News

An employer's guide to the Coronavirus Job Retention scheme and furloughing staff

How to continue trading under the pressures created by the Coronavirus pandemic is an urgent question for many businesses that have seen a sharp drop in income. At the same time, companies want to know how to look after their employees and workers, and abide by the law. Many companies have been contacting Business West […]

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The new emergency Coronavirus Bill and its hidden impact on private schools

3PB Education and public law barrister Matthew Wyard examines the impact of the new Coronavirus Bill on the independent education sector and uncovers some unexpected roles and demands on private schools. Click here to read Matthew's analysis. Matthew Wyard has practised in the field of education law for 8 years and is happy to represent […]

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3PB issues new commentary on SEN provision, EHC Plans and the meaning of ‘necessary’

Education and public law barrister Matthew Wyard and Paul Wyard of Sinclairslaw review Nottinghamshire CC v SF and another, a case in which the Court of Appeal held that the First-Tier Tribunal  had correctly construed the meaning of ‘necessary’ in section 37(1) of the Children and Families Act 2014 (CFA 2014) in finding that it […]

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3PB Public law - Matthew Wyard analyses Re: ACC & Ors [2020] EWCOP 9

Matthew Wyard analyses Re: ACC &Ors [2020] EWCOP 9, a case concerning the conflicts of interests that may arise where property and affairs deputies instruct a firm with which they are associated to carry out instructions for P,  or to conduct litigation on P’s behalf. Click here to read Matthew's analysis. Click here to view […]

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Katherine Anderson edits 3PB's March Employment and Discrimination Newsletter

Katherine Anderson has edited 3PB's latest Employment & Discrimination newsletter, including contributions from Sarah Clarke, Simon Tibbitts and Grace Nicholls. Cases reviewed are: Jesudason v Alder Hey Children’s NHS Foundation Trust [2020] EWCA Civ 73 - Whistle-blowers beware: just because there is a PD doesn’t necessarily mean that the employer can’t respond (and damage your reputation) […]

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