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Global Compliance News
Global Compliance News
September 13 , 2023
In Tax
March 23 , 2024
On 6 March 2024, the Chancellor of the Exchequer delivered his Spring Budget.
This contained a number of significant tax changes relevant to our clients, including changes to the way in which UK tax resident non-UK domiciled individuals will be taxed in future and a new advantageous tax regime for individuals becoming UK tax resident.
These changes are very significant and we recommend clients take immediate advice on the potential implications for them and their structures.
March 23 , 2024
We are pleased to share upcoming developments in relation to the Companies (Amendment) Act 2024 (?CA 2024?) which will anchor the revised beneficial ownership (BO) reporting framework. The approval process of the CA 2024 through the Malaysian Parliament<span itemscope itemtype="http://schema.org/Organization">
<span itemprop="name">Malaysian Parliament</span>
</span> was completed in December 2023. The CA 2024 subsequently received Royal Assent on 24 January 2024 and finally, the CA 2024 was gazetted on 2 February 2024. At this point in time, the CA 2024 has yet to be enforced.
In Employment
March 21 , 2024
On 29 February 2024, the National Supreme Court of Justice<span itemscope itemtype="http://schema.org/Organization">
<span itemprop="name">National Supreme Court of Justice</span>
</span> issued a ruling in the case Oliva, Fabio Omar<span itemscope itemtype="http://schema.org/Person">
<span itemprop="name">Fabio Omar</span>
</span> v. COMA S.A. re. dismissal, whereby it established that the capitalization formula applied to employment lawsuits by the National Employment Appellate Court<span itemscope itemtype="http://schema.org/Organization">
<span itemprop="name">National Employment Appellate Court</span>
</span> is disproportionate and contrary to the guidelines of the Argentine Civil and Commercial Code.
In Employment
March 21 , 2024
The EAT has decided an employer's liability for unlawful discrimination does not transfer under TUPE where the discriminator transfers but the victim of the discrimination does not. The position might be different though in relation to vicarious liability for negligent (rather than discriminatory) acts of an employee.
Copyright 2024 ? Global Compliance News