What is a pension attachment order?
A pension attachment order can be used on divorce, dissolution of a civil partnership or as part of a judicial separation agreement. A pension attachment order requires payment by the pension company of some or all of a policyholder’s pension benefits to the ex-spouse or ex-civil partner, when the pension becomes payable to the policyholder. These benefits can be in the form of periodical payments (numerous payments over time and at specified intervals) or a lump sum (a single payment). If a pension attachment order is in existence and the pension concerned is transferred from one provider to another, the attachment order will be transferred to the new fund.
In practice, pension attachment orders are rarely used, as courts prefer to use pension sharing orders. Instead of paying the ex-spouse or ex-civil partner out of the policyholder’s fund, pension sharing orders divide rights under a pension scheme so that each spouse has their own independent rights under that scheme or under two separate schemes. For further details, read What is a Pension Sharing Order?
Related FAQs
To facilitate social distancing the Home Office has stated that as of 30 March 2020, the following are permitted:
- The RTW check can now take place over video call.
- Job applicants no longer have to send original documents but can send scanned copies or photos to the employer.
- Where the job applicant cannot provide these documents, employers can use the Employer Checking Service and if they have the right to work, then the employer will receive a Positive Verification Notice which will provide the employer with a statutory excuse for 6 months.
These adjustments remain in place until the Home Office confirms otherwise.
In most circumstances the answer will be no. It would be an infringement of their human rights. It could also be a criminal assault.
However where there is a high risk to employees of exposure to COVID-19, such as care homes and healthcare environments, you might be able to make it a requirement of their role to have the vaccine.
First, consider whether you need to have a blanket requirement covering all employees or whether only certain groups who work in the most high risk areas require the vaccine.
You will need to do a thorough risk assessment balancing the amount that the risk of exposure would be reduced against the interference with the employee’s human rights. Consideration will need to be given as to whether insisting on the vaccine is proportionate to the risk and whether other less invasive steps could be taken instead, such as maintaining social distancing, wearing a mask, washing hands.
Any requirement for employees to be vaccinated should be communicated clearly to employees and trade unions together with a clear explanation for why it is necessary.
The Bill allows the Secretary of State to make regulations to temporarily extend various filing date deadlines for companies. These include deadlines for filings accounts, confirmation statements, charges register, director and secretary appointments and resignations. The extended period must not exceed 42 days where the existing period is up to 21 days, or 12 months where the existing period is 3, 6 or 9 months.
The vast majority of disputes settle without ever reaching a final hearing with something in the region of 2-5% of all cases actually ending up in court at a final trial. So whilst it is very unlikely you would need to attend a court hearing, it is always a possibility.
If an e-scooter has been ridden irresponsibly in a public space, for example, the rider was going over the maximum speed limit of 15.5mph, then the rider is likely responsible in the event of an accident.
Liability is dependent on the individual circumstances of the accident, and you should seek legal advice if you have been involved in a collision either when driving a vehicle or as a pedestrian.