has undergone major disruption over the past couple of years, and with the combination of both Covid-19 and Brexit, the UK has certainly experienced its fair share.
These events, and the inevitable economic impacts, have led to many companies needing to make significant changes to their employment strategies - ranging from the furloughing of staff, home-working, redundancies, restructuring of the corporate group, reduced office space, and many more which vary from industry to industry.
Employers are obliged under the Health and Safety at Work Act 1974 to take reasonable steps to reduce workplace risks to health. Encouraging uptake of the Covid vaccination among employees to protect themselves and everyone else at the workplace is one way to reduce such risks but how far can or should an employer go?