theodi/ndl-core-corpus huggingface dataset:
Home Instead-Shrewsbury, Ludlow and Oswestry
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Home Instead-Shrewsbury, Ludlow and Oswestry will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Home Instead-Shrewsbury, Ludlow and Oswestry recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- Flexible Leave For Spouses
- UK Reservists
- UK Cadets
- Armed Forces Day
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
Updates on the move to eVisas
Source: gov.uk (2025-11-11)

Information on the the move from physical immigration documents to eVisas.

UK Visas and Immigration (UKVI) are replacing physical immigration documents with a digital immigration status, known as an eVisa.

This explains the transition and updates will be available as the transition takes place.

Further information
- Get access to an eVisa (https://www.gov.uk/get-access-evisa)
- Online immigration status (eVisa): UKVI account creation data (https://www.gov.uk/government/publications/online-immigration-status-evisa-ukvi-account-creation-data)
In-Professional Development
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We In-Professional Development will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 In-Professional Development recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- Flexible Leave For Spouses
- UK Reservists
- UK Cadets
- Armed Forces Day
- Reserve Forces Day
- Discounts
- Armed Forces Charities
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
J B Lord v The Takeaway Group Ltd: 6020990/2024
Source: gov.uk (2025-01-29)

Employment Tribunal decision.

Read the full decision in J B Lord v The Takeaway Group Ltd: 6020990/2024 - Judgment (https://assets.publishing.service.gov.uk/media/6798bea9419bdbc8514fdf35/J_B_Lord_v_The_Takeaway_Group_Limited_-_6020990_2024_-_Judgment.pdf).
Publication of data on Advanced Notification of Redundancy Scheme
Source: gov.uk (2025-12-05)

Management information on notifications received as part of the statutory Advanced Notification of Redundancy scheme.

Under the Trade Union and Labour Relations (Consolidation) Act 1992 employers are required to notify the Secretary of State, using a Form HR1, where they are proposing to dismiss 20 or more employees at a single establishment. A separate form is required for each establishment where it is proposed that 20 or more employees will be dismissed, meaning that an employer may be required to file multiple HR1 forms where redundancies are proposed at multiple establishments.

The purpose of the Advanced Notification of Redundancy scheme is to enable government to provide support to employees facing redundancy, and the requirement to notify the Secretary of State under this scheme is separate to the employer’s duty to consult with employee representatives regarding proposed redundancies.

The requirement to notify the Secretary of State includes notification of proposed dismissals due to insolvency, restructuring of a solvent/continuing business, changes to terms and conditions, proposed relocation of employees etc.

It should also be noted that a proposal to make a given number of dismissals does not necessarily result in all or any of the proposed dismissals occurring.
Techulia
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Techulia will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Techulia recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- Flexible Leave For Spouses
- UK Reservists
- UK Cadets
- Armed Forces Day
- Discounts
We also pledge the following:

-Working with the Career Transition Partnership (CTP), in order to establish a tailored employment pathway for Service Leavers

2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
Teacher misconduct panel outcome: Mr Malcolm Lowe
Source: gov.uk (2025-01-14)

Professional conduct panel outcome, including decision and reasons.

The Secretary of State does not make these decisions themselves. They are made by a senior official on the recommendation of an independent panel.

Teacher’s name: Mr Malcolm Lowe

Location teacher worked: Handsworth, West Midlands

Date of professional conduct panel: 21 to 24 October 2024

Outcome type: no order made

Notice is hereby given that, in accordance with The Teachers’ Disciplinary (England) Regulations 2012, a professional conduct panel was convened to consider the case of Mr Malcolm Lowe, formerly employed in Handsworth, West Midlands .

Teacher misconduct

Ground Floor, South Cheylesmore House 5 Quinton RoadCoventryCV1 2WT

Email xxx@xxx.xx (mailto:xxx@xxx.xx)

Telephone xx-xxxx-xxxx

Information about regulating the teaching profession and the process for dealing with serious teacher misconduct.
Ms K McKelvie v Cornerstone Community Care: 4112844/2019
Source: gov.uk (2025-01-29)

Employment Tribunal decision.

Read the full decision in Ms K McKelvie v Cornerstone Community Care: 4112844/2019 - Strike Out (https://assets.publishing.service.gov.uk/media/6798ad59cbd1e3a508a22d24/4112844.2019_-_Ms_K_McKelvie_v_Cornerstone_Community_Care__Judgment_Issued_21.08.2023.pdf).
Mr G Marcus v Made Tech Ltd: 2302756/2024
Source: gov.uk (2025-11-12)

Employment Tribunal decision.

Read the full decision in Mr G Marcus v Made Tech Ltd: 2302756/2024 - Partial Withdrawal (https://assets.publishing.service.gov.uk/media/69147a33493305b49ce6e691/Mr_G_Marcus_v_Made_Tech_Limited_2302756-2024_Judgment.pdf).
PM call with President of the European Commission Ursula von der Leyen: 12 November 2025
Source: gov.uk (2025-11-12)

The Prime Minister spoke to the President of the European Commission Ursula von der Leyen this evening.

The Prime Minister spoke to the President of the European Commission Ursula von der Leyen this evening.

They discussed the ongoing progress to implement the ambitious package agreed at the UK-EU Summit in May.

They reaffirmed their commitment to moving forwards rapidly, as it is in the UK and the EU’s interests to have a broad and constructive relationship that delivers for both sides.

The Prime Minister was clear that any deals must result in tangible benefits to the British public and strengthen wider European security.

They agreed to stay in close contact.
Mr Y Dushin v Machine Medicine Technologies Ltd: 6020155/2024
Source: gov.uk (2025-04-11)

Employment Tribunal decision.

Read the full decision in Mr Y Dushin v Machine Medicine Technologies Ltd: 6020155/2024 - Rule 22 (https://assets.publishing.service.gov.uk/media/67f65993b7e44efc70acc3d9/Mr_Y_Dushin_v_Machine_Medicine_Technologies_Limited_6020155-2024_R22_Judgment.pdf).
Participation Survey: statistical releases
Source: gov.uk (2025-09-24)

This series brings together all statistical releases from the Participation Survey.

Participation Survey

You can find out more information about the Participation Survey on the Guidance Page (https://www.gov.uk/guidance/participation-survey), such as methodology, questionnaires and ad hoc releases.

Feedback

We are always interested in hearing your views on the Participation survey. The latest publication releases include data to a higher level of granularity, which should aid those looking to conduct more in-depth analysis. Please contact us with any suggestions or feedback by email at xxx@xxx.xx (mailto:xxx@xxx.xx).
Exact Logistics Limited
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Exact Logistics Limited will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Exact Logistics Limited recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- UK Reservists
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
The Occupational Pension Schemes (Collective Money Purchase Schemes) (Extension to Unconnected Multiple Employer Schemes and Miscellaneous Provisions) Regulations 2025
Source: gov.uk (2025-10-23)

Public consultation on draft legislation to extend Collective Defined Contribution (CDC) provision to whole-life unconnected multiple employer schemes and other related provisions.

This consultation seeks your views on draft legislation needed to extend this new type of pension provision beyond single or connected Collective Defined Contribution (CDC) schemes.

It removes the exclusion of unconnected multiple employer CDC schemes from operating under the existing CDC provisions and sets out what CDC schemes that are whole-life unconnected multiple employer schemes must do to become authorised and to operate effectively under regulatory oversight.

We ask specific questions about some elements of the draft regulations and would also welcome broader views on whether the regulations effectively deliver our intended outcomes.
Business case publications: collection
Source: gov.uk (2025-06-11)

This is a collection page for major project and programme business cases.

As of 11 June 2025, all projects and programmes on the Government Major Projects Portfolio (GMPP) are required to publish a Summary Business Case, Full Business Case or Programme Business Case within 4 months of HM Treasury approval.

This collection page groups relevant publications from across all departments. Any queries relating to specific business cases should be directed to the publishing department.

Departments should follow the naming conventions for collection pages and publications detailed in the guidance on publishing business cases (https://www.gov.uk/government/publications/publishing-business-cases-guidance).
N Moore v Crystal Clear Hygiene Ltd (CVA): 6000918/2025
Source: gov.uk (2025-05-02)

Employment Tribunal decision.

Read the full decision in N Moore v Crystal Clear Hygiene Ltd (CVA): 6000918/2025 - Strike Out (https://assets.publishing.service.gov.uk/media/68109536dbea49d6a3305f54/Nicola_Moore_v_Crystal_Clear_Hygiene_Limited__CVA__6000918.2025.pdf).
Revised direction issued to Stoke-on-Trent City Council (revoked February 2025)
Source: gov.uk (2025-02-10)

Revised statutory direction issued in to Stoke-on-Trent City Council due to poor performance in children's social care services.

This direction was revoked on 10 February 2025 following the report of the children’s services improvement adviser (https://www.gov.uk/government/publications/report-into-childrens-services-in-stoke-on-trent-city-council)

This updated direction issued in August 2021 requires Stoke-on-Trent City Council to:
- co-operate with the newly appointed Children’s Services Commissioner – Paul Moffat
- continue to accept support from Leeds City Council as formal improvement partner
- engage in Department for Education reviews on a 6-monthly basis
This revised direction replaces the earlier statutory direction issued to Stoke-on-Trent Council on 13 March 2020 (https://www.gov.uk/government/publications/revised-direction-issued-to-stoke-on-trent-city-council--2).
RFIG30140 - Residence for tax years before 2013-14: Leaving the United Kingdom:Employee - not resident and not ordinarily resident for the whole tax year
Source: gov.uk (2025-04-04)


This chapter only applies to tax years up to and including 2012-2013. From 6 April 2013 the Statutory Residence Test (SRT) applies. For guidance on the SRT please see RFIG20000 (https://www.gov.uk/hmrc-internal-manuals/residence-domicile-and-remittance-basis/rfig20000) onwards

If, when an individual comes to the UK they:
- were making a one-off visit,
- intend to stay for less than 2 years,
- leave before they have been here for 183 days in a tax year and they do not intend to return
they will usually be not resident and not ordinarily resident for the year.

If the individual comes within one of the categories in RFIG30540 (https://www.gov.uk/hmrc-internal-manuals/residence-and-fig-regime-manual/rfig30540), RFIG30550 (https://www.gov.uk/hmrc-internal-manuals/residence-and-fig-regime-manual/rfig30550) or RFIG30570 (https://www.gov.uk/hmrc-internal-manuals/residence-and-fig-regime-manual/rfig30570), full personal allowances are due against all income chargeable to UK tax for the whole of the year of departure. Any applicable repayment should be made.

If the individual does not fall within one of the categories in the above references, is not within the Self-Assessment (SA) regime, and no higher rate tax has been deducted; then no personal allowances are applicable and no repayment is due.
Fresh or chilled hides and skins of ungulates to the European Union and Northern Ireland: certificate 8327
Source: gov.uk (2025-09-22)

Apply online for an export health certificate (EHC) to export hides and skins from Great Britain (England, Scotland and Wales) to the EU or move them to Northern Ireland.

If you’re in England, Scotland or Wales, you must apply online for this export health certificate (EHC) using the online service to export to the EU or to move hides and skins to Northern Ireland.

If you’re in Northern Ireland, you do not need an EHC to export to the EU. Contact DAERA on xx-xxxx-xxxx to find out what you need to do.

1. Check what you need for your export

Find out about the requirements for export in the guidance notes (https://assets.publishing.service.gov.uk/media/68270e39256994af4172ab1d/8327NFG-Sep25-v7.pdf) and specimen certificate (https://assets.publishing.service.gov.uk/media/5f68d42e8fa8f507646e1e88/Specimen-8327_English_V1.pdf).

2. Apply online

You’ll need:
- a Government Gateway account
- a Defra account
If you don’t already have them you’ll need to register for these accounts (https://www.gov.uk/government/publications/how-to-register-for-export-health-certificate-ehc-online), and so will your official vet or inspector (http://apha.defra.gov.uk/official-vets/Guidance/exports/ehc-online.htm).

Start now (https://exporter.apply-export-health-certificate.service.gov.uk/forms/8327EHC)

Registration takes around 5 minutes. Official vets and inspectors will also need to have their registration checked by APHA.

Register and sign in as an official vet or inspector (https://www.gov.uk/guidance/certify-an-export-health-certificate).

Read the accessibility statement for this service (https://www.gov.uk/government/publications/accessibility-statement-for-export-health-certificates-online).

Applying online means you can:
- see the status of your applications
- always use the latest version of the EHC
- copy existing applications
- apply for blocks of certificates.
Find out more

Stay up to date with any changes to EHCs by signing up for email alerts (https://www.gov.uk/export-health-certificates/email-signup).

Find out about getting an EHC (https://www.gov.uk/guidance/get-an-export-health-certificate).

Find out about exporting live animals and animal products (https://www.gov.uk/guidance/exporting-animals-animal-products-fish-and-fishery-products-if-the-uk-leaves-the-eu-with-no-deal).

Help with your application

In England, Scotland and Wales, call APHA on xx-xxxx-xxxx.

In Northern Ireland, call DAERA on xx-xxxx-xxxx.

Find out about call charges (https://www.gov.uk/call-charges).
DRB Schools and Academies Services
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We DRB Schools and Academies Services will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 DRB Schools and Academies Services recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- Flexible Leave For Spouses
- UK Reservists
- UK Cadets
- Armed Forces Day
- Discounts
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
Arts Council England review
Source: gov.uk (2025-04-23)

An independent review of the Arts Council England (ACE) covering strategic objectives, working relationships and partnerships, and the relationship between ACE and government.

The closing date of the survey has been extended to midday 30 June 2025.

Baroness Hodge of Barking has been appointed by the Secretary of State for Culture, Media and Sport to conduct an independent review of the Arts Council England (ACE). She will be supported by an Advisory Panel featuring experts from across the creative sectors.

The Arts Council England review is an opportunity to examine how to bring cultural excellence to every corner of the country while amplifying local voices in decision-making. It will consider how Arts Council England nurtures creativity at all levels - from community arts to international masterpieces - and explore ways to enhance this through stronger dynamic partnerships between national and regional stakeholders. At its heart, this review asks how we can ensure this country has a vibrant, accessible arts ecosystem that truly serves all communities and delivers world-class culture at every level.

Arts Council England is an essential part of this country’s cultural eco-system, and this review is an opportunity to ensure Arts Council England is best positioned to successfully steward our cultural and creative sectors in every part of England.

Baroness Hodge will provide the government with a comprehensive report of her findings, alongside recommendations for change in the Autumn of 2025. The government will publish the conclusions of the review along with the government’s response in 2026.
Application to cancel a security interest
Source: gov.uk (2025-04-06)

Use this form to tell us about a cancellation to any security interest on a registered trade mark.

Note: The trade mark owner or their representative can sign section 5 ‘Authorisation to change register’ without the need to provide written proof of the cancellation. If the grantee signs this section, then they must provide proof of the cancellation.

Cost

£50

All Intellectual Property Office fee bearing forms should be filed with the appropriate fee.
CIL Appeal 1857157 – 29 Jan 25 – Conversion of existing residential unit
Source: gov.uk (2025-02-25)

Conversion of the existing residential unit into 2 x self contained residential units with associated external alterations at rear.

Community Infrastructure Levy (CIL) is a relatively new activity for local planning authorities, developers and landowners. The government has decided that from June 2013, CIL appeal decision notices will be published by the Valuation Office Agency (VOA) in a redacted anonymous form.

In making decisions available to the public, useful lessons about CIL regulations and appeals can be shared. Publication will also allow any precedents to be understood more widely.

Personal information will be redacted before publication. This could be information such as the:

name of the appellant

collecting authority

address of the property

amount of CIL payable
Inspecting registered childcare providers: information for parents
Source: gov.uk (2025-11-07)

How Ofsted regulates childcare and what parents should do if they have concerns about their provider.

This guide includes information about:
- how Ofsted regulates childcare
- what information is available for parents and carers when choosing childcare, such as Ofsted inspection reports (http://www.reports.ofsted.gov.uk/)
- how to raise concerns about a childcare provider
CTM36815 - Particular topics: transactions in securities: Income Tax advantage
Source: gov.uk (2025-08-19)


ITA07/S687 explains that a person obtains an Income Tax advantage where
- the person receives relevant consideration that could have constituted a distribution (see CTM15150 (https://www.gov.uk/hmrc-internal-manuals/company-taxation-manual/ctm15150) on what was a 'qualifying' distribution before 6 April 2016), and
- the amount of Income Tax that would have been payable by the person exceeds the amount of any Capital Gains Tax payable in respect of it.
For transactions occurring before 6 April 2016:

The amount that can be counteracted is limited to the amount that could have been paid to the person by way of a qualifying distribution in any circumstances at the time when the relevant consideration was received. This can include the distributable reserves of a subsidiary.

For transactions occurring on or after 6 April 2016:

The amount that can be counteracted is limited to the amount that could have been paid to the person, or an associate of the person, by way of distribution in any circumstances at the time the conditions in ITA07/S685 are met, see CTM36820 (https://www.gov.uk/hmrc-internal-manuals/company-taxation-manual/ctm36820) to CTM36823 (https://www.gov.uk/hmrc-internal-manuals/company-taxation-manual/ctm36820). For this purpose a company’s reserves are treated as increased by the distributable reserves of any subsidiaries.

Example
- Mr L owns all the share capital of both M Ltd and N Ltd;
- Mr L sells his shares in M Ltd to N Ltd for £1m paid in cash;
- If N Ltd had drawn up accounts at the time of the transaction the distributable reserves would have been £2m;
- No CGT is payable by Mr L on the sale of the shares in M Ltd because he had capital losses brought forward sufficient to extinguish the gain.
In the above circumstances, as the distributable reserves at the time of the transaction were £2m, the whole of the £1m payment could have been received by Mr L as a dividend.

The Income Tax advantage would therefore be equal to the amount of Income Tax that would have been due if Mr L had received a distribution of £1m.

There is no Income Tax advantage if no Income Tax would have been payable. For example, where there is no liability to higher rates of Income Tax for years before 6 April 2016, or the amount of dividend is below the dividend allowance on or after 6 April 2016.

If in the above example Mr L had no capital losses to cover the gain, so that he was liable to Capital Gains Tax, the amount of CGT paid would reduce the amount of the Income Tax advantage.
Who Dares Group
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Who Dares Group will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Who Dares Group recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- Armed Forces Friendly
- UK Service Veterans And Leavers
- UK Service Spouses And Partners
- UK Reservists
2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
The Multinational Top-up Tax (Pillar 2 territories, qualifying domestic top-up taxes and accredited qualifying domestic top-up taxes) Regulations 2025
Source: gov.uk (2025-04-04)

This tax information and impact note describes a Statutory Instrument being laid as part of the UK’s implementation of Pillar 2. This Instrument provides a list of Pillar 2 territories, qualifying domestic top-up taxes, and accredited qualifying domestic top-up taxes.

Multinational Top-up Tax and Domestic Top-up Tax are the UK’s adoption of the Pillar 2 Global Anti-Base Erosion (GloBE) rules agreed by the UK and other members of the Organisation for Economic Co-operation and Development (OECD)/G20 Inclusive Framework on base erosion and profit shifting.

This Instrument provides a list of:
- territories that have implemented a qualifying income inclusion rule
- taxes which are qualifying domestic top-up taxes (and the respective territories of those taxes)
- taxes that are specified as being accredited for the qualifying domestic top-up tax safe harbour (and the respective territories of those taxes)
Magnum Services Europe
Source: gov.uk (2025-11-10)

We, the undersigned, commit to honour the Armed Forces Covenant and support the Armed Forces Community. We recognise the value Serving Personnel, both Regular and Reservists, Veterans and military families contribute to our business and our country.

The Armed Forces Covenant

An enduring covenant between the people of the United Kingdom, Her Majesty’s Government and all those who serve or have served in the Armed Forces of the Crown and their families

The first duty of Government is the defence of the realm. Our Armed Forces fulfil that responsibility on behalf of the Government, sacrificing some civilian freedoms, facing danger and, sometimes, suffering serious injury or death as a result of their duty. Families also play a vital role in supporting the operational effectiveness of our Armed Forces. In return, the whole nation has a moral obligation to the members of the Naval Service, the Army and the Royal Air Force, together with their families. They deserve our respect and support, and fair treatment.

Those who serve in the Armed Forces, whether Regular or Reserve, those who have served in the past, and their families, should face no disadvantage compared to other citizens in the provision of public and commercial services. Special consideration is appropriate in some cases, especially for those who have given most such as the injured and the bereaved.

This obligation involves the whole of society: it includes voluntary and charitable bodies, private organisations, and the actions of individuals in supporting the Armed Forces. Recognising those who have performed military duty unites the country and demonstrates the value of their contribution. This has no greater expression than in upholding this Covenant.

Section 1: Principles of the Armed Forces Corporate Covenant

1.1 We Magnum Services Europe will endeavour in our business dealings to uphold the key principles of the Armed Forces Covenant, which are:
- no member of the Armed Forces Community should face disadvantage in the provision of public and commercial services compared to any other citizen;
- and in some circumstances that special treatment may be appropriate especially for the injured or bereaved.
Section 2: Demonstrating our commitment

2.1 Magnum Services Europe recognises the value serving personnel, reservists, veterans and military families bring to our business. We will seek to uphold the principles of the Armed Forces Covenant, by pledging to the following:
- UK Service Veterans And Leavers
- UK Reservists
- Armed Forces Day
- Reserve Forces Day
We also pledge the following:

Magnum Services Europe Ltd contributes regularly in support of the British Limbless Ex-Servicemans Association (BLESMA).

2.2 We will publicise these commitments through our literature and/or on our website, setting out how we will seek to honour them and inviting feedback from the Service community and our customers on how we are doing.
Understanding the population of Company Owner Managers
Source: gov.uk (2025-07-17)

HMRC commissioned research to understand the population of Company Owner Managers: those who are directors and shareholders of their company.

HM Revenue and Customs (HMRC) commissioned research agency Ipsos to carry out a survey to improve understanding of the Company Owner Manager population. For the purposes of this research, a Company Owner Manager was defined as an individual who was both a director and shareholder of their company.

This research was commissioned in March 2023, under the Conservative government (2010 to 2024), and completed in October 2024.

The research sought to:
- identify the prevalence of companies with at least one Company Owner Manager in the UK
- understand the size and sector profile of companies with at least one Company Owner Manager
- understand how Company Owner Managers were remunerated for their work in the company, and reasons behind the chosen approaches
Fieldwork took place between October 2023 and April 2024.

The views in this report are the authors’ own and do not necessarily reflect those of HMRC.
Serbia: legal and prison systems
Source: gov.uk (2025-03-19)

Explanation of the legal and prison system to British nationals in Serbia.

This guidance explains how to:
- arrange visits
- send money to a prisoner
- apply for a transfer to a UK prison
This information is not meant to be definitive, and is not a substitute for independent legal advice. Neither His Majesty’s Government nor its staff take any responsibility for the accuracy of the information, nor accept liability for any loss, costs, damage, or expense that you might suffer as a result of relying on the information. The information contained in this guide is general and factual. You should contact local lawyers for independent legal advice. (https://find-a-professional-service-abroad.service.csd.fcdo.gov.uk/find?serviceType=lawyers&country=Serbia).
Working for British Embassy Tbilisi
Source: gov.uk (2025-10-03)


Current work opportunities

If you are interested in a job opportunity at the British Embassy in Tbilisi or one of the other UK delegations, DIT offices, other government departments or consulates in Georgia, please visit the FCDO Local Staff vacancies website (https://fco.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-2/xf-7810a1ba3247/candidate).

To filter the search for current vacancies, use the “Country/Territory” field on the left of the page and select the country you wish to search.

The British Government is an inclusive and diversity-friendly employer. We value difference, promote equality and challenge discrimination, enhancing our organisational capability.

We welcome and encourage applications from people of all backgrounds. We do not discriminate on the basis of disability, race, colour, ethnicity, gender, religion, sexual orientation, age, veteran status or other category protected by law. We promote family-friendly flexible working opportunities, where operational and security needs allow.

Staff recruited locally are subject to Terms and Conditions of Service according to local employment law.
Mr K Manneh v UNISON and Aneurin Bevan University Health Board: 1602509/2024
Source: gov.uk (2025-05-06)

Employment Tribunal decision.

Read the full decision in Mr K Manneh v UNISON and Aneurin Bevan University Health Board: xx-xxxx-xxxx - Judgment (https://assets.publishing.service.gov.uk/media/6814cf3a78d8cdc68ff03b5b/xx-xxxx-xxxx_Mr_K_Manneh_v._Unison___Aneurin_Bevan_University_Health_Board_Judgment_NO_SIG.pdf).
Director information hub: Disqualification - The insolvent investigation process
Source: gov.uk (2025-09-25)

Understanding the process when the Insolvency Service investigates your conduct as director of an insolvent company.

Why am I being investigated?

Within three months of a company entering formal insolvency proceedings, the office-holder (for example, an administrator or liquidator) must submit a director conduct report to the Insolvency Service, acting on behalf of the Secretary of State for Business and Trade. Based on this report, the Insolvency Service decides whether it is in the public interest to investigate further.

It is important that you co-operate with the office-holder (https://www.gov.uk/guidance/director-information-hub-duty-to-cooperate-with-office-holder) and provide them with up-to-date contact details.

What happens next?

If an investigation is commenced, you will receive a letter from the Insolvency Service. It will ask for comments on the initial areas of investigation.

It is in your best interests to respond. If you do not, the Insolvency Service can only rely on information available from other sources, when making their decision. Any evidence and explanations you provide will be important when making this decision.

The Insolvency Service may contact you again as the case progresses, to ask you further questions. You can also provide the Insolvency Service with more information at any stage of the process.

Investigation outcomes

If no further action is required, the case will be closed, and you will be informed.

If the investigation recommends disqualification, you will receive a summary of the alleged misconduct and next steps to take. You will again be invited to provide any further information you think should be considered.

Secretary of State decision

If a disqualification recommendation remains appropriate, this will be reviewed by an independent team within the Insolvency Service acting for the Secretary of State.

They will decide if there is sufficient evidence and whether it is in the public interest to commence disqualification proceedings.

Before proceedings are commenced, you will receive a detailed letter from the Insolvency Services’ Legal Services Directorate outlining:
- the full allegation
- the potential disqualification period (2 to 15 years)
- if a compensation order (https://www.gov.uk/government/publications/director-disqualification-a-guide-to-compensation-orders/a-guide-to-compensation-orders) is being sought
- the available evidence and how to request copies
- your available options (https://www.gov.uk/company-director-disqualification)
You can find further information about the insolvent company investigations process (https://www.gov.uk/government/publications/insolvent-company-investigations/insolvent-company-investigations-what-we-do) and director disqualification (https://www.gov.uk/government/publications/company-directors-disqualification-act-1986-and-failed-companies/company-directors-disqualification-act-1986-and-failed-companies).
Miss O Hunter v Secretary of State for Justice: 1800993/2024
Source: gov.uk (2025-11-06)

Employment Tribunal decision.

Read the full decision in Miss O Hunter v Secretary of State for Justice: xx-xxxx-xxxx - Partial Dismissal (https://assets.publishing.service.gov.uk/media/6909eea114b040dfe8292272/Miss_O_Hunter_v_Secretary_of_State_for_Justice_xx-xxxx-xxxx.pdf).