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Hot off the press. The European Parliament has just adopted the world's first regulation on AI.

Stricter obligations on “General Purpose AI” that includes tools such as ChatGPT to be imposed shortly

Smart growth: is growth that is sustainable, built for long-term success, and scaleable

All teams in a company are expected to show measurable results toward the company's goals. If we asked you how you are measuring and tracking your legal operations to demonstrate value and impact, could you tell us? If not, you’re not alone in this. However, with legal directly impacting every aspect of business – with agreements and processes put in place to ensure business is done right – this needs to change for you to be proactive and stay ahead of the competition.

As companies are fighting to find their way through economic, social, political, and environmental disruptions, the regulatory landscape is also evolving at a neck-breaking pace. The combination has resulted in companies reviewing and reprioritising their limited resources. However, with challenges come opportunities. Businesses have been forced to optimise the efficiency of every department and this of course includes the legal department. 

Eliminating waste, optimising resources, and increasing operational efficiency should be the mantra and mindset of the whole company, not just management. Being lean is a continuous process throughout the entire lifecycle of your company, and is therefore crucial to constantly review, revisit, and re-adjust to maintain not only a lean organisation but also a lean mentality within your team.

How many companies and teams can continue working in the exact same way year after year and still win? Most of us must constantly challenge what we do and constantly adapt and innovate to secure competitive advantages. It is an innovate-or-lose business environment, so if you’re not finding ways to adapt and improve, you’ll end up lagging behind your competition. Since legal is inevitably involved in most aspects of the business, this innovative mindset must also exist when it comes to legal in the company. A lack of innovation within legal leads to bottlenecks and blockers which unintentionally limits the business. 

Visstidsanställning är, precis som det låter, en anställning som gäller under en begränsad tid. Det är viktigt att hålla koll på slutdatum för pågående visstidsanställningar så de inte övergår i en tillsvidareanställning av misstag för då gäller andra regler för uppsägning.

Maintaining a healthy team not only increases productivity and efficiency, it also reduces absences from work. Two major factors for workplace productivity are employee wellbeing and a healthy work environment.

The alignment of legal strategies and business goals is how companies and legal teams will survive and beat the competition. If the legal strategy is not reflective of the business goals the company risks being unable to act on and respond to opportunities quickly enough. Money and time risk getting lost and competition is just around the corner. Legal teams* need to adapt to what is happening within the company as well as in the outside world and allow the company’s overall goals to frame and shape the legal strategy, which means working more closely with the rest of the organization. It’s critical to assess where you are today in your current legal strategy and processes and decide where you need to be to support the business.

Measuring and tracking legal operations is an opportunity to demonstrate how legal impacts the business, and show the contributions of legal to the business goals. It can help the C-suite and Legal teams work together and be on the same page when it comes to reaching the company goals, and during these market conditions, that is increasingly important. It also helps the entire organization work more effectively with legal by increasing the transparency and understanding of legal processes and risk.

Legal is both the foundation of every business and an enabler for growth. However, the way companies currently work with legal is holding them back. Teams are getting stuck in repetitive, low-complexity work and slow legal processes, they’re wasting time on tasks that are important but can be automated, and it’s challenging to have full control over all things legal. Leadership and legal teams are the ones tasked with solving this massive challenge, but they don’t need to do it alone. 

With inflation on the rise and budgets being squeezed, it is no secret that companies are having to review the efficiency of the organisation and make savvy decisions in order to survive and thrive.  Managing resources such as employees becomes a delicate balance in such situations. Companies should take great care in exploring the following options in order to achieve their short term as well as long term goals:

With inflation on the rise and budgets being squeezed, it is no secret that companies are having to review the efficiency of the organisation and make savvy decisions in order to survive and thrive.  Managing resources such as employees becomes a delicate balance in such situations. Companies should take great care in exploring the following options in order to achieve their short term as well as long term goals:

With inflation on the rise and budgets being squeezed, it is no secret that companies are having to review the efficiency of the organisation and make savvy decisions in order to survive and thrive. Managing resources such as employees becomes a delicate balance in such situations. Companies should take great care in exploring the following options in order to achieve their short term as well as long term goals:

With inflation on the rise and budgets being squeezed, it is no secret that companies are having to review the efficiency of the organisation and make savvy decisions in order to survive and thrive. Managing resources such as employees becomes a delicate balance in such situations. Companies should take great care in exploring the following options in order to achieve their short term as well as long term goals:

The shift to a more flexible working structure accelerated at break-neck speed over the past few years. In order to remain competitive in the post-pandemic world, companies are embracing global remote working as foreign contractors open up fast, affordable and productive options to companies.

Does your company have 50* or more employees? If so, you will have less than 11 months to put in place policies and procedures to be compliant with the upcoming EU whistleblowing directive.

It’s a new year, and as employees come back to work, HR and management teams need to ensure they are aware of recent changes in the law and are prepared for what is on the horizon in 2023. 

A consultancy agreement is a legal contract between a company and either a self-employed individual consultant or an individual providing their consultancy services through their own limited company. The agreement sets out the terms on which the consultant will be engaged. The contract is often also known as a consulting services agreement, a freelance agreement (or freelancer agreement), a business consulting agreement, an independent contractor agreement or a consulting agreement.

This sickness absence policy explains what sick pay an employee is entitled to and it also sets out the procedure for reporting and managing sickness absence. This policy is suitable for a small to medium sized company.

This agreement is appropriate for a short, unpaid internship that is a genuine learning experience, rather than for a paid internship where the individual will be an employee of the company. The letter makes clear that the individual is not a worker or an employee and so is not entitled to statutory employment rights, for example national minimum wage or paid annual leave/holiday.

The purpose of these minutes of meetings of the board of directors is to record the proceedings and resolutions taken by the board of a company to approve the transfer of shares in the capital of the company.

The purpose of these minutes of meetings of the board of directors is to record the proceedings and resolutions taken by the board of a company to approve and appoint an authorised person to sign certain documents on behalf of the company.

This Drug and Alcohol Policy sets out an employer’s policy with regards to substance misuse, and alcohol at work. This policy is suitable for a small to medium sized company.

This termination letter can be used by an employer to terminate an employee’s employment, either with notice or by making a payment in lieu of notice. It is suitable for use in a number of situations, including where the reason for termination is poor performance, misconduct and redundancy.

An Enterprise Management Incentive (EMI) share option scheme is a tax favourable employee share option scheme that enables shares purchased via an EMI option to qualify for Entrepreneurs Relief.

This holiday policy explains what holiday (also known as annual leave) an employee is entitled to and it also sets out the procedure for requesting holiday. This policy is suitable for a small to medium sized company.

This flexible working policy sets out a procedure for employees to exercise their statutory right to make a flexible working request, to ask for changes to their working arrangements (e.g. hours or place of work). This policy is suitable for a small to medium sized company.

This Health & Safety Policy sets out the obligations of the company and the rights and responsibilities of employees with regards to health and safety.

This termination letter can be used by a company to terminate a self-employed consultant’s engagement. It can be used where the consultant is an individual or where they are engaged through a limited company.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities.

According to Aberdeen Research, best-in-class companies update 56% of their contracts annually. But let's face the honest facts: When did you last review your Sales Contracts? Here are three reasons why you should be reviewing and updating your sales contracts on an annual basis.

Detta är instruktioner för ett anställningsavtal som gäller en begränsad tidsperiod. Notera att denna instruktion gäller för anställningsavtalet för anställningsformen vikariat.

Terms of service set out the terms and conditions on which a company provides services to its customers who are businesses (rather than consumers).

An intellectual property assignment agreement is an agreement to transfer intellectual property from one person or company to another.

It is very common for companies to enter into Confidentiality Agreements to reduce the risk of trade secrets being divulged when confidential information is shared with external parties. Confidentiality Agreements can be used in a number of contexts such as collaborations, negotiations, interviews or consulting assignments. Confidentiality Agreements are also known as Non-Disclosure Agreements or simply "NDAs".

It is common that companies need to share personal data. For example, you may need to share personal data on your customers with a subcontractor that is providing customer support services. How you share personal data with third parties is regulated in the UK and it is a legal requirement to have a Data Processing Agreement when transferring personal data to a third party.

If the company has more than one shareholder, it is important to enter into a Shareholders' Agreement (also called a Consortium Agreement or Joint Venture Agreement). A Shareholders' Agreement describes how the shareholders will own and operate the company and their rights and obligations towards each other. This reduces the risk of future conflicts, facilitates cooperation and increases the likelihood that the company will be successful.

Fundraising, regulatory compliance and risk management are all crucial aspects of business that are convenienced by having efficient and secure data rooms.

The website terms of use is to inform visitors to your website of the terms on which they may use your website. It is a set of rules detailing how visitors are allowed to use your website and what will happen if they use it in an unacceptable way. Please note that if you have used our Terms of Services - Saas and made the resulting terms of services available on your website, you do not need to have these separate terms.

A confidentiality agreement is also known as a non-disclosure agreement or an NDA. It is a legal contract between two parties to establish the terms of using any confidential information that has been disclosed from one party to another. It is a commonly used commercial agreement which is intended to protect confidential information such as business strategies, trade secrets, technical and commercial information.

A confidentiality agreement is also known as a non-disclosure agreement or an NDA. It is a legal contract between two parties to establish the terms of using any confidential information that has been disclosed from one party to another. It is a commonly used commercial agreement which is intended to protect confidential information such as business strategies, trade secrets, technical and commercial information.

The acceptable use policy is to inform visitors to your website the practices and constraints that a user must agree to in order to access your site.

Terms of service set out the terms and conditions on which a company provides services to its customers who are consumers (rather than businesses). Terms of service are also known as terms of use, terms and conditions of service, terms and conditions and terms and conditions for the supply of services. Terms of service are typically included on the company’s website or appended to order forms. They will be drafted in a general way so that they can apply to all contracts that the company concludes with customers. The terms therefore do not include details such as pricing or the specific products ordered (these details will be agreed individually with each customer and will generally be recorded using an order form or via an email confirmation). Additionally, there is no requirement that the customer sign the terms of service, although customers should indicate that they have agreed to the terms as part of the order process (this is usually confirmed in the order form or email confirmat... [Truncated]

A services agreement sets out the terms on which a supplier will provide services to a customer. Services agreements are sometimes referred to as contracts for services, supply of services agreements and service contracts. Services agreements can be used in a variety of situations and it is common for the agreements to refer to the type of services being provided in the title. For example, you may hear counterparties talk about documents ranging from software service agreements to cleaning services agreements. These are all variations on a services agreement and are all situations that can be covered using PocketLaw’s B2B services agreement.

A confidentiality agreement is also known as a non-disclosure agreement or an NDA. It is a legal contract between two parties to establish the terms of using any confidential information that has been disclosed from one party to another. It is a commonly used commercial agreement which is intended to protect confidential information such as business strategies, trade secrets, technical and commercial information.

The purpose of minutes of meetings of the board of directors is to record the proceedings and any resolutions taken by the board of a company.

An adviser agreement is a legal contract between a company and an individual who will advise the company’s board.

A disciplinary and capability procedure explains what standards of performance and conduct are expected by the company and what will happen if an employee’s performance or conduct falls short of those standards. This disciplinary and capability procedure reflects the key requirements of the Acas Code of Practice on Disciplinary and Grievance Procedures.

A contract variation agreement is an agreement used to amend or vary the terms of an existing contract by mutual consent of all parties to the original agreement.

A whistleblowing policy is an internal policy document used by employers to outline the company’s procedure to report, disclose or expose any suspected wrongdoing, breach of legal obligation, misconduct, deliberate concealment or failure to act by any personnel within the organisation.

A collaboration agreement is an agreement between two companies which sets out the arrangements on which the parties will collaborate or co-operate for a specific purpose.

A grievance procedure explains what an employee must do if they wish to raise a formal complaint about any aspect of their employment and how the employer will address that complaint. This grievance procedure reflects the key requirements of the Acas Code of Practice on Disciplinary and Grievance Procedures.

This letter is used to amend or vary the terms of an existing employment contract that relate to pay/salary.

A employment contract variation letter is an agreement used to amend or vary the terms of an existing employment contract by mutual consent of the employer and employee.

A data processing agreement is an agreement established between the data controller and someone who helps the controller manage its personal data in the capacity of a data processor. The data processing agreement usually regulates which personal data the processor is to handle, where it can be stored, what level of security must be achieved and how the controller may check up on its processor.

A privacy notice explains how your company collects, uses, stores, transfers, and secures personal data. It is an internal policy document directed at employees, workers and consultants employed or engaged by your company.

A collaboration agreement is an agreement between two companies which sets out the arrangements on which the parties will collaborate or co-operate for a specific purpose.

This is a staff handbook that contains the key policies and procedures that are either required by law in the UK or which are highly desirable from an HR and legal perspective.

This agreement is appropriate for a short, paid internship, where the internship is not voluntary in nature and requires interns to carry out specific tasks, meaning that the intern is likely by law to be an employee.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities.

Terms of service set out the terms and conditions on which a company provides software as a service (SaaS) products to its customers who are businesses (rather than consumers).

A shareholders’ agreement is an agreement between the company’s shareholders setting out how the shareholders will own and operate the company and their rights and obligations towards each other. It will cover areas such as what happens if a shareholder wants to sell their shares, what decisions require shareholder consent and board appointment rights.

A consultancy agreement is a legal contract between a company and either a self-employed individual consultant or an individual providing their consultancy services through their own limited company. The agreement sets out the terms on which the consultant will be engaged. The contract is often also known as a consulting services agreement, a freelance agreement (or freelancer agreement), a business consulting agreement, an independent contractor agreement or a consulting agreement.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities. Employment contracts are also sometimes referred to as employment agreements, terms and conditions of employment, or particulars of employment. You should use this PocketLaw Standard employment contract if you want a market standard employment contract for a permanent, full-time or part-time, junior or mid-level employee. It provides a market standard position on most points, so that the time required in order to draft the employment contract is minimal.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities. Employment contracts are also sometimes referred to as employment agreements, terms and conditions of employment, or particulars of employment. You should use this employment contract for a senior employee (full time or part time) who is employed on a permanent (i.e. indefinite rather than fixed term) basis. It can also be used for individuals who are statutory directors of the company.

Cookies are small text files that are placed on the device of a visitor to a website. They are widely used to make websites work, or work more efficiently, as well as to provide information to the website’s owner. A cookie policy provides visitors to your website with details of the cookies being used on that website. The information about each cookie will typically include its name, provider, type, purpose, and duration (i.e. how long the cookie will stay on the user’s browser).

An internal data protection policy describes the principles and conditions that apply to your company’s handling, processing and storage of personal data. The document will set out how these principles and conditions apply in the context of the company’s operations and how they are relevant to personal data collected from different data subjects (i.e. customers, employees or suppliers). It is also known as a privacy standard or simply as a data protection policy.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities. Employment contracts are also sometimes referred to as employment agreements, terms and conditions of employment, or particulars of employment. You should use this employment contract for a junior or mid-level employee (full time or part time) who is employed on a permanent (i.e. indefinite rather than fixed term) basis.

An offer letter is a formal document that is sent to a candidate selected for employment by an employer. It sets out the most important terms of the offer (like salary, hours of work and location) as well as the conditions of the offer (e.g. satisfactory references and evidence of qualifications). It also normally includes a deadline for accepting the offer. The offer letter is normally sent to the employee at the same time (or sometimes before) the employment contract is sent to the employee for signature.

This is a short staff handbook that contains the key policies and procedures that are either required by law in the UK or which are highly desirable from an HR and legal perspective. It is suitable for a start-up or small company that is at a relatively early stage in its growth. As a guide, this handbook is normally suitable for a company with up to 25 employees. As the company grows, the handbook will need to be reviewed and possibly expanded. For larger companies, we recommend you use the Staff Handbook - Long Form.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities. Employment contracts are also sometimes referred to as employment agreements, terms and conditions of employment, or particulars of employment. You should use this employment contract for a junior or mid-level employee (full time or part time) who is employed on a fixed term basis, i.e. who is not a permanent member of staff. This means that their contract ends automatically on a certain date without the need for notice to be given.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities.

An employment contract is an agreement between an employer and employee that sets out the terms that apply to the employment, including their rights, their duties, their responsibilities and potential liabilities. Employment contracts are also sometimes referred to as employment agreements, terms and conditions of employment, or particulars of employment. This is a simple employment contract, suitable for a junior employee.

A privacy policy explains how your company collects, uses, stores, transfers, and secures personal data. It is a public facing document directed at a defined group of recipients (for example, the recipients may be the people who use your company's service or people that you target for marketing). It is typically made available on the company’s website but it is also common to include a link to the company’s privacy policy in the email footer of the company’s employees.

An anti-bribery and corruption policy (also known as an ABC policy) is an internal policy document used by employers to outline the company’s position on a variety of matters relating to corruption. Your company should adopt an anti-bribery and corruption policy if there is a risk that a member of your staff or a contractor that you engage might or could be exposed to bribery.

Employment Agreements are important both for you as an employer and for your employees. Employment Agreements are used to inform employees about the basic terms of employment, e.g. duties, salary and vacation. Employment Agreements can be oral but as an employer it is in your interests to enter into a formal agreement, otherwise it will be difficult to establish the terms of employment and there may be disputes.

A privacy policy describes to the individuals (customers, partners, etc.) whose personal data you process how you collect, use and store their personal data. You have a legal obligation to inform individuals about how you process personal data. It is therefore likely that you will need a privacy policy if, for example, you have a customer-facing website.

If you weren’t already aware, it is currently illegal to transfer personal data from the EU to the US. In fact, it is illegal to transfer personal data from an EU country to a non-EU country that is not exempt, have appropriate safeguards in place or if there isn’t a derogation for specific situations (such as explicit consent given by the data subject).

A share purchase agreement is an agreement whereby shares, or stock, are sold and purchased.

A consultancy agreement is a legal contract between a company and either an individual consultant or a company providing consultancy services.

A consultancy agreement is a legal contract between a company and either an individual consultant or a company providing consultancy services.

A confidentiality agreement (NDA) is a legal contract between two parties to establish the terms of using any confidential information that has been disclosed from one party to another.

Terms and conditions of service (also commonly known as terms of service) set out the terms on which a company provides services to its customers who are businesses (rather than individual consumers).

The purpose of minutes of meetings of the board of directors is to record the proceedings and any resolutions taken by the board of a company.

A collaboration agreement is an agreement between two companies regulating the terms and conditions of a collaboration or cooperation for a specific purpose.

When hiring a consultant it's in your and the consultant's interest to make clear that the consultant is self-employed and not an employee or worker. This is becuase the consultant will benefit from a favourable tax treatment and you will not be subject to employment related liabilities as an employer (e.g. pension contributions or an obligation to provide paid sick leave). As well as making clear that the consultant is self-employed, a well drafted consultancy agreement will set out the consultant's obligations and duties, minimising the risk of future disagreements around scope of work and fees.

On 29 June 2022, even more amendments will be introduced to the Swedish Employment Protection Act (“LAS”) when the EU's “Directive on Transparent and Predictable Working Conditions” is being implemented in Sweden.

The most comprehensive employment law reform in a very long time is expected to enter into force on 30 June 2022, to be applied for the first time on 1 October 2022. The new reform will entail many changes as regards Swedish employment law, but the changes that will probably affect most employers are the following:

A non-disclosure agreement (NDA) is a legally binding agreement that can be used between commercial parties to protect confidential or commercially sensitive information. NDAs, which are also known as confidentiality agreements, can be used in a number of contexts such as collaborations, negotiations, interviews or consulting assignments. Find out more, and get everything you need in PocketLaw's platform.

Consumer legislation means, just as it sounds, a regulatory framework that gives consumers protection (rights) when buying products or services. As of 1 May 2022, enhanced consumer protection is expected to enter into force in Sweden. The enhanced protection entails a number of changes in the consumer area to adapt it to today's digitized consumer market. Below we have listed some of the changes that we consider to be most relevant for the majority of our customers.

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For many companies, trademarks and other intellectual property rights are the most important assets. Despite this, it is common for companies not to know what to do to protect them. Failure to protect your trademark can, in the worst case, result in someone else catching up and registering the trademark, which will prevent you from continuing to use it. Not protecting other types of intangible assets, such as source code, software, text and images, through agreements may also mean that you may not use such as your employees or consultants have developed in the way you want.

There are strict rules for how companies may process personal data. The purpose of the UK General Data Protection Regulation (UK-GDPR), and other data protection rules, is to protect personal data and the privacy of individuals.

Having trouble understanding the outcome of Brexit? You are not alone. But let us walk you through what actually happened in practice. After 4 years of laborious negotiations, the UK and EU have, on 24th December 2020, finally agreed on the terms of the Brexit deal. Here are some of the key points that may affect your business*.

Personal data may only be processed for as long as is necessary to fulfill the purposes of the processing. All legal bases (which give you the right to process personal data) have an end date. When you no longer have a legal basis to support the processing on, you are obliged to delete the personal data.

If you need new capital in your company, you can make a new issue of shares. A new issue means that you issue new shares against cash payment from the investors. The main rule is that all existing shareholders have the right to subscribe for the shares in a new issue in relation to the number of shares they already own (this is called a rights issue), but it is possible to direct the issue to one or more other individuals or companies, provided 2/3 of the shareholders are for such an arrangement. A private placement will dilute the existing shareholders' holdings as the total number of shares increases.